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HR departments perform many essential tasks for an organization, including employee recruitment, onboarding, training, and overseeing payroll and benefits. HR professionals serve as key points of contact for employees, from their initial orientation and onboarding to assisting when issues arise. Even though HR departments are designed to support and advocate for an organization’s workforce, employees often don’t trust them.
According to a report from MyPerfectResume, 86% of workers are apprehensive about interacting with HR representatives, with 85% stating they are hesitant to approach them to discuss work-related issues. A separate report from Secure Data Recovery found that more than a third of U.S. workers don’t trust their company’s HR department due to factors such as bias, favoritism, and inconsistency.
A lack of trust and confidence in HR can lead to negative perceptions of leadership, an unhealthy workplace culture, and high employee turnover rates. Understanding the key reasons for this distrust can allow employers and their HR teams to overcome common issues and foster credibility among employees.
8 Reasons for HR Distrust
Some causes of HR distrust can stem from a lack of resources or operational practices that don’t meet the needs of workers. Even well-intentioned HR professionals can unknowingly disrupt trust among workforces with their actions. However, understanding the reasons employees may struggle to trust their HR departments can help these teams avoid unnecessary mistakes.
Key factors that can contribute to HR distrust within an organization include:
1. Lack of approachability
Employees are less likely to communicate their concerns if an HR team is inaccessible or intimidating.
2. Confidentiality concerns
Employees may be less likely to approach HR with concerns if they are concerned that sensitive information won’t be kept private.
3. Perceived ineffectiveness of HR
If previous concerns and discussions have not been addressed, employees may view HR as incompetent and be less likely to bring up issues in the future. Similarly, if employees find that HR is ineffective at assisting them with routine tasks such as benefits enrollment, accessing pay stubs, or resolving issues that arise, they may begin to develop distrust.
4. Poor communication
Ineffective HR communications can lead to misunderstandings, unclear expectations, and a lack of transparency, thus hindering productivity and reducing workers’ trust.
5. Favoritism
Employees expect fair treatment. If HR shows bias or favoritism toward specific individuals for promotions, recognition, or other opportunities, employees may feel betrayed and experience lower morale.
6. Disorganization
A disorganized HR team can result in lost documents, missed deadlines, and overall inefficiency and ineffectiveness. These consequences can be stressful for employees and impact their trust in HR.
7. Inconsistent policies
If HR applies workplace policies inconsistently, employees may feel confused, frustrated, and uncertain about what to expect.
8. Lack of empathy
By failing to be understanding and compassionate toward employees’ personal and professional concerns, HR can cause employees to feel undervalued, thereby eroding their trust even further.
Due to this hesitation, many employees prefer to resolve workplace issues independently or with their manager’s help, rather than raising them with HR. While policies and procedures are essential to HR practices, workers want to know that people matter just as much.
6 Ways HR Can Gain Employees’ Trust
By improving departmental practices and focusing on employee needs, HR teams can earn trust among workers and help create a positive company culture. The following strategies can build trust in HR:
1. Invest in training and developing HR teams
Thorough and regular training and development equips HR teams with the skills and knowledge to support employees and address their concerns. It also enables HR to act competently and demonstrate its reliability to employees.
2. Align HR with employee needs
It’s imperative that HR understands and addresses the diverse needs of the workforce. HR teams should listen and respond to employee feedback and concerns. This alignment fosters trust, allowing employees to feel seen and heard.
3. Advocate for employees
When HR stands up for workers’ rights and well-being, employees are more likely to view these teams as their allies, thus instilling confidence and trust in HR.
4. Practice transparency
Transparency entails open and honest communication about company policies, decisions, and changes. This practice can help build trust with HR, as it reduces uncertainty, keeps employees informed, and shows them that their involvement is valued.
5. Focus on employee development and career advancement
Investing in employees’ careers and skills demonstrates that HR is committed to their growth and personal development. In turn, this can gain workers’ trust, as HR demonstrates that it values their futures and long-term success.
6. Prioritize employee needs
HR teams should focus on resolving employee issues, such as helping them access their pay, settling benefits issues, supporting career growth, and assisting with paid time off, leave, and administrative obstacles. By prioritizing workers’ needs, HR teams can prove their value to the employees.
Conclusion
HR departments are essential to any team, but they can only be successful if employees can trust them. If you’re concerned about your employees’ relationship with HR, it may be time to refine departmental practices and prioritize employee needs.
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Outsourced HR You Can Trust
If your employees are having difficulty trusting your internal HR staff, you may have better luck with a third-party HR partner. GTM’s HR consultants can provide unbiased and objective assessments of your HR practices and policies, while planning your human resources support with expert insight on how to align people with company direction. Fill out the brief form below to learn more.
