70% of Tech Employees Don’t Trust HR
A recent survey revealed that more than 70 percent of tech employees do not trust the HR department. Yikes.
Unfortunately, this sentiment is fairly common in the workplace. HR is often accused of protecting the best interests of the employer, rather than those of the employees.
It goes without saying that this negative perception impacts the work environment, not to mention employee engagement. It’s clear that something needs to be done to start improving on the relationship (or lack thereof) that exists between the HR team and employees. By working to improve this dynamic, HR can create a safer, more positive work environment.
HR professionals recognize the value of forming positive relationships with employees—but making it happen is easier said than done. What can HR do to change the negative perception and help employees start seeing them as an ally and not as an enemy? How can they realign themselves with employees, build trust, and ensure that individuals will come to them during a time of need?
Advocating for a Cultural Shift
Such a major transformation isn’t going to happen overnight, and it will take some time for the HR-employee dynamic to change. However, HR professionals can begin improving their reputation and building more positive relationships with employees by advocating for a shift in company culture. This will not only help improve the relationship between HR and employees of the organization, but it will also drive increased employee engagement as a whole. What are some steps that HR professionals can take to build trust and improve company culture?
First and foremost, HR should actually be a trustworthy resource. Be honest and transparent with employees, and most of all, keep information private if it’s shared in confidence. Passing on personal information without employee consent is a betrayal of that individual’s trust—even if that information is being relayed to leadership. If private information is shared, not only is the affected employee likely to form a negative opinion of HR, but the employees who hear the gossip through the grapevine are likely to form a negative opinion as well. Alternatively, HR professionals can show employees they’re trustworthy by maintaining confidentiality. Once employees recognize that all conversations are confidential, they’re much more likely to come to HR with any potential problems.
Because they work with confidential information, the HR team often sits separately from other employees within an organization. Although understandable, this can make it challenging for HR to build personal relationships with fellow employees. However, that doesn’t mean it’s impossible. Establish a presence with an open door policy, encouraging employees to come by to talk at any time. If an employee comes to HR with a problem, an HR professional should actively listen to that individual’s concerns. By taking these steps, members of the HR team can begin to develop personal relationships and start building trust with employees.
HR is often accused of playing favorites, or being biased in favor of company leadership over the needs of company employees. It’s important to remain fair and impartial, and to avoid playing favorites at all times. By staying objective, HR can start changing the perception that they are guilty of favoritism. HR can welcome employee feedback by creating and sending out anonymous surveys about working for the organization.
The data doesn’t lie. In fact, it clearly illustrates the need to improve the relationship that exists between employees and HR. By encouraging a cultural shift and being a trustworthy, available, and objective resource for employees, HR can start to disprove negative stereotypes and begin building trust with the company’s employees.
Companies can also leverage HR technology to improve company culture. Schedule a live demo of Pingboard’s org chart software to learn how live org charts can enhance company culture, assist with workforce planning, improve communication, and more.blog comments powered by Disqus