Building trust within an organization is not just advisable; it’s fundamental. At the heart of this mission is the human resources (HR) department. HR professionals govern the dynamics of employer-employee relationships, embodying the transparency, fairness, and reliability that go into both running a successful company and fostering workplace trust. It’s a delicate dance, however, prone to conflicts of interest and human error.
Many companies struggle to build reliable HR departments — if they have a dedicated department. A recent Secure Data survey found that as many as 88 percent of employees have worked for a company with no HR department, something that over half of Americans say contributes to a toxic workplace.
Companies that do have HR don’t necessarily fare much better. Many are unprofessional (47 percent), untrustworthy (33 percent), and leave employees feeling like they have no one to confide in (43 percent).
When employees feel like they have nowhere to turn, they’re far less likely to stay with your company long-term. Building your HR department into a true source of support and accountability for your employees goes a long way in terms of improving comfort, morale, and retention.
In this article, we explore five practical strategies HR professionals can use to cultivate and reinforce trust in the workplace. From transparent communication to keeping an open door policy, these strategies are sure to help any struggling HR department right the ship.
5 Trust-Building HR Strategies
Establishing trusting relationships within your company is crucial, not only to your daily operations but also to your long-term success. If you’re currently having issues with your HR department, or need to establish one, these strategies can serve as a practical roadmap, easily adaptable to any organization’s unique culture and needs.
1. Transparent Communication
A clear, consistent, and transparent communication pattern involves open, honest, two-way dialogues between the HR department and the employees. It means regularly sharing relevant information about the company’s operations, goals, changes, and decisions, which reduces uncertainty, speculation, and misunderstanding.
It also involves providing constructive individual feedback, keeping employees updated on policies and procedures, and creating platforms to express their thoughts and concerns.
2. Leadership by Example
HR professionals should practice what they preach. Leading by example is a way to model the behavioral integrity you expect of your staff. This means consistency between words and actions, diligently adhering to policies and procedures, displaying professionalism, and treating everyone with honesty, fairness, and respect.
3. Open Door Policy
An open-door policy encourages employees to share their ideas, concerns, and feedback without fearing negative repercussions. Holding space for employees to discuss any issue, whether it’s a work-related challenge, innovative suggestion, or personal problem affecting their job, gives your staff the confidence that their voices are heard and valued. It also helps contribute to an overall more empathetic company culture.
4. Fairness
Equitable treatment across all levels of your staff, regardless of their job title or function, assures everyone that they are valued and respected. This means providing equal opportunities for career growth and unbiased performance evaluations, distributing perks or rewards evenly, and promptly resolving conflicts. It also encompasses policies against favoritism, discrimination, and any form of workplace bias.
5. Confidentiality
The HR department usually has access to a wealth of personal information about employees, so it’s crucial to ensure your HR staff take their responsibilities seriously. Your employees should have full confidence that their privacy won’t be breached and that their sensitive information is safe and cared for.
Final Thoughts
Trust is the bedrock of any thriving organization. Adopting strategies like transparency, leadership by example, an open-door policy, fairness, and confidentiality can significantly enhance your team’s trust in HR and, in turn, your entire organization.
Remember, trust is not a luxury — it’s a necessity. How much your employees trust you directly impacts productivity, employee satisfaction, and your bottom line. Whether just getting started or revamping your HR process, implementing trust-building strategies is a concrete step toward sustainable success.
