5 Ways HR Can Dial Up Employee Trust

July 29, 2020 | 427 views

5 Ways HR Can Dial Up Employee Trust
5 Ways HR Can Dial Up Employee Trust

Not everyone likes dealing with HR departments; particularly staff employees. Executives seem to appreciate the HR role more than others; perhaps they have more insight into the role, but it is a different assessment of trust that comes from non-executive employees.

From the initial screening and interviews to rule enforcement, employees don’t always feel comfortable or trust that HR staff will be sympathetic if there is a problem. And let’s face it—HR professionals do have a strange role to both protect the company and protect employees.

Building trust among employees is vitally important to create and maintain a smooth and collaborative team.

  1. Be Responsive and Available. People want to be heard, but nearly half of workers say they think HR are remote and unapproachable. Emails and phone calls with questions or concerns deserve a sincere and quick response. In large organizations, with a centrally located HR department far away, consider a regional contact in satellite offices to field questions, provide guidance and create a sense of value for local workers.
  2. Be Complete During Onboarding. Every step and expectation should be discussed. A pamphlet on harassment is not thorough enough, for example. Go over every item, and then be sure to follow up in a few days to see if there are any questions. Ensuring a bilateral understanding of company policies and benefits is critical to employee performance and also protects the company.
  3. Present Job Expectations Clearly. From recruitment to hiring, every detail matters. People make choices about employment based on their responsibilities, salary, scheduled hours, and opportunities for growth. HR software will help clarify job descriptions and benefits, and scheduling software for managers to use will also streamline working hours, on-call hours and any scheduling flexibility.
  4. Be a Voice. Communication within organizations is kept positive with regular updates and reminders from HR professionals. If employees hear your “voice” often in emails or internal communications, it increases their trust and willingness to approach HR to assist with problem-solving. And if HR initiates conversations about issues, that helps build employee trust, also.
  5. Maintain Strict Confidentiality. This should be obvious, but it can be difficult to navigate a problem when managers need to be included and informed. Professional discernment means providing enough information for management to respond to an issue without compromising employee trust. 

Building employee trust with HR comes with strong engagement through communication, transparent hiring practices, and concerted efforts to be available for employee questions and concerns. Staying true to these ideals will increase employee trust and reduce employee concerns.

Author Profile Jon Forknell is the Vice President and General Manager of Atlas Business Solutions, Inc., a software marketing company specializing in employee scheduling software, including ScheduleBase employee scheduling software, and other business software solutions. In the past, Jon has been recognized by the U.S. Small Business Administration as a SBA Young Entrepreneur of the Year. Atlas Business Solutions was named as one of Software Magazine’s Top 500 Software Companies in 2004 through 2007, and 2010, 2013, 2014, 2016, 2017, and 2018.

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