Being an HR leader is like a two-edged sword. As the name suggests, Human Resource should protect human capital interests in dealing with particular employer-employee issues. On the other hand, HR should also define the company and management’s policy which might contradict with worker’s demands.
Due to this nature of the job role, employees tend to hate HR professionals since they come across as being diplomatic, unfair, dishonest, not objective, and incompetent.
Trust is something crucial that every HR practitioner needs to maintain for healthy relationships between the corporate and the workers. With the recent economic meltdown, a survey found that only one-third of Americans believe that most people can be trusted.
In the workplace, incredulity toward an employer may lead to misdemeanour, betrayal, and eventual turnover. However, trust does not come out of nowhere. It should be earned and managed by the HR department so they can do their jobs well. This piece shares several strategies for HRs to gain trust from employees.
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Whatever be the context, communication is the key towards building healthy relationships at work. HRs should clearly communicate company’s vision and future plans to achieve the desired objective results. They need to be certain that the information communicated is not misunderstood by employees.
Bad opinion about HR pros is often a consequent result of their inability to showcase credibility. Some HR professionals sugar-coat statements just to fulfil what people want to hear. And when the truth leaks out, they tend to lose their personal credibility and trust from the employees.
Once trust is lost, it needs a fortune to recover. Hence, the ability to tell the truth even in bad situations is a must-have HR. Consistency is also a sign of honesty. Be consistent in words and action.
HR should be the first place when an employee faces a difficult situation in their job. When an employee complains about a problem (either personal or professional ones), you should show support, consideration and understanding to their current condition.
Even when mistakes are made, do not easily blame and judge employees. While it is the employee’s privilege to share work-related stories and experience with the HR, HR professionals should be proactive as well. If conflicts at work between co-workers arises, they should take prompt action as an intermediary to settle disputes.
Some employees argue that HRs merely listen to their complaints and suggestions without real follow-up, especially when it is related to management. When employees offer positive reviews about the company, nothing happens. But when they give negative ones, it normally ends up in trash bin rather than being forwarded to the higher decision making authorities. HR managers should assure employees that there will be follow up based on their inputs and necessary action will be initiated.
Great leaders are those, who are willing to acknowledge both their successes and failures, as well as responsible for dealing with the consequences of their actions. When well applied, employees will start seeing HR as a reliable leader, on whom they can trust and follow the trail. On the contrary, scapegoating others for your own mistakes can cost your business, mistrust from the employees.
Also read: Improve Your Company Culture with These Steps!
