Photo by Jonathan Borba on Unsplash


For years, surveys have shown workers and CEOs do not trust human resources departments.

Even after entering a new decade that still appears to be the case, according to a study of about 1,000 workers by career site, Zety.

This illustrates the risks companies face in unnecessary costs in productivity, morale, turnover, lawsuits and relationships with customers resulting in weaker sales.

Some 50 percent of American workers do not trust their HR departments. Sixty-nine percent don’t feel HR is their advocate, and 48 percent feel HR fails to focus on helping them but instead focuses on procedures instead.


5 Personal Traits of a Successful HR Manager


It’s worth noting Zety has an excellent 4.5 rating out of a possible 5, according to Trustpilot’s 2,259 reviews.

More eye-popping Zety results illustrate the lack of trust by employees:

  • 60 percent fear reporting an unethical co-worker (presumable for embezzlement and/or theft).
  • 57 percent wouldn’t report issues with their boss.
  • 43 percent wouldn’t report discrimination.
  • 37 percent wouldn’t report sexually harassment.

How to earn employee confidence

  1. Communication and information – Company values and objectives must be made clear. HR must ensure the company upholds stated values. Employees must be told what’s expected of them and what they can expect from the company.
  2. Response to complaints and concerns – Listen attentively. Ask questions. Show empathy. With valid concerns or complaints, followup with employees and take any necessary actions.
  3. Guarantee confidentiality – Be careful with employee data and information. Eliminate gossip. Take other steps to ensure confidentiality.
  4. Guard against retaliation – Keep an open mind to employee concerns. Establish procedures to guarantee anonymity and employee security.
  5. Create an atmosphere of fairness – Commit to an open mind for diversity to hire the best employees. Make certain company policies consistently treat all employees equally without any favoritism.
  6. Be a go-to advisor – Be responsive to your employees, and be assertive and transparent in informing them of any changes and objectives. Reassure them you’re there to help.

And finally, stay current with your responsibilities and help advance your organization.

From the Coach’s Corner, related strategies:

HR Checklist to Update Your Employee Handbook — You should review your employee handbook every six months and update it when necessary. Between reviews if you suspect change is needed, don’t hesitate to review it and make appropriate changes.

Management – Improve Communication, Stop Rumor Mill — Gossiping and rumors hurt your staff morale and organizational performance. Such toxicity and negativity can also lead to expensive lawsuits. Here’s what you can do as a manager.

How to Combat Employee Theft in the Workplace — Every year, employee theft has a huge financial impact on businesses. In fact, 95 percent of companies have been victimized by employee fraud. What you can do.

Human Resources: Complying with IRCA, I-9 Requirements — If employers fail to comply, they face fines in civil and criminal liability. They’re also subject to imprisonment if they repeatedly violate the IRCA.

Precautions for HR Documents to Avoid Losing a Legal Case — Managers using best practices in compliance, who are aware of the latest trends and avoid common errors, fare the best against civil litigation, criminal allegations and other legal issues. Here’s how they do it.

If You Think You Have COVID-19 Workers, What You Can Do — If you think you have employees with coronaviris in your workplace, there are best practices for you to follow.

“It is important that we win back the trust of employees first, then customers.”

-Oscar Munoz


Author Terry Corbell has written innumerable online business-enhancement articles, and is a business-performance consultant and profit professional. Click here to see his management services. For a complimentary chat about your business situation or to schedule him as a speaker, consultant or author, please contact Terry.