How build trust with your employees?
When it comes to performance, "trust" in some form is vital, whether you're a front-line supervisor or the CEO of a corporation. In fact, trust is one of those sensitive topics that busy executives rarely discuss on a day-to-day basis. In fact, it is never included in a set of goals or an annual performance assessment. This is not good news, because the subject of "trust" should be on a manager's mind every day and in every encounter. Strife, stress, and inadequate results are the result of a failure to create trust with peers, co-workers, and team members. Building trust is a hard and time-consuming process for effective managers. Here are some pointers to help you create trust among your co-workers.
Employee experience can suffer if HR teams are not trusted. Employees are less inclined to bring their difficulties to HR and prefer to keep their problems to themselves. HR personnel must listen to employees and develop a relationship that encourages employees to come to HR with their problems in order to help them feel valued by their organisation. HR must establish trust in order to retain talent and maintain a happy team.
The following are the first steps you can take.
- Open & Honest Communicate with employees
Without better communication, HR teams will be unable to develop trust. HR should convey firm policies, processes, and strategies in a way that employees can comprehend to increase communication. Make it clear what the organization expects of its employees and what they can anticipate from it.
HR must listen to and acknowledge employee opinions during staff meetings so that employees understand that what they have to say is valuable to your HR team. Employee meetings enable HR to hear any issues, ideas, or criticism and respond appropriately (with the appropriate action if needed). HR teams may not be able to see employees in person when working remotely, but video conversations ensure that contact is maintained. As a result, when employees work remotely, HR should make sure to check in with them to see how they're doing and if they have any issues.
Employee engagement solutions, that Human Resource Management Software (HRMS) provides, can assist businesses in achieving significant change through employee input. Employees will know they have someone to turn to if they have any difficulties if HR and employees communicate openly, which will improve the employee experience.
- Inclusive & Fair workplace
Autonomy, a fair and equal workplace, demanding work, recognition, flexibility, and a company's commitment to social responsibility can all help to build trust. Discover what motivates your employees and create policies, practises, and benefits that reflect this. Individuals will lose trust in you if you hire just one or two diverse employees, therefore your HR team should work hard to create a truly diverse workforce.
HR should first address its hiring practicesensuring that they are bias-free in order to create a fair and inclusive workplace. Hiring applicants without bias can demonstrate to employees that their workplace is free of discrimination, making them more likely to feel at ease with HR.
HR must also ensure that all employees are compensated fairly in comparison to other employees in the organization and that all concerns are taken seriously. HR directors must ensure that all HR staff is appropriately informed on how employment laws affect your company and how to respond to employee complaints, conduct successful investigations, handle leave requests, and handle other critical roles.
- Be open and honest with your employees.
Employees will share more information if the HR department is more transparent.According to research, one of the most effective methods for leaders to build trust is to demonstrate vulnerability. HR departments are being asked to take on additional tasks, and employees are being asked to adapt their work habits. HR should be transparent and vulnerable with employees about the issues they/the organization are facing to help employees trust HR during these trying times. As a result, employees may be more willing to share, collaborate, and develop.
Employees can better understand HR teams and their judgments if they are upfront with them, and they can work with them rather than against them.
- Maintain Confidentiality
Respect employee confidentiality at all times and keep private concerns secret. This includes not disclosing confidential information to company executives without employee consent. Unless there are legal concerns, the employee should never feel as if their confidence is being betrayed by anyone in the organization, from the top down.
HR departments deal with a lot of sensitive employee data that needs to be kept safe. In some areas, employee transparency is critical, but in others, where employee information is involved, HR must maintain discretion and ensure that information is kept secure.
If HR were to inadvertently divulge employee information, trust in HR would plummet. Employees may trust HR to protect sensitive information as their job requires by keeping all data safe and secure.
HR teams can get help preserving sensitive data by investing in HR software. HR software can keep all information in one secure system, eliminating the need for paper files in filing cabinets.
- Implement wellness programs for employees
HR staff should be aware that not all employees feel comfortable discussing their concerns with HR, regardless of whether or not they trust them. As a result, HR must endeavor to create trust by providing employees with the tools and contacts they need to get the help or counsel they need.
According to the PWC report, 58 % of employees are anxious about their finances, and half of those who are stressed believe their finances are a distraction at work. As a result, HR departments should implement financial wellness initiatives to alleviate financial stress.
If employees are experiencing mental health concerns, which have become more prevalent throughout the pandemic, HR should ensure that an employee assistance programme (EAP) is in place to help them and direct them to the appropriate resources.
Employees will see that your HR department genuinely cares about them and wants to help them in any way they can.
