Regaining trust in the workplace in 2024: how did trust become one of the key themes of HR?

A lot of HR practices just aren’t working for employees these days. From a recent survey of 993 employees, it turns out that when folks have issues—whether it’s about how they’re treated by a manager or some rude behavior from a coworker—they’d prefer not to go to HR. First, they try talking to their manager, then a colleague they trust. If those options don’t work, they often just handle it on their own or even stay quiet. HR is usually their last resort! This isn’t exactly shocking, though. HR has been trying to shake off its reputation for ages, aiming to become more than just a compliance department. The idea is to transform HR into a place where leaders act as both trusted partners and employee advocates. In this new role, HR should be at the table with the leadership team, influencing culture and advocating for employee needs. To gain that trust, HR leaders have to be more than just the people you go to for forms and policies. One of the critical themes in HR today is the increasing importance of technology in HR processes. They should be mentors, mediators, and guides, creating a support system that genuinely puts employees first. If you’re in HR, or you lead an HR team, here are few approaches that can help you navigate the tricky waters of trust and make HR a place employees feel safe turning to, especially in light of the evolving themes in HR.

What’s trust in the workplace all about?

Trust at work is all about employees feeling like their leaders have their backs, treating them fairly, and understanding that mistakes are part of learning and growing. For leaders, building trust means:

• Being consistent and dependable.
• Showing you care and are approachable.
• Championing authenticity and empathy.
• Support your team, even when things go wrong, and admit when you mess up.
• Finding a balance between getting results and being considerate of others.
• Ensuring that your words and deeds are constantly in sync.

When leaders do these things, they create an environment where employees feel confident in the organization. Even when things are uncertain, trust in leadership keeps people motivated. On the flip side, if a leader’s words don’t match their actions, it can kill engagement and commitment. These aspects are crucial themes in HR that highlight the importance of fostering trust within the workplace.

Why is trust so critical at work?

Without trust, it’s almost impossible to:

• Keep top talent engaged and onboard.
• Maintain a positive culture, especially in hybrid and remote teams.
• Deliver a meaningful employee experience.
• Build or protect your company’s brand.
• Expand your company and get the outcomes you want.

These factors are among the critical themes in HR that highlight the importance of trust in the workplace. With employee turnover on the rise, this is the ideal time for leaders to take advantage of the situation and develop deeper trusting relationships within their companies. Conversely, inconsistency between a leader’s words and deeds can undermine commitment and engagement, highlighting the importance of understanding themes in HR.

What causes HR distrust?

Employees might distrust HR for several reasons occasionally, it stems from unpleasant prior experiences they or others have had. Employee happiness may suffer if HR is only seen as a last resort or as a means of enforcing rules. The key themes in HR are highlighted by the fact that without trust, workers are less likely to raise concerns to HR and businesses lose out on opportunities to retain their best personnel.

Ways to build trust at work

If you’re leading a team or department, here are some ways to foster trust at all levels:

Be ready to earn it

It’s a common saying that conversation is cheap. Trust is something that needs to be gained. It all boils down to making a concerted effort to live up to your words, keep your promises, and ensure that your actions are in line with your aims and basic ideals. Employees are speaking with leaders at all levels these days, therefore you must improve if you want their trust!  Workers who sincerely trust in their supervisors are eager to go above and beyond for them, becoming more involved in the firm. Therefore, investing the time and effort necessary to establish trust is one of the most crucial things a leader can do. Its key themes in HR are that it’s all about creating a strong, positive culture where everyone feels valued and motivated!

Be honest and transparent.

Open communication helps remove doubts and builds respect. Frequent updates and open communication help create a sense of security and stop rumors.

Listen more, talk less

Let your team know they’re heard. You’ll get more knowledge and your team’s trust by listening more. Asking questions, concentrating on the speaker, and observing what is not stated are all necessary components of being a good listener. This practice aligns with key themes in HR which emphasizes the value of communication in fostering relationships, and is consistent with major HR topics.

Model trustworthy behavior

Walk your talk, day in and day out. Trust is built over time, so consistency in actions and words matters. Be a leader who collaborates, gives credit, and shows appreciation, reflecting essential themes in HR regarding leadership integrity.

Promote accountability

Acknowledge mistakes and successes alike. When leaders own up to their own mistakes, they encourage a culture where everyone feels safe to learn and grow, reinforcing vital themes in HR about responsibility and growth.

Show empathy

Building trust also means showing you care about employees as people. Regular check-ins, remembering personal details, and sharing appreciation all go a long way are the key themes in HR that emphasize the importance of employee well-being.

Solicit feedback and take action on suggestions.

We’ve all been in that situation where we fill out an employee engagement survey, and then… crickets! You never hear about the results or see any changes from leadership. Let’s flip the script on that! Leaders should aim to listen actively and have a bias for action. It is vital to share the findings from a company-wide survey, as well as your objectives for change. Alternatively, “What could we be improving upon?” Make sure you inform everyone about your progress and are prepared to explain what you might do. Sure, it’s not always possible to respond right away but make it a point to acknowledge their feedback somehow. These conversations are key themes in HR that can help shape a positive work environment. And when you do, show some love for their input! Help them understand why you’re taking certain actions or, on the flip side, why you might not be able to implement their suggestions right now. This ties back into the important themes in HR, showing that their voices matter and that you’re genuinely committed to making the workplace better!

Make employee recognition an integral part of the culture.

When it comes to themes in HR, you really can’t underestimate the power of team recognition! A simple “thank you” for a job well done or taking a second to nominate your employees for that recognition program can go a long way. It’s all about highlighting those specific behaviors you want to keep seeing. And hey, let’s not forget about our remote workers! When it comes to gratitude, they can frequently feel a little ignored, but that shouldn’t be the case. For someone who doesn’t receive those in-person high-fives from their manager or coworkers, those small gestures mean a great deal. So, go the extra mile and recognize those who are crushing it or responding quickly, especially if they’re not in the same room as you. Shout out the achievements of those hard-to-reach team members in meetings, through company shout-outs, or on the intranet. This boosts morale and builds a stronger workplace vibe, showing that everyone’s contributions matter. Plus, it aligns with the important themes in HR, helping create a more engaged and motivated crew!

Advocate as a coach

HR directors can have a significant impact by mentoring staff members on how to have difficult talks with managers and other staff members. How, for example, would you inform your management that you are exhausted? When you disagree with a coworker’s understanding of a project deadline, how do you express it? Or how do you flag a toxic workplace culture? Supporting employees through these kinds of interpersonal conflicts starts with listening and asking open-ended, non-judgmental questions. Next, you can role-play the conversation, helping them figure out the best ways to approach their manager or colleague while giving insights into how that interaction might unfold. You don’t need to be in the room when the actual conversation happens; your job is to help them prepare, provide insights, and check in later with additional coaching sessions that empower them to handle their issues. A good coach shows genuine concern for someone’s growth instead of just treating them like a problem to be solved. These coaching moments are essential themes in HR that build stronger, more confident teams! When you do this, people will start to trust you and seek out your support, aligning perfectly with the broader themes in HR around mentorship and support.

Advocate as a mentor.

When employees approach HR with unresolved interpersonal conflicts—whether it’s about not reaching alignment on important projects, differing communication styles, or even issues of disrespect—see it as a mentorship opportunity. Instead of using the moment to document or take corrective action, act as a neutral sounding board and encourage the employee to reflect on past experiences that may shed light on the current situation. Together, identify areas where they may not have shown up well, both in the past and particularly in the present conflict. Suggest interventions and next steps, offering support and encouragement. Mentors exemplify healthy interpersonal skills,  crucial themes in HR. These skills include mastering the story you might be telling yourself about others before acting on potentially unfair judgments, seeking mutual purpose when disagreements arise, and making it safe for others to engage in dialogue by showing respect and understanding. People are more likely to ask for advice and support from someone who skillfully demonstrates the behaviors they’re aiming to achieve.

Advocate as a mediator.

The next approach is to step in as a mediator when the situation the employee is facing isn’t solvable alone. In this role, you can hear the viewpoints of each side independently and then facilitate a healthy, productive conversation. Start by establishing ground rules at the beginning of the meeting, including allowing each side to share their story. Ask both parties to describe facts and behaviors rather than jumping to conclusions. For example, encourage statements like, “You raised your voice and said I was behind on my deadline” instead of “You think I’m lazy and incompetent.” Restate their viewpoints to ensure both sides feel heard, then identify areas of mutual purpose and respect (e.g., “You’re both committed to delivering a high-quality product.”) and brainstorm possible solutions from there. This approach can effectively guide both parties toward a resolution. You must mediate in a manner that remains neutral and unbiased, aligning with vital themes in HR related to conflict resolution and collaboration.

If employees aren’t coming to you with concerns now, remember that it will take time to shift the perception of your function to the point where they feel safe reaching out. By investing in the skills needed to fulfill these roles as a mentor and mediator, you not only assist employees who require your support but also benefit yourself. HR leaders recognized as trusted employee advocates gain valuable insights into cultural and operational challenges. Addressing these issues can position the company for future success, further reinforcing the important themes in HR focused on trust and collaboration.