5 Reasons why employees have little trust in HR employees

1. HR employees does not offer advice in conflict situations

When it comes to communication and conflict resolution, it is often people who work in HR employees who have the necessary characteristics and skills to be able to coach employees in difficult situations. For example, a way to resolve or handled a conflict between teammates. In case of disputes between employees such as positional difference, or racial differences. The process of resolving this situation can affect the company reputation.

2. Agreements are not kept

Potential job candidates can be “seduced” with tempting offers during the interview. The crux of the matter is that they are not always kept. This leads to frustration, loss of trust and disappointment. In addition, companies risk damaging their reputation if they rarely keep agreements. The chance of gaining the trust of new applicants is drastically reduced.

3. The company is being sided with

The HR department works in the interests of the company, but is far too biased: a problem that can also arise. If employees are criticized instead of listened to because something is not going the way their superiors would like, HR managers are merely mouthpieces for the company – but not for the employees. This is a challenge that often leads to employees having difficulty opening up. There is no basis of trust because there is no neutral basis for discussion. This is based on impartiality and fairness.

4. Those responsible are not sufficiently qualified

Trained psychologists with a focus on industrial psychology, teachers from adult education or specialists who have studied economics or business administration: Anyone who works in HR has special hard and soft skills that are necessary to be convincing on a communicative, organizational and psychological level. Career changers are welcome if they show aptitude.

5. Issues affecting employees are not communicated openly

A transparent corporate culture and a focus on open communication are neglected in the HR department and are simply not practiced. This is a reason to think carefully about whether things can continue like this. Because: If employees are not informed about matters that affect the company and personnel decisions, those affected feel betrayed. Everything takes place “under the table” and a foundation of trust cannot be formed.