Recent survey in the UK Reveals the Disparity of Trust in HR Teams

UK Reveals the Disparity of Trust in HR Teams
Today, many businesses are lacking in an integral aspect of organizational success – trust.  The sad part is that it doesn’t have to be like this.  Businesses don’t need to become corrupt and focus on profit at the expense of their employees and customers; they can still make a profit without doing so. Here we provide the UK reveals the disparity of trust in HR teams.

Nowadays, most companies are using various ways to make employees feel secure about the future of their job, with one of those methods with the assistance of effective HR software

With the assistance of this software, hard manual work like maintaining staff records can be done in a much more efficient way. This also allows employees to access certain information about their employment rights and employment benefits (e.g. health insurance, retirement savings) and ensure that they have a transparent understanding with their human resources department.

Nevertheless, a recent survey about the disparity of trust within UK and Ireland organizations revealed some of the key problems arising between HR teams and employees, and you can view more information in full detail here.

So, what are some of these issues? 

Lack of Recognition

Imagine how frustrating it is not having easier communication with HR. HR must take the lead on facilitating this by leading conversations and making sure everyone’s needs are met so that all parties involved feel more at ease about their interactions. 

However, that is easier said than done if people cannot recognize who works for the HR team. 66% of respondents in the survey who declared that they’d be able to recognize someone who works for their HR team, they’d be more inclined to trust them to manage conflict compared to 37% of people who wouldn’t recognize an HR team member who’d then trust HR to help manage conflict. 

Knowing somebody on a personal level is crucial for this because you’d then be able to develop a rapport with them and know their approach on how they’d be able to resolve difficult situations, particularly when it comes to intrapersonal conflict and interpersonal conflict. 

Intrapersonal conflicts are disagreements within an individual on various issues whereas interpersonal disputes occur between people who have different thoughts, opinions, feelings, or ideas. There are several sources of workplace conflict that include professional differences, strategic misalignment between employees, as well as incompatible working styles among colleagues.

Struggling to seek Assistance from HR Departments

Understanding how employees are feeling and progressing in their job are one of the most important aspects for any business to thrive and succeed, but if there’s no communication between HR and employees, how can that ever be the case?

In the survey, one-third of respondents said that getting in touch with their human resources department is hard or nearly impossible, and less than one-third felt they would be able to easily reach out for assistance if needed! 

Maybe they cannot come forward with suggestions on how to improve the business, or maybe they are afraid of being harshly judged if they make mistakes. This causes a lack of communication and trust within the firm which can lead to inefficiency and disaster in the event of errors.

How trust can be improved to ensure that the relationships between employees and HR departments remain healthy

HR teams should be clear about their processes and make it clear to their employees that if anyone has a problem that they’d like to discuss with them, then they can do so at any time, no matter how small or big the issue might be. 

Open-door communication works towards resolving conflicts among employees as well as improving a company’s productivity level. These types of meetings also reduce tension within an organization, avoid misunderstandings and improve trust in each other. 

It’s no surprise that the more you trust your HR team, the easier it is to get things done. People at high-trust companies have 74% less stress and 106% more energy at work than low-trust firms! 

Plus 50% higher productivity levels with 13% fewer sick days consumed on average per year. This is not bad for an increased sense of well-being in this day and age where people are always connected, but really not interacting much outside facetime or messages through social media channels.

Ultimately, both employees and HR need to work together and be more open about any issues to ensure that both parties can achieve their common goals and help improve the overall productivity of the business.