HR Wants to Fix Work. Employees Think We’re the Problem—Here’s How We Change That
by: Darren TrumblerPosted on:

HR Wants to Fix Work. Employees Think We’re the Problem—Here’s How We Change That

Let’s be honest: HR’s reputation is on shaky ground. While HR professionals are tasked with creating better workplaces, many employees perceive us as policy enforcers, leadership mouthpieces, or even company protectors rather than employee advocates. This perception gap is damaging, and if HR doesn’t take intentional steps to rebuild trust, it will only widen.

The HR Trust Crisis: Why Employees Are Skeptical

HR sits at a unique intersection—balancing business strategy with employee experience. But when trust erodes, even the most well-intentioned initiatives can be met with resistance.

The Root Causes of Employee Distrust in HR

  1. Lack of Consequences for Toxic Leadership
    • According to a 2023 survey by SHRM, 76% of employees have witnessed toxic behavior from leadership, yet only 20% felt HR addressed it effectively.
    • When employees see bad managers thrive despite complaints, they assume HR is complicit—or worse, indifferent.
  2. Fear of Retaliation for Speaking Up
    • Research from Harvard Business Review found that over 40% of employees hesitate to report workplace issues due to fear of retaliation.
    • Employees need to believe HR is a safe space, not a liability.
  3. Rigid, Outdated Policies
    • Employees often feel HR is more focused on compliance than culture. If policies seem arbitrary, employees see HR as bureaucratic rather than progressive.

The HR Trust Rebuild: How to Change the Narrative

If HR wants to reclaim its role as a force for positive change, we must do more than listen—we must act. Here’s how:

1. Be the Bridge, Not the Barrier

HR should be the advocate, not just the administrator. This means:

  • Challenging outdated structures that no longer serve employees.
  • Pushing for ethical leadership and holding managers accountable.
  • Making employee concerns impossible to ignore by taking decisive action.

2. Make Transparency the Default

Silence breeds distrust. HR must proactively communicate the ‘why’ behind decisions. Employees aren’t just asking for better policies; they’re asking for honesty.

  • Explain the reasoning behind leadership decisions, even when they’re difficult.
  • Acknowledge HR’s limitations—employees appreciate honesty over corporate spin.
  • Involve employees in shaping policies instead of imposing them top-down.

3. Hold Leadership Accountable

HR doesn’t just report to leadership; we challenge them when necessary. This means:

4. Champion Action, Not Just Listening

Employees are tired of meaningless engagement surveys that lead to no real change. If we ask for feedback, we must be ready to act on it.

  • Commit to concrete actions—don’t let feedback get buried in reports.
  • Follow up consistently, showing employees their voices matter.
  • Make results visible, so employees know their input leads to real outcomes.

5. Show Up as Humans First, HR Second

The most effective HR leaders work for the people inside the company, not just the company itself.

  • Build genuine relationships beyond transactional HR interactions.
  • Be empathetic—employees should feel like they’re talking to a person, not a policy enforcer.
  • Prioritize real conversations over scripted responses.

Final Thoughts: HR Can’t Fix Work Alone—But We Can Lead the Change

HR has the power to reshape workplace culture, but only if we stop playing it safe and start proving we’re on the right side of change. The path forward isn’t easy, but by prioritizing advocacy, transparency, accountability, action, and humanity, we can begin to rebuild the trust that has been lost.

What’s one thing HR can do today to rebuild trust with employees? Share your thoughts in the comments!

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