Organisational Trust

Trust is a vital part of any organisation. When employees trust their HR department, they are more likely to be productive and feel like part of the company.

In both the UK and the US, the state of trust levels between employees and HR departments are somewhat different. Though, human resources systems can have a big impact on fostering trust in companies to be enhanced with their many different modules allowing regular communication to occur between both parties for all matters concerning performance management, absence management, recruitment, and career development planning.

The State of Trust in UK Organisations

The state of trust in organisations between HR and employees is a concern for many people. In the UK, a study found that only 32.1% of people have trust in HR teams more now than before COVID-19, while 54.1% trust them the same, and 13.8% trust them less.

However, it’s not just about being seen to do the right thing. HR also needs to be there for their employees when people need them. 1/3 of those surveyed find it hard or nearly impossible to get assistance from HR.

HR will often be busy implementing strategic plans as agreed with senior business leaders. But you need also to make yourself available to employees at all levels to answer queries and assuage concerns.  An unanswered employee email that might seem inconsequential to HR could mean a great deal to the staff member and be causing stress while it goes un-responded to.

Allowing HR software to handle the administrative aspects of people processes so that HR and the business may concentrate on the elements of the HR job that establish relationships is critical. Recognition is crucial: 55 % of respondents would recognise their HR team, 18 % are uncertain, and 27 % might walk past HR in the hallway without knowing.

The State of Trust in US Organisations Between HR and Employees

According to the Society for Human Resource Management (SHRM), employees in the United States have a low level of trust in their organisation, which has had a significant impact on employee productivity, engagement, and retention.

SHRM research showed that when more trust is evident in the workplace, employees are 23% more likely to provide more ideas and solutions. In addition, following a global CEO survey from PwC, 55% of CEOs stated that a lack of trust can be severely detrimental to their company’s success.

Furthermore, companies need to understand the needs of their employees and ensure their safety during a pandemic and provide the flexibility to work remotely when they can if employees have proven that they can still get the job done. Liane Hornsey, executive vice president and chief people office at Paolo Alto Networks, said “In order to gain trust, you give people as much stability as possible.”

Trust is the foundation of every relationship and is necessary for a healthy and thriving work environment. But not all organisations are ready to embrace trust. Technology has accelerated changes in remote work and the pandemic has catapulted us into the future. With uncertainty, you need trust and meaningful relationships.

Conclusion

Though there are some similarities between how trust is perceived by HR and employees in the UK and US, there are also some distinct differences.

The fact that the UK and US have different cultures means that these differences in perceptions are natural. However, there is a lot of potential for organisations to improve trust rates by being more transparent about their actions and providing an inclusive work environment.

Overall, HR professionals should be aware of what employees consider important when building trust with them, and work to create an environment where employees feel comfortable voicing their concerns.

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