HR Antidotes: How to Create a Culture of Trust in Your Workplace

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4 MIN READ

Do your employees trust your company, particularly your HR team? There’s a valid reason they should – after all, trust is at the root of every successful relationship. This includes the relationship between a company and its employees.

The most thriving workplace cultures are ones where employees work with a sense of purpose and are fully engaged. This means that the organization is full of people they can trust and collaborate it with easily. Trust also helps build a positive work culture, boost morale, increase productivity and improve the loyalty of employees to one another and the company as a whole.

Additional academic research reveals that there are strong correlations between trust and economic success. Simply put, people who trust each other earn more profit than people who don’t.

How then do you build a stronger culture of trust at work?

From implementing integrity test for hiring to recognizing employee accolades, here are a few effective ways.

For more information and inquiries about integrity tests, don’t hesitate to contact Aptitude today.

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Develop a pre-employment screening process

Nothing can strengthen the culture of trust at work like employees who trust one another. When employees know that they’re working with honest and reliable people, they’ll have nothing to worry about as they go about their daily tasks.

This ultimately means developing a pre-employment screening process that includes an integrity test for hiring. A member of your recruitment team may be a good judge of character but it’s always helpful to have unbiased, objective data based on test results. An integrity test for employment will do that job for you as it measures the trustworthiness, reliability, and honesty of a candidate in an objective manner. That way, you can make more informed and unbiased decisions about a certain applicant before they join the team.

Having an integrity test before hiring  candidates also reassures current employees that the HR team is doing their best to onboard only the most trustworthy applicants. This overall increases their trust in the HR team and the company as a whole.

Place emphasis on confidentiality

If you want to increase trust in the workplace, the HR team has to lead by example. While it’s true that members of your HR team are technically employees who are also part of the workplace and can mingle with others, they should always keep in mind that they’re part of the team that safeguards employee confidentiality. If each employee has to undergo an integrity test for employment, then it’s also fair that the HR team can also be trusted with sensitive information.

For instance, if a member of your HR team shares details about another employee that was meant to be kept private, employees who hear about the gossip won’t feel safe sharing details about their lives (both personal and work-related) with the entire HR department.

On the flipside, if employees see that your HR team is keeps employee information confidential at all costs, they will feel much more inclined or comfortable to share things about themselves and their work problems with HR. They will also trust their boss and co-workers more as they won’t have to worry about the possibility of people finding out private information about them that could potentially affect their work dynamics.

In turn, when employees see this being upheld by the HR team, they will eventually follow suit and gossip less about the private lives of their co-workers, contributing to the culture of trust that you want to build in the workplace.

Focus on personal growth

Employees already know that you expect them to grow in their jobs and further their careers within the organization. However, do you also encourage their personal growth outside of the workplace?

From the moment you make candidates undergo integrity test for employment, you already recognize that each employee is multi-dimensional. When you make the extra effort to cater to both their professional and personal desires, you create a safe culture where everyone is encouraged to grow and rely on one another.

How you wish to communicate this is up to you. You can either provide benefits that promote strong and healthy lifestyle or opportunities that contribute to better work and life balance. Choose something that says you care about your employees, more than the reports and profit they reel in. When you show that you support their lives, at work and beyond, the culture of trust at your workplace will inevitably strengthen.

Avoid favoritism

When you were in elementary school, did you know who your teacher’s favourites were? Even if your teacher didn’t state it explicitly, you could tell by the way they acted that they liked specific students more than others.

It’s not a good feeling to feel left out by authority figures, right? That feeling remains true even well into adulthood.

If HR employees spend all of their time with just a couple of certain employees, others will likely become suspicious or feel left out. The employees who feel left out will understandably question why HR spends so much time with only select employees and wonder what they’re talking about. They might even start thinking that they’re the ones being talked about.

By having favorites, your HR team could completely ruin the confidence of some employees. It’s good practice for your HR team to build personal relationships with each employee and treat all workers with same amount of care and respect.

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Conclusion: Trust takes hard work

In the workplace, trust is something you earn. It comes from conscious effort to keep your promises, walk your talk, and align your behavior with your company’s core values. Building trust, be it through integrity test for hiring or just making sure you keep private information confidential, will be worth all the effort.

If you want to earn the trust of employees and engage them in the company, your actions will matter. It takes involvement at every level, from the hiring process to daily operations, to create a genuine bond that motivates employees to put in their best effort and contribute to the overall success of the organization.

I’m In! What Do I Do Next?

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Contact us today to improve your selection and recruitment process.

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