There’s an uncomfortable truth in HR that few talk about: many employees don’t trust us.

To some, HR feels like a corporate watchdog. To others, we’re seen as overly bureaucratic or disconnected from reality on the ground. And while that perception may not always be fair, it’s our responsibility to change it. Because without trust, even the best HR programs will fall flat.

So, how do we begin to repair or strengthen that relationship?

Start with Transparency

Trust starts with clarity. If employees don’t understand what HR does or worse, believe we operate in secrecy, they’re unlikely to approach us.

Be explicit about:

• What HR can and can’t help with
• How decisions are made (e.g., promotions, investigations, accommodations)
• What employees can expect in sensitive situations

Even when the answer isn’t what someone wants to hear, explaining the “why” behind it makes a difference.

Don’t Overpromise (And Don’t Stay Silent)

Many HR professionals fall into the trap of trying to please everyone. But vagueness and over-promising lead to broken expectations, and broken expectations erode trust.

Instead:

• Set clear boundaries early in any HR process.
• Say “I don’t know yet, but I’ll find out” rather than guessing.
• Avoid silence after an employee raises an issue. Even if it takes time to resolve, acknowledge the concern and provide regular updates.

Show Up When It’s Uncomfortable

Trust isn’t built when things are going well. It’s built when someone is vulnerable—filing a complaint, asking for an accommodation, or navigating burnout.

In those moments, employees are watching closely. Your tone, follow-through, and discretion matter. So does your ability to listen without defensiveness.

Even if you can’t “fix” everything, showing that you care and taking action where you can builds credibility.

Use Data to Drive Fairness

One of the most effective tools for building trust is demonstrating consistency. Are policies enforced equitably? Are complaints investigated fairly? Is feedback from engagement surveys actually acted on?

Use data to:

• Identify inconsistencies or favoritism
• Measure trends (e.g., exit interview themes)
• Hold leaders accountable for culture and conduct

Employees don’t need HR to be perfect. They need HR to be predictable, principled, and honest.

Partner with, Not Police, the Business

Trust can’t be built in a vacuum. If HR is seen as working against managers, or too cozy with them, we lose trust on both sides. Instead, aim to be a partner one who holds the business accountable while also coaching them toward better leadership.

Model integrity. Push for fair processes. But do it in a way that invites collaboration, not compliance theater.

Final Thoughts

Trust is the currency of HR. Without it, we’re just paper-pushers with no influence. With it, we become true strategic partners who can shape culture, resolve conflict, and drive change that sticks.

It takes time. It takes consistency. And it takes courage. But it’s worth it.

What’s one thing your HR team does (or could do) to build trust with employees? Share your thoughts in the comments below.

Disclaimer:
This post reflects my personal views and experiences as an HR professional and does not represent the views of my employer. The content is for informational purposes only and should not be construed as legal advice or organizational policy.

Shared by Anaya Gottilla | Explore HR Blog