Organizational changes should always be approached with structure and care, as change often brings uncertainty for employees. Open, consistent communication is essential - explaining the ‘why’ behind the change and thoughtfully managing the ‘how’ can go a long way in building trust and easing the transition.

Most likely, if they're doubting your outcomes, you have already lost their trust. So, it's not how to earn their trust, it's how to regain their trust. Any the answer to that question is, by following through on your word one project at a time. Don't try to do too much. Introduce a positive initiative that benefits the talent experience and follow through with it, start there.

Having second thoughts and doubts about any organisational change explains that people in general don't like changes. As an HR professional, you need to act as a catalyst for the changes to be implemented effectively. A clear conscience communication to the employees about the key reasons behind the change, town halls and addresses from the top leadership about the change would set a base. The next step would be "what's there for them" if the change gets implemented successfully. Lastly, reassuring the employees that it's for the greater good for the organisation and the people. We can sum up that winning an employee's trust is not a single day job, continuous efforts from the leaders are required to keep the thread strong.

To earn employees' trust during change, be clear about WHY it’s happening, listen to their concerns, and involve them in the process. Show early positive results, keep promises, and recognize those who adapt well. When employees feel informed and valued, they’re more likely to support the changes.

Effective Communication: Regularly share information about changes and their implications to foster transparency and Involve Employees: Encourage input and feedback from staff to make them feel valued and included in the process