HR & The Circle of Corporate Trust

Trust is a belief that resonates deeply in our human minds.

Everyone aspires to be trusted and makes every effort to build trust with others.

However, it can be difficult at times due to internal or external signals serving as "red flags".

As Stephen Covey remarked "Trust is the glue of life."

- It's an essential pillar in fostering a positive and productive culture.

- It's the connective tissue between people's interactions.

- It's the foundation of human relationships and subsequently businesses.

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While every business department plays a role in building trust, HR is uniquely positioned in the center of the workforce, making it the protagonist in creating a trustworthy environment.

In other words, trust is acting as the oxygen that fuels collaboration and innovation in the workplace.

Trust begins the first moment a potential employee encounters the company.

This is one of the primary reasons why we need a transparent and inclusive employer brand. (See: The Symbiotic Alliance: HR and Employer Branding)

Trust will further grow throughout the onboarding journey, where HR should foster a welcoming atmosphere and introduce the new employees to the niche values of the culture.

To what makes this specific culture special!

How can HR carry out this assignment?

• By providing an ''onboarding kit'' that includes documents like company policies, benefits information and culture-related materials.

This kit can provide information about the expectations, values and cultural norms of the organization.

• By arranging meetings with key staff members who can share their experiences and offer a deeper understanding of the company's culture, in order to facilitate cultural immersion.

This can entail setting up one-on-one meetings to build relationships and give the new hire a chance to learn about the subtleties of the company culture.

• By organizing a ''culture quest'' game for new hires, where they embark on a hunt throughout the company offices to discover and learn about different elements of the culture.

Building trust is a gradual process that requires time, effort, and intentional behavior.

- It requires clear and transparent communication, where leaders share information honestly and promptly, ensuring that employees are well-informed and can trust the messages being conveyed.

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HR should ensure that all voices are heard, and conflicts are resolved.

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• Experts should encourage proactive conflict resolution by promoting open dialogue and mediation.

Additionally, HR can implement conflict resolution procedures and provide training for effective communication and conflict management.

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HR can boost trust by recognizing and celebrating individual and team achievements.

By acknowledging and appreciating employees hard work and contributions publicly reinforces trust in their abilities and the value they bring to the table.

HR should focus on creating/offering:

• Monthly team-building activities or off-site events.

This will provide an opportunity for teams to bond and enjoy the fruits of their collaboration outside of the company premises.

• A space where employees can publicly showcase their achievements

Such as an online platform, where accomplishments are documented and showcased.

• Financial incentives or bonuses, to individuals or teams that achieve significant milestones or surpass set targets.

''Killing two birds with one stone'' will apply here.

Because it will help in both recognizing their achievements and motivating others to perform better.

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''Accountability, transparency and respect'' is the holy trinity of achieving trust in the workplace. (and in our personal lives)

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We should never forget that trust is an intangible force, but its impact is profoundly tangible.

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After all, it can completely make or break an organization.