Lack of Impartiality Can Cause a Trust Rift Between HR and Employee Relationships

Trust at the workplace is an important ingredient for employee productivity and satisfaction and HR management systems can be a key component of bridging the trust gap between employees and HR managers by providing a transparent method of communication where both parties can access all the company information they need without any secrets.

A recent survey has delved into the state of impartiality in organizations and its effects on trust relationships and it revealed that  43% of UK employees feel the senior staff is favored more, which is one of the root causes of most trust issues in the workplace. Using an Employee of Record Service can greatly improve navigating the world of hiring, reducing some of the stain on the HR department by knowing more about new hire’s past records.

Impacts of Impartiality at the Workplace

1. Reduced Productivity

When employees do not trust their HR manager, they are less likely to be productive. This is because they will spend more time worrying about how the decision made by HR might impact them rather than focusing on their work.

People who work in highly trusted companies have 50% higher productivity than those in low trusted companies.

2. Inequality

Biased behavior in the organization can result in inequality. This is because when employees perceive that HR is not being impartial, they may assume that some groups are favored over others.

It’s also been shown to lead people towards groupthink and away from more innovative ideas due to fear of being ostracized by their peers if they speak up against them.

3. Reduced Employee Engagement

Impartiality in organizations leads to reduced employee engagement. This is because employees are less likely to participate in activities if they feel like their opinions won’t be heard or taken into consideration due to perceived levels of favoritism.

People working at high trusted companies have 76% more engagement than low trusted organizations.

4. Negative Attitude Towards Management

When employees think that HR is being partial, it often results in them having a negative attitude towards management.

This is because they feel like their managers are not looking out for their best interests and are instead favoring certain groups of people.

5. Conflicts

A lack of impartial decision-making can lead to conflicts among employees. This is because when people believe that HR decisions are unfair and biased, they may start fighting with each other over who gets which resources or positions within an organization.

6. Low Morale

Favoritism in the workplace can lead to a reduction of trust among employees. This is because when people believe that HR decisions are unfair and biased, they may start fighting with each other over who gets which resources or positions within an organization.

7. Less Innovation

Lacking the ability to be impartial in organizations can lead to a reduction of trust among employees. This is because when people believe that HR decisions are unfair and biased, they may start fighting with each other over who gets which resources or positions within an organization.

8. Poor Decision Making

When employees do not trust HR, it often leads to poor decisions being made. This is because the employees will be less likely to provide honest feedback or suggestions if they feel that their voice won’t be heard.

Conclusion

Trust in a company is difficult to establish and maintain, but it’s important for long-term success. If you want your employees to trust HR, impartiality matters. The more impartial we are seen to be by others, the more they trust us.

By understanding the role of impartiality in creating trust, we can take steps to ensure that our relationships are built on a solid foundation. What have you found to be the most effective way to build trust with others?