Hai Friends
What's your opinon towards this topic .....As this sutiation will be faced by all HR in one or other time
"What to Do When Employees Don't Trust HR"
To be an effective and successful HR professional, you need the trust and support of employees as well as management. So we have to develop a rapport with employees.
Are there any methods for developing a rappot with the employees
Accorinding to my opinon which i know are
1. Greeting them
2. Knowing about there concerns
3. Communicating with thwm as a friendly HR
So friends ......Share some more suggestions.....which will be usefull to all the CITE HR members....
Regards
Shilpa.U
From India, Bangalore
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9What's your opinon towards this topic .....As this sutiation will be faced by all HR in one or other time
"What to Do When Employees Don't Trust HR"
To be an effective and successful HR professional, you need the trust and support of employees as well as management. So we have to develop a rapport with employees.
Are there any methods for developing a rappot with the employees
Accorinding to my opinon which i know are
1. Greeting them
2. Knowing about there concerns
3. Communicating with thwm as a friendly HR
So friends ......Share some more suggestions.....which will be usefull to all the CITE HR members....
Regards
Shilpa.U
From India, Bangalore
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Communication is crucial. Practice "management by walking around." Secondly, if people don't trust HR, they would have very strong reasons for the same. Maybe the company doesn't fulfill statutory norms, or HR is a weak department and must be trying to enforce policies in operations/sales which is not in their favor, etc.
Surya
From India, Delhi
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Surya
From India, Delhi
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Hi Shilpa,
It is definitely very necessary to gain employees' trust. For that, firstly, try to find out the reasons behind such behavior or belief. Your next step depends on the cause. For example, causes can be like: sometimes employees believe that HR is not concerned about them or is not making the right decisions. You can try the following options:
1. Communicate with them clearly (especially how the particular thing/decision is beneficial for them).
2. Listen to the grievances of employees.
3. Act upon them immediately.
4. Follow up (to know whether the employee is satisfied or not).
Hope it's useful for you.
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It is definitely very necessary to gain employees' trust. For that, firstly, try to find out the reasons behind such behavior or belief. Your next step depends on the cause. For example, causes can be like: sometimes employees believe that HR is not concerned about them or is not making the right decisions. You can try the following options:
1. Communicate with them clearly (especially how the particular thing/decision is beneficial for them).
2. Listen to the grievances of employees.
3. Act upon them immediately.
4. Follow up (to know whether the employee is satisfied or not).
Hope it's useful for you.
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Hi,
Your HR team must attend the marriage of your employees, and if any death occurs, then a condolence message should be passed. Ask them for any help in terms of death or accident in their family, and if possible, contribute some money from the company's side.
Trust cannot be built in one day; it takes time and patience. It should not be a fad but should be a part of your HR behavior for your department.
Regards,
Vinay
http://finance.groups.yahoo.com/grou...ResourceOnLine
From India, Hyderabad
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Your HR team must attend the marriage of your employees, and if any death occurs, then a condolence message should be passed. Ask them for any help in terms of death or accident in their family, and if possible, contribute some money from the company's side.
Trust cannot be built in one day; it takes time and patience. It should not be a fad but should be a part of your HR behavior for your department.
Regards,
Vinay
http://finance.groups.yahoo.com/grou...ResourceOnLine
From India, Hyderabad
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The first question is, does the top management care for the people? On this depends everything. If an HR person wishes to keep his job, then one should remember that it is simply not feasible to go against the wishes of owners/promoters/top management in a company. If the case had been on the contrary, then every second company would have gone in for EMS 14001/SA 8000/OHSAS 18001, etc. This is because promoters are only bothered about money at the least cost.
There are simply very few companies who really care for employees. I have noticed even in big corporates that people don't even settle accounts. For instance, if the incentives for the quarter are due next month or even annually, have you ever seen an HR department calling an ex-employee to say that a portion of your incentive is pending and please come and pick the cheque.
Why did contract labour come into existence? If you expect the contractor to pay all the legal dues to his labour, it implies that there is simply no cost differential.
Surya
From India, Delhi
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There are simply very few companies who really care for employees. I have noticed even in big corporates that people don't even settle accounts. For instance, if the incentives for the quarter are due next month or even annually, have you ever seen an HR department calling an ex-employee to say that a portion of your incentive is pending and please come and pick the cheque.
Why did contract labour come into existence? If you expect the contractor to pay all the legal dues to his labour, it implies that there is simply no cost differential.
Surya
From India, Delhi
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Hi Shilpa,
Since you are an HR professional, you need to understand the relationships between employers and employees. The foundation of any relationship is communication. When employees are provided with complete and timely communication regarding company policies, plans, and valuable information on a regular basis, and when their problems are addressed with utmost importance, the HR role becomes more proactive. Instead of waiting for employees to approach HR, HR should proactively engage with each employee regularly and demonstrate patience in resolving their issues, recognizing the value of each employee. Customized solutions should be offered to cater to individual needs. I have noticed that several marketing concepts can be applied in HR.
I hope you find this information valuable.
Regards,
Kumar Manoj
From India, Mumbai
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Since you are an HR professional, you need to understand the relationships between employers and employees. The foundation of any relationship is communication. When employees are provided with complete and timely communication regarding company policies, plans, and valuable information on a regular basis, and when their problems are addressed with utmost importance, the HR role becomes more proactive. Instead of waiting for employees to approach HR, HR should proactively engage with each employee regularly and demonstrate patience in resolving their issues, recognizing the value of each employee. Customized solutions should be offered to cater to individual needs. I have noticed that several marketing concepts can be applied in HR.
I hope you find this information valuable.
Regards,
Kumar Manoj
From India, Mumbai
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Shilpi,
Employees will always trust an HR if he/she follows the following basics related to their work area:
1. Communication with all and equally.
2. No favoritism to any one particular.
3. Getting the commitments executed.
4. Maintaining confidentiality of work and being punctual as well.
5. HR should always listen more and speak less.
6. Proper understanding, guiding, and handling of each employee's grievances or problems, be it personal or professional.
Hope you agree with my thoughts. If these small basics are followed by all HR professionals, there will be no one who cannot trust an HR.
Best Wishes,
Shilpi
From India, New Delhi
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Employees will always trust an HR if he/she follows the following basics related to their work area:
1. Communication with all and equally.
2. No favoritism to any one particular.
3. Getting the commitments executed.
4. Maintaining confidentiality of work and being punctual as well.
5. HR should always listen more and speak less.
6. Proper understanding, guiding, and handling of each employee's grievances or problems, be it personal or professional.
Hope you agree with my thoughts. If these small basics are followed by all HR professionals, there will be no one who cannot trust an HR.
Best Wishes,
Shilpi
From India, New Delhi
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Hi, I agree a lot with what Shilpi says here about maintaining confidentiality in the right areas. If an HR maintains this policy, the trust level from the employers' as well as the employees' side increases as he/she would be seen as a no-nonsense person who means business.
Usually, when employees get close to the HR, they start gossiping about the salaries of other employees. If you maintain secrecy, each employee is assured that his/her secrets are safe with you, whoever may be your friend or enemy.
A mistake most HRs make is that they either fool around with the employees to be on their side or align too closely with the management blindly against the employees. If your management does not care about the employees, it's up to you to present the real situation to the employees in such a way that they can come out of the deadlock, releasing negative tension and maintaining the status quo.
From India, Bangalore
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Usually, when employees get close to the HR, they start gossiping about the salaries of other employees. If you maintain secrecy, each employee is assured that his/her secrets are safe with you, whoever may be your friend or enemy.
A mistake most HRs make is that they either fool around with the employees to be on their side or align too closely with the management blindly against the employees. If your management does not care about the employees, it's up to you to present the real situation to the employees in such a way that they can come out of the deadlock, releasing negative tension and maintaining the status quo.
From India, Bangalore
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