Top Strategies for HR to Build Trust in the Workplace
March 31, 2025
HR professionals often feel like they’re fighting an uphill battle when it comes to gaining employee trust. But the real issue isn’t trust in HR, it’s trust in the organization itself.
So, what can HR actually do about it? A lot. But only if leadership is willing to step up as well.
Why don’t employees trust their employer?
A company’s values don’t mean much if they aren’t backed by action. Employees quickly see through performative gestures and empty promises.
Some of the biggest red flags that destroy trust include:
Fake apologies. “I’m sorry you feel that way” isn’t an apology. When companies avoid taking accountability and instead dole out a superficial statement instead, the resentment will only build.
Overwork despite “work-life balance” claims. When leadership says work-life balance matters but expects employees to answer emails at all hours.
No follow-through on mental health promises. Saying mental health is a priority without providing actual support (even a simple well-being app) tells employees they’re on their own.
Ignoring difficult situations. If a harassment or discrimination issue arises and leadership doesn’t act decisively, employees will lose faith in the system.
Basically, avoid B.S. It’s ok to make mistakes. It’s not ok to pretend they weren’t made.
What can HR do to build trust (even without a huge budget)?
HR can’t singlehandedly fix a broken culture – but they can push leadership to take meaningful steps. Here’s how:
1. Push for proactive leadership involvement
Trust starts at the top. If leadership isn’t demonstrating care for employees, nothing HR does will fix the problem. And as Abbey Lewis highlights in Good Leadership? It All Starts With Trust, a high-trust environment incites better collaboration, engagement, and productivity, while low-trust organizations suffer from stress, burnout, and office politics.
Encourage leaders to actively participate in workplace policies (i.e., logging off at a reasonable hour, taking mental health days).
Be transparent and accountable. Own mistakes and communicate how they’re being fixed.
Invest in programs that make employees’ lives better, not just look good on paper.
2. Focus on action, not just words
HR can advocate for initiatives that actually make a difference:
Flexible working policies that respect employees’ time.
A real well-being budget, even if it’s small. Giving employees a stipend for therapy or fitness goes a long way.
Bereavement leave that acknowledges the grief of losing a pet, not just human family members.
3. Create opportunities for genuine connection
Trust isn’t just about the employer-employee relationship. It’s also about colleagues supporting each other.
Skip the awkward team-building exercises. Instead organize low-pressure social activities where employees can bond naturally.
Offer casual “ask me anything” sessions with leadership to encourage openness.
Bring in external facilitators to help employees voice concerns in a neutral space.
4. Measure trust (and show leadership the results)
The best way to prove there’s a problem, and to track improvement, is to ask employees directly.
Try an anonymous trust survey with simple Likert scale questions (a common survey tool where respondents rate their agreement on a scale, like “Strongly Disagree” to “Strongly Agree.”) such as:
“How much do you trust that HR will take concerns seriously?”
“How much do you trust leadership to follow through on promises?”
“How respected do you feel within this organization?”
Paper surveys work best for anonymity, but online surveys can be effective if employees trust the process.
HR can’t do it alone
HR plays a crucial role in making workplaces safer and more supportive. But without leadership buy-in, their hands are tied.
By advocating for real change and pushing leadership to practice what they preach, HR can help rebuild trust.
Because when employees believe their organization actually cares, they’re more engaged, more productive, and more likely to stay.
Want to make reporting concerns easier in your organization? Learn more about how Spot can help.
