Friday Water Cooler: Go to HR?

The phrase “go to HR” was trending on social media last week, after a woman asked her Twitter followers what to do about sexual comments made by a male coworker. The tweet, which was subsequently deleted, triggered a tsunami of responses and takes, many of them urging the woman to “go to HR.”

“I’m hoping that one woman’s tweet inspires hundreds of women to go to HR this afternoon for something said to them that they previously second-guessed themselves over,” read one representative tweet from author Laura Nowlin. “Too many women are still doubting themselves in these situations.”

This “go to HR” sentiment, however, was met with cynicism and scorn from many, and this general derision highlighted a common challenge faced by HR professionals: how to win and maintain trust with employees.

As Twitter user @doriecp put it, “I see ‘go to HR’ trending, so I want to remind everyone that HR exists to protect the organization... not you. The only time they look out for your best interest is when your best interest aligns with the organization’s best interest…”

Another argued:

So what can HR actually do to earn employees’ trust, especially when it comes to reporting harassment? In our HR Brew LinkedIn group, operations manager Lianne Moreno stressed the importance of regular one-on-one meetings with employees. “I usually get a lot from these one-on-ones. The important aspect here is relaying some of the issues that come up to management and then executing a plan to fix them.”

Executive coach Lisa M. Liszcz wrote, “I’ve seen trust built when HR facilitates focus groups on topics and then takes action on what is learned. It’s especially helpful when HR and focus group members can collaborate on taking action on focus group suggestions.”

So: collaboration, regular one-on-one meetings, and communicating employee concerns to management are some of the trust-building suggestions for HR professionals. What else?

Yes, YOU, there in the back: What does your experience tell you? What can HR really do to ensure employees feel that they can safely “go to HR”? Join the discussion right here on HR Brew’s LinkedIn page, or reply to this email with your thoughts.