July 21, 2025 • 10 mins
Managing Human Resources (HR) responsibilities isn't always easy, but it can be even more challenging if employees aren’t familiar with this important aspect of your business or if they mistrust it. Listen in as we cover:
- [00:44] Why building trust in HR is important
- [01:12] The need for communication & employee feedback
- [04:00] Thinking strategically & delivering policies to help with employee satisfaction
- [05:31] Providing development opportunities
- [06:30] Recognizing employees’ work
- [07:35] Training for your HR team & supervisors
This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.
Copyright © 2025 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Jim (00:01):
Managing human resource responsibilities isn't always easy, but it
can be even more challenging if employeesaren't familiar with this important aspect
of your business or if they mistrust it.
This podcast will provide helpful hintsfor building trust in your HR function.
Welcome to HRPreneur.
I'm Jim Duffy.
From Main Street to your street.
The HRPreneur Podcast is centeredaround helping small businesses
(00:23):
like yours gain the knowledge youneed from HR, payroll, and hiring to
time taxes, benefits, and insurance.
Today we'll talk with our guest MerylGutterman about building trust in HR.
Meryl works as Senior Counsel with ADPproviding guidance on employment laws.
Meryl, as always, it's great tohave you back on the podcast.
Meryl (00:42):
Hi, Jim.
It's great to be here with you today.
Jim (00:44):
So before we get into the steps for helping build trust in human
resources or HR, as many call it, Ithink it would be very helpful for
our listeners if you could tell us alittle bit about why it's important.
Can we start there?
Meryl (00:55):
Yes, that's a great place to start.
And the short answer is that the HRfunction can have a significant influence
on the employee experience and trustin this area can have a big impact on
both employee engagement and retention.
Jim (01:10):
Thank you for starting there.
So let's move to the list ofways employers can help build
trust in their HR function.
First up, can you tell us abouthow communication can help?
Meryl (01:20):
Of course.
So as we know, effective communicationis the foundation of a good employment
relationship and actually thefoundation of many relationships.
And to help maintain trust, HR shouldcommit to two-way communication
and respond to employee questions,concerns, and requests promptly.
And HR should also be straightforwardand communicate company policies,
(01:41):
practices, and strategies in a waythat employees will understand them.
And then also communication can helpwhen HR is clear about what the company
expects of employees and what theemployee could expect from the company.
So it's important for HR to letemployees know that the company 38,
cares about their success andthat they're being treated fairly.
Jim (02:02):
So how can an employer and a company's HR role help encourage
employees to provide feedback?
Meryl (02:08):
I think HR can help by soliciting employee feedback about the work
environment through regular employeesurveys or through exit interviews even.
Um, a strong HR leader can help trainsupervisors at your company on how
to lead meetings and also how to haveimportant conversations to get feedback
from their staff.
(02:29):
For example, a well-trainedsupervisor can ensure that each
employee is heard during staffmeetings, that nobody is spoken over.
And then when employees do shareideas and feedback, supervisors can
let them know that they will passalong those thoughts and their ideas
and suggestions, and also theircomplaints to HR and that the company
will take the suggestions seriously.
(02:49):
And then HR can also assure employeesthat they won't be retaliated
against for expressing concernsabout the workplace in good faith.
And HR can work with supervisorson conducting also what's
known as stay interviews.
So these types of interviews can helpan employer gain insight into how
they can retain employees by posingquestions that address both why the
(03:11):
employee is loyal to the company,which could indicate what your
company is doing well, and then also
why the employee may consider leaving,which could be an indication of
what changes may need to be made.
These stay interviews typicallyinclude questions about what the
employee likes most and least abouttheir job, what the employer or
supervisor can do to support them in
(03:33):
the challenging aspects of their job,whether they believe their talents
are being fully utilized, and whatcould make them consider leaving here.
HR's role is to train supervisorson how to conduct these stay
interviews and ensure that
they're being conducted regularly,and also HR can help analyze the
data that's received and proposeoptions for responding to the
(03:57):
results of these types of interviews.
Jim (04:00):
Meryl, they're all great perspectives and suggestions,
so what is your next tip for us?
Meryl (04:06):
I think my next tip would be to think strategically when developing
and implementing the HR function.
So in the past, HR was often viewed asa transactional role that focused on
employee record keeping or things like
benefits administration, but HR hasincreasingly taken on more strategic
responsibilities at many companies,and HR can provide valuable insight
(04:30):
about employees' needs and howdecisions may impact employees.
And these days, HR practitionershelp shape policies and practices and
develop strategies for finding andtraining and motivating and retaining
employees to help meet company's goals.
Jim (04:46):
Meryl, that sounds like you can help build trust not only among employees, but
managers and senior leadership as well.
Meryl (04:53):
Absolutely.
And I think that leads us to my nexttip, which is to deliver policies that
improve satisfaction because pay isn'tnecessarily the only driver of job
satisfaction, and in some cases it maynot even be at the top of the list.
Things like autonomy and a fair andequitable workplace, challenging work,
(05:13):
recognition, flexibility, and a company'scommitment to social responsibility can
also be strong motivators for employees.
So it's important for HR to findout what inspires your employees
and develop policies, practices,and benefits accordingly.
Jim (05:29):
Thank you for that.
So Meryl, what's your next tipon how to build trust in HR and
the importance of this area?
Meryl (05:36):
I think my next tip would be to call out the need to provide
opportunities for development.
So providing employees with developmentopportunities is a low cost benefit.
Could be an effective recruitmentand retention tool as well.
So consider offering mentoringor job shadowing or professional
development classes to show thatyour company is serious about
(05:58):
investing in your employee's futures.
Also, you can consider assigning newresponsibilities to help stretch an
employees skills or capabilities, andthat can help develop their talent
and increase engagement as well.
And then HR should make surethat they're meeting with each
employee and discussing their shortterm and long term career goals.
(06:19):
And creating a career developmentplan accordingly can be a great idea.
And then also make sure thatyou're following up regularly 113,
to check on employees' progress.
Jim (06:28):
Meryl, they're all great suggestions.
Um, one area I think employers tendto underestimate is how effective
recognizing employees' effortscan be in building trust and
creating other positive outcomes.
What are your thoughts?
Meryl (06:41):
I think absolutely employees want to be recognized and appreciated
for their efforts at work.
And the type of recognitionsought can vary from employee
to employee, but it's almost
always the case where everyone wantsto know when they're doing good work.
As a result, many employers haveestablished recognition programs through
which supervisors and coworkers canshare positive feedback for a job well
(07:03):
done, and as an HR practitioner, youcan develop a list of key behaviors
you want to be recognized and encouragethose behaviors through your program. While
recognizing top performance is important
also think about other behaviorsthat you may want to reinforce.
So for instance, HR can recognizeemployees who submit suggestions
(07:24):
for improving workplace safety,or employees who volunteer to help
coworkers with difficult projects.
And you can tailor your list for differentroles depending on the job duties.
Jim (07:34):
Meryl, after hearing this advice, I can't help but think having highly
trained personnel is also key to success.
Meryl (07:41):
Exactly.
Anyone at your company who is responsiblefor HR should be trained on how employment
laws impact your business and how toproperly respond to employee complaints.
HR should also know how to conducteffective investigations, how to
handle leave requests, and manage otherimportant responsibilities as well.
And HR should also help make surethat supervisors are trained because
(08:05):
supervisors are often the ones tasked withapplying workplace rules and policies.
Employees often leave a job
out of a poor working relationshipwith a supervisor.
Jim (08:14):
Yeah, that is an old saying too, isn't it?
That people leave work becauseof a person, not because
of necessarily the work.
So Meryl, uh, what type of trainingshould supervisors receive?
Meryl (08:25):
Supervisors, depending on their responsibilities, should receive
training on things like leadershipskills or holding effective meetings,
time management, interviewing and hiringcompliance with non-discrimination laws,
recognizing and responding to all formsof harassment and other misconduct.
Understanding and avoiding retaliation.
(08:46):
Um, managing leave andother employee requests.
Motivating and recognizingemployees or goal setting, providing
constructive feedback and conductingperformance reviews as well.
Also, soliciting feedback from employeesand discipline and termination of course.
Also lastly, make sure yourmanagers are enforcing your company
(09:07):
policies consistently and holdthem accountable if they're not.
Jim (09:12):
Meryl, as always, that was very useful and helpful.
Uh, this brings us tothe end of this episode.
I appreciate your being here.
Uh.
I've taken down some notes as Inormally do during our conversations,
and, um, I've just recapped here.
So keep me honest at the end if,uh, if I need to make any changes.
Uh, building and maintaining trustin HR is important to help employers.
They should communicateclearly and effectively.
(09:34):
Get employee feedback,think strategically.
Deliver policies thatimprove satisfaction, provide
opportunities for development.
Recognize employees efforts.
Train your HR team.
And train supervisors andhold them accountable.
Did I miss anything?
Meryl (09:51):
No, I think you captured that all really well.
Thank you.
Jim (09:54):
Thanks again Meryl.
Presented by ADP HRPreneurfocuses on the entrepreneurs and
business drivers who are shaping thegrowth of their companies and positively
impacting the lives of their employees.
With each episode, webring the experts to you.
We answer your questions.
And we help you think beyond today soyou can discover more success tomorrow.
Thanks also to our listeners forjoining us for today's episode.
(10:17):
Be well and we hopeyou'll join us again soon.
Managing human resource responsibilities isn't always easy, but it
can be even more challenging if employeesaren't familiar with this important aspect
of your business or if they mistrust it.
This podcast will provide helpful hintsfor building trust in your HR function.
Welcome to HRPreneur.
I'm Jim Duffy.
From Main Street to your street.
The HRPreneur Podcast is centeredaround helping small businesses
(00:23):
like yours gain the knowledge youneed from HR, payroll, and hiring to
time taxes, benefits, and insurance.
Today we'll talk with our guest MerylGutterman about building trust in HR.
Meryl works as Senior Counsel with ADPproviding guidance on employment laws.
Meryl, as always, it's great tohave you back on the podcast.
Meryl (00:42):
Hi, Jim.
It's great to be here with you today.
Jim (00:44):
So before we get into the steps for helping build trust in human
resources or HR, as many call it, Ithink it would be very helpful for
our listeners if you could tell us alittle bit about why it's important.
Can we start there?
Meryl (00:55):
Yes, that's a great place to start.
And the short answer is that the HRfunction can have a significant influence
on the employee experience and trustin this area can have a big impact on
both employee engagement and retention.
Jim (01:10):
Thank you for starting there.
So let's move to the list ofways employers can help build
trust in their HR function.
First up, can you tell us abouthow communication can help?
Meryl (01:20):
Of course.
So as we know, effective communicationis the foundation of a good employment
relationship and actually thefoundation of many relationships.
And to help maintain trust, HR shouldcommit to two-way communication
and respond to employee questions,concerns, and requests promptly.
And HR should also be straightforwardand communicate company policies,
(01:41):
practices, and strategies in a waythat employees will understand them.
And then also communication can helpwhen HR is clear about what the company
expects of employees and what theemployee could expect from the company.
So it's important for HR to letemployees know that the company 38,
cares about their success andthat they're being treated fairly.
Jim (02:02):
So how can an employer and a company's HR role help encourage
employees to provide feedback?
Meryl (02:08):
I think HR can help by soliciting employee feedback about the work
environment through regular employeesurveys or through exit interviews even.
Um, a strong HR leader can help trainsupervisors at your company on how
to lead meetings and also how to haveimportant conversations to get feedback
from their staff.
(02:29):
For example, a well-trainedsupervisor can ensure that each
employee is heard during staffmeetings, that nobody is spoken over.
And then when employees do shareideas and feedback, supervisors can
let them know that they will passalong those thoughts and their ideas
and suggestions, and also theircomplaints to HR and that the company
will take the suggestions seriously.
(02:49):
And then HR can also assure employeesthat they won't be retaliated
against for expressing concernsabout the workplace in good faith.
And HR can work with supervisorson conducting also what's
known as stay interviews.
So these types of interviews can helpan employer gain insight into how
they can retain employees by posingquestions that address both why the
(03:11):
employee is loyal to the company,which could indicate what your
company is doing well, and then also
why the employee may consider leaving,which could be an indication of
what changes may need to be made.
These stay interviews typicallyinclude questions about what the
employee likes most and least abouttheir job, what the employer or
supervisor can do to support them in
(03:33):
the challenging aspects of their job,whether they believe their talents
are being fully utilized, and whatcould make them consider leaving here.
HR's role is to train supervisorson how to conduct these stay
interviews and ensure that
they're being conducted regularly,and also HR can help analyze the
data that's received and proposeoptions for responding to the
(03:57):
results of these types of interviews.
Jim (04:00):
Meryl, they're all great perspectives and suggestions,
so what is your next tip for us?
Meryl (04:06):
I think my next tip would be to think strategically when developing
and implementing the HR function.
So in the past, HR was often viewed asa transactional role that focused on
employee record keeping or things like
benefits administration, but HR hasincreasingly taken on more strategic
responsibilities at many companies,and HR can provide valuable insight
(04:30):
about employees' needs and howdecisions may impact employees.
And these days, HR practitionershelp shape policies and practices and
develop strategies for finding andtraining and motivating and retaining
employees to help meet company's goals.
Jim (04:46):
Meryl, that sounds like you can help build trust not only among employees, but
managers and senior leadership as well.
Meryl (04:53):
Absolutely.
And I think that leads us to my nexttip, which is to deliver policies that
improve satisfaction because pay isn'tnecessarily the only driver of job
satisfaction, and in some cases it maynot even be at the top of the list.
Things like autonomy and a fair andequitable workplace, challenging work,
(05:13):
recognition, flexibility, and a company'scommitment to social responsibility can
also be strong motivators for employees.
So it's important for HR to findout what inspires your employees
and develop policies, practices,and benefits accordingly.
Jim (05:29):
Thank you for that.
So Meryl, what's your next tipon how to build trust in HR and
the importance of this area?
Meryl (05:36):
I think my next tip would be to call out the need to provide
opportunities for development.
So providing employees with developmentopportunities is a low cost benefit.
Could be an effective recruitmentand retention tool as well.
So consider offering mentoringor job shadowing or professional
development classes to show thatyour company is serious about
(05:58):
investing in your employee's futures.
Also, you can consider assigning newresponsibilities to help stretch an
employees skills or capabilities, andthat can help develop their talent
and increase engagement as well.
And then HR should make surethat they're meeting with each
employee and discussing their shortterm and long term career goals.
(06:19):
And creating a career developmentplan accordingly can be a great idea.
And then also make sure thatyou're following up regularly 113,
to check on employees' progress.
Jim (06:28):
Meryl, they're all great suggestions.
Um, one area I think employers tendto underestimate is how effective
recognizing employees' effortscan be in building trust and
creating other positive outcomes.
What are your thoughts?
Meryl (06:41):
I think absolutely employees want to be recognized and appreciated
for their efforts at work.
And the type of recognitionsought can vary from employee
to employee, but it's almost
always the case where everyone wantsto know when they're doing good work.
As a result, many employers haveestablished recognition programs through
which supervisors and coworkers canshare positive feedback for a job well
(07:03):
done, and as an HR practitioner, youcan develop a list of key behaviors
you want to be recognized and encouragethose behaviors through your program. While
recognizing top performance is important
also think about other behaviorsthat you may want to reinforce.
So for instance, HR can recognizeemployees who submit suggestions
(07:24):
for improving workplace safety,or employees who volunteer to help
coworkers with difficult projects.
And you can tailor your list for differentroles depending on the job duties.
Jim (07:34):
Meryl, after hearing this advice, I can't help but think having highly
trained personnel is also key to success.
Meryl (07:41):
Exactly.
Anyone at your company who is responsiblefor HR should be trained on how employment
laws impact your business and how toproperly respond to employee complaints.
HR should also know how to conducteffective investigations, how to
handle leave requests, and manage otherimportant responsibilities as well.
And HR should also help make surethat supervisors are trained because
(08:05):
supervisors are often the ones tasked withapplying workplace rules and policies.
Employees often leave a job
out of a poor working relationshipwith a supervisor.
Jim (08:14):
Yeah, that is an old saying too, isn't it?
That people leave work becauseof a person, not because
of necessarily the work.
So Meryl, uh, what type of trainingshould supervisors receive?
Meryl (08:25):
Supervisors, depending on their responsibilities, should receive
training on things like leadershipskills or holding effective meetings,
time management, interviewing and hiringcompliance with non-discrimination laws,
recognizing and responding to all formsof harassment and other misconduct.
Understanding and avoiding retaliation.
(08:46):
Um, managing leave andother employee requests.
Motivating and recognizingemployees or goal setting, providing
constructive feedback and conductingperformance reviews as well.
Also, soliciting feedback from employeesand discipline and termination of course.
Also lastly, make sure yourmanagers are enforcing your company
(09:07):
policies consistently and holdthem accountable if they're not.
Jim (09:12):
Meryl, as always, that was very useful and helpful.
Uh, this brings us tothe end of this episode.
I appreciate your being here.
Uh.
I've taken down some notes as Inormally do during our conversations,
and, um, I've just recapped here.
So keep me honest at the end if,uh, if I need to make any changes.
Uh, building and maintaining trustin HR is important to help employers.
They should communicateclearly and effectively.
(09:34):
Get employee feedback,think strategically.
Deliver policies thatimprove satisfaction, provide
opportunities for development.
Recognize employees efforts.
Train your HR team.
And train supervisors andhold them accountable.
Did I miss anything?
Meryl (09:51):
No, I think you captured that all really well.
Thank you.
Jim (09:54):
Thanks again Meryl.
Presented by ADP HRPreneurfocuses on the entrepreneurs and
business drivers who are shaping thegrowth of their companies and positively
impacting the lives of their employees.
With each episode, webring the experts to you.
We answer your questions.
And we help you think beyond today soyou can discover more success tomorrow.
Thanks also to our listeners forjoining us for today's episode.
(10:17):
Be well and we hopeyou'll join us again soon.
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