Is it time to call a truce in the battle between HR and employees?

Is it time to call a truce in the battle between HR and employees?

Many have heard the phrase, “Don’t take it to HR unless you’re ready for things to get worse.” 

It’s a whisper in the halls, a cautionary tale passed between colleagues. 

But why has HR, the department meant to support employees, become a source of fear and mistrust?

You might call it "complicated," but if statistics are anything to go by, it’s closer to "downright dysfunctional." 

Let’s break it down, human-to-human.

Why employees avoid “the Gatekeepers”

Let’s say you’re at work, something’s not sitting right, and you think, “Should I go to HR?” 

But you’ll probably not approach HR.

Fact - 86% of workers admit they’re afraid of HR.

The thought of approaching HR sends a shiver down their spine - whether it’s fear of being dismissed, confidentiality being breached, or facing retaliation for speaking up…!

What’s behind this fear?

That’s not just an “I’m-a-little-nervous” kind of fear - it’s the kind that stops people from speaking up altogether.

The Great Wall of HR - 37% of employees say HR is just plain unapproachable. 

Whether it’s the sterile office vibe, a lack of visibility, or the intimidating “manager energy,” HR can feel more like a fortress than a friend.

Fear of backlash - 31% worry that raising an issue might backfire. 

Will they be labeled as troublemakers? Passed over for promotions? No one wants to risk it.

Loose lips sink trust - Another 37% highly doubt that their complaints will stay confidential. No one wants their personal struggles to become the office’s latest gossip.

And when employees do take the plunge and approach HR? 90% say their issues aren’t adequately resolved. 

It’s no wonder many opt to handle problems on their own - or suffer in silence.

Is HR a friend, a foe or an office politician?

“HR is too involved in office politics,” say 71% of employees. That’s not just a red flag - it’s a blaring alarm.

When HR is seen as a cog in the corporate machine rather than a champion for the people, employees feel abandoned

Add to this the perception that HR focuses more on procedures than people (68%), and it’s no wonder many employees feel like they’re battling bureaucracy rather than finding solutions.

Employees also state that HR is notoriously slow to respond (67%), which is just a recipe for frustration. 

Employees feel like they’re shouting into the void, and HR is stuck defending its reputation.

This dynamic creates a toxic “us vs. them” mentality, where employees see HR not as allies but as the company’s enforcers.

How did we get here?

It’s easy to point fingers, but the reality is more nuanced.

At its core, the rift between employees and HR boils down to unmet expectations. 

For employees - HR’s allegiance to company policies can feel like betrayal.

For HR - Balancing employee advocacy with business interests is a tightrope walk.

It’s a tightrope walk - and sometimes, they fall.

But let’s get real - HR isn’t the villain in this story

They’re humans, just like the rest of us, trying to walk through the complex dynamics in an already complicated workplace.

Where do we go from here?

The good news is… this relationship isn’t doomed. With some intentional effort, we can turn the tide.

1. Make HR more approachable

Let’s start with the basics. HR needs to shed its intimidating, policy-first persona. 

Hosting casual meet-and-greets, open office hours, or even just showing up for coffee breaks can make HR feel more accessible.

2. Emphasize confidentiality

Trust is the foundation of any relationship, right? HR needs to stand firm on confidentiality, with clear, transparent protocols for handling sensitive issues. 

Employees should never feel like their concerns might become the next office rumor.

3. Focus on people, not just policies

Employees don’t want a “by the book” response - they want empathy. 

HR teams need training in active listening and conflict resolution to ensure employees feel heard and supported - not shuffled through a checklist.

4. Tackle office politics head-on

Perception matters. HR should actively address concerns about favoritism and ensure decisions are made - and seen to be made - fairly.

Let’s rewrite the story

To HR -  You hold the power to redefine this relationship. Be the advocate employees need, the listener they crave, and the ally they never knew they had.

To employees - HR isn’t your enemy. Give them a chance to surprise you, and remember - they’re human, too.

The battle between employees and HR doesn’t have to end in a stalemate. 

No workplace is perfect. Misunderstandings will happen. Tensions will rise. 

But when HR and employees stop seeing each other as adversaries and start working together we can turn this “it’s complicated” relationship into something that works for everyone.

What’s your take on this from the perspective of an employee or HR? We’d love to learn.

Thank you for reading!

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