A troubling trend has emerged in Australian workplaces: HR departments are increasingly “not trusted” to deal with bullying effectively. This lack of confidence causes significant issues for employees and organisations alike.
As experts in workplace investigations, we have seen the impact of this trust deficit firsthand. Let’s dive into why this is happening and, more importantly, what can be done about it.
The Root of the Problem
Why are employees losing faith in HR’s ability to handle bullying cases? Generally, three factors are at play:
- Perceived Lack of Independence: Many employees feel HR is too closely aligned with management. They fear HR will prioritise the company’s reputation over the victim’s safety.
- Inadequate Training: Some HR professionals lack the specialised training needed for complex allegations. This results in investigations that feel superficial or biased.
- Fear of Retaliation: Employees worry that reporting bullying will damage their careers. When they see no action taken, this fear prevents others from coming forward.
The Impact on Workplace Culture
When trust breaks down, the consequences are costly for organisations in both financial and human terms. The fallout includes:
- Decreased morale and productivity.
- Higher staff turnover rates.
- Increased stress and mental health claims.
- Severe damage to the company’s reputation.
Best Practices for Rebuilding Trust
How can HR departments regain confidence? Strategies include:
1. Ensure Independence
For serious bullying cases, you must demonstrate objectivity. Involving external investigators helps alleviate concerns about bias and ensures a fair process.
2. Invest in Training
Provide HR staff with comprehensive training. This must cover the legal framework, trauma-informed interview techniques, and conflict resolution.
3. Protect Whistleblowers
Establish robust protection policies. Make it clear that retaliation against those who report bullying will not be tolerated.
The Role of External Investigators
In many cases, bringing in an external investigator is a game-changer. It signals to employees that the company takes the allegation seriously enough to pay for an independent view.
External investigators bring objectivity, specialised expertise, and a fresh perspective free from internal office politics.
Case Study: Rebuilding Trust
XYZ Corporation, a mid-sized Australian company, faced a crisis of confidence regarding bullying complaints. They took four specific steps to turn it around:
- Engaged external investigators for all serious bullying cases.
- Invested in comprehensive training for their internal HR team.
- Implemented a transparent reporting system with multiple channels.
- Introduced regular surveys to monitor employee trust.
The result? Within 12 months, employee trust in HR’s ability to handle bullying increased by 60%.
Legal Considerations
Organisations have strict legal obligations. In Australia, the Fair Work Act 2009 and Work Health and Safety laws require employers to take reasonable steps to prevent bullying. Failure to do so can result in significant legal and financial penalties.
For more information, refer to the Fair Work Ombudsman’s guidance.
Conclusion
The issue of HR departments being “not trusted” is complex, but it is not insurmountable. By implementing best practices and engaging external expertise when needed, organisations can rebuild trust.
Addressing bullying effectively is not just a legal obligation – it is a moral imperative. For those seeking expert assistance with workplace investigations in Wagga Wagga or across Victoria, professional help is available.
Restore Trust in Your Process
Jolasers provides independent investigations to ensure fairness and objectivity.
Telephone: 0418 101 164 (Stephen Oliver)
Common Questions
Why do employees distrust HR?
Employees often perceive HR as protecting the company rather than the victim. They may fear retaliation or believe that internal politics will bias the outcome.
When should I use an external investigator?
You should use an external investigator if the allegations are serious, involve senior management, or if there is a conflict of interest with the internal HR team.
How does an external investigator help?
They provide a neutral, unbiased assessment of the facts. This protects the integrity of the process and demonstrates to employees that the complaint is being taken seriously.