HR Perception Report | 86% of Workers Fear Human Resources

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My Perfect Resume. [HR Perception Report | 86% of Workers Fear Human Resources] [June 06, 2024],
Jasmine Escalera
By Jasmine Escalera, Career Expert II Last Updated: June 06, 2024

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The relationship between employees and HR departments often falls into the “it’s complicated” category. While HR is designed to support and advocate for employees, it frequently becomes a source of anxiety and mistrust. Despite its pivotal role in organizational dynamics, recent statistics unveil a concerning trend.  

According to the latest findings from MyPerfectResume’s HR Perceptions Report, 86% of workers are afraid of HR representatives. This fear isn’t merely a matter of apprehension; it stems from inadequate support and potential consequences, among other things.

In fact, 85% hesitated to approach HR to discuss work-related issues, citing concerns such as doubt in confidentiality (37%) or fear of repercussions (31%). Furthermore, what’s interesting, 71% think that HR tends to be too involved in office politics.

These are just some of the findings discovered by HR Perception Report, which surveyed nearly 1,000 American respondents in March 2024 to collect opinions on HR, revealing perceptions and fragile relationships between employees and HR.

The HR Fear Factor

Delving into workplace relationships, MyPerfectResume’s HR Perception Report illuminates the nuanced dynamics between employees and HR departments.

Within this landscape, startling statistics emerge, indicating workers’ apprehension and reluctance toward human resources. 

The report found that 86% of respondents fear human resources. Furthermore, 85% hesitated to approach HR representatives to discuss work-related issues. 

Infographics with statistics about workers being afraid of HR

However, the reluctance to seek HR assistance extends beyond mere fear; it encompasses a broader range of concerns.

Among the top causes of reluctance to collaborate with HR, employees mention: 

  • Lack of approachability of HR workers – 37%
  • Perceived ineffectiveness of HR – 37%
  • Lack of confidentiality – 37%
  • Fear of repercussion – 31%
  • Preference to solve the issue on their own or with the manager’s help – 31%
  • Uncertainty about HR’s response – 20%

These reasons affect workers’ willingness to contact human resources, which prevents those professionals from being effective in their roles.

This hampers communication and erodes trust and morale, ultimately undermining organizational effectiveness. 

HR’s Weak Points

Additional report results indicate other reasons that may influence the reluctance to collaborate with human resources.

These findings shed light on various negative perceptions that employees hold about HR departments. The top concerns include:

  • 71% think that HR tends to be too involved in office politics.
  • 68% believe that HR focuses on procedures rather than people.
  • 67% agree it’s hard to get a timely answer from HR.

Moreover, respondents cited personal experiences where HR fell short in addressing reported issues and concerns, leaving workers disappointed.

  • 90% of workers, when reporting an issue to HR, felt that it wasn’t adequately addressed, including:
  • 47% who experienced HR not resolving an issue once, 
  • 43% of respondents who stated they more than once felt their concerns weren’t adequately addressed.

Infographics about employees' lack of satisfaction with HR solving issues reported

HR: Turning Challenges into Opportunities

The report findings indicate that a substantial number of HR departments face challenges in building and maintaining positive relationships with employees.

When workers don’t feel safe or comfortable reaching out to HR, and the relationship lacks trust, this creates a gap in communication.

It leads to numerous organizational issues, including low morale, reduced job satisfaction, increased turnover rates, negative company culture, and lack of alignment on company policies and goals.

But it’s not a lost cause. To address this, HR must critically evaluate and improve its practices and implement strategies to ensure they meet employees’ needs for confidentiality, security, support, and efficiency while building healthy relationships and promoting positive culture.

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