In the realm of Human Resource Information Systems (HRIS), an essential aspect is employee trust. 

During my engagement with a robust LinkedIn following of 230k+, a revelation unfolded. 

I conducted a poll that unveiled a stark reality.

The question was, "Do you trust using your company's HR system for sharing demographic data and goal setting?" 

The responses were shocking:

• An overwhelming 77% lacked confidence in their HR system.
• Only 23% entrusted it. 

An overwhelming 77% lacked confidence in their HR system.

Only 23% entrusted it. 

Digging deeper, the study revealed another astonishing fact. A striking 90% of the trusting respondents were HR/Benefit leaders. 

This insight raises a critical question: 
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Are HR/Benefit leaders losing touch with employee needs?

or

Are they overly fixated on all-encompassing HRIS, potentially hindering psychological safety and accurate data collection?

The data implies a divergence in sentiment between HR/Benefit leaders and the majority, questioning the alignment.
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It also prompts consideration of whether HRIS  compromise psychological safety and impede accurate data collection.

The concentration of trust among HR/Benefit leaders may reveal a gap in understanding employee sentiments, urging organizations to align with evolving workforce needs.

The main reason why most employees don't trust HRIS systems to provide their company with demographic data is the lack of communication regarding the employee proposition. Employees are often left in the dark about what will be done with their data and how it will benefit them. This lack of transparency erodes trust and confidence in the system.

The problem is exacerbated when employees only hear about the use of demographic data to single them out, rather than being used inclusively. It's often perceived as a way to put people in boxes rather than for productive purposes. 

Improving communication around how demographic data is used and how it benefits employees could help build trust in HR systems. This could include explaining how the data is used to improve inclusion and belonging initiatives, support career development, and enhance overall employee experience.

HR/Benefit leaders, be sure to conduct an internal assessment. Ask employees about their comfort with self-ID in your HR System.

THE SOLUTION:

While you continue with your HRIS, consider an inclusive performance platform that integrates seamlessly, fostering psychological safety, trust, and fun through gamified goal setting.

Aerodei, the inclusive performance platform, is your answer! Aerodei integrates with over 200+ HRIS.

AERODEI RESULTS:

Aerodei’s self-expression feature is one of many features that drive results. 

Aerodei's results speak volumes: 97% of employees self-identified within the first month, offering invaluable demographic insights. This data drove inclusive benefits for caregivers and improved healthcare access for LGBTQIA+ individuals. Choose Aerodei for a transformative HR experience!
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