In the words of New Jersey-based HR leader Kenyatta Nobles, "Without trust, systems fail," and that failure is playing out in workplaces every day.

NEWARK, NJ / ACCESS Newswire / January 14, 2026 / A manager stared at a spreadsheet late on a Sunday night. Turnover was rising. Morale was low. Performance reviews were months behind. Nothing was technically "broken," yet everything felt off. Employees were disengaged. Leaders were frustrated. The problem was not effort. It was clarity.

The turnaround began with simple changes. Expectations were reset. Reviews followed one clear cycle. Leaders communicated decisions plainly. Within a year, engagement improved and attrition slowed. The fix was not flashy. It was structural.

According to senior HR leader Kenyatta Nobles, this scenario is far from rare.

"I've seen policies that look perfect on paper but collapse in practice because people don't trust leadership," Nobles says. "HR, when done well, creates clarity."

A Widespread Workplace Problem

The issue is not isolated to one company or sector. Research and industry data show the scale of the challenge:

• Over 50% of employees report feeling disengaged at work.

• Nearly 60% of managers say they lack clear guidance on performance expectations.

• Around 40% of employees say they do not trust senior leadership.

• Poor communication is cited as a leading cause of voluntary turnover.

Nobles has spent more than two decades addressing these issues across healthcare, public service, and non-profit organizations. He has led HR strategy for workforces of up to 1700 employees across multiple states.

"HR sits at the intersection of people and business," he explains. "When systems are unclear, both sides lose."

A Practical Framework for Resetting Trust and Performance

Drawing from his experience, Nobles points to a simple, repeatable approach individuals and leaders can apply.

Copy This Framework: Five Phases

1. Diagnose the real issue
Look beyond surface complaints. Is the problem unclear roles, inconsistent reviews, or weak communication?

2. Simplify the system
Complex processes often hide accountability. Fewer steps create more ownership.

3. Set visible standards
Make expectations explicit and consistent. Fairness starts with clarity.

4. Communicate decisions early
Silence creates mistrust. Even difficult messages build confidence when shared clearly.

5. Review and adjust regularly
Systems should evolve. Feedback loops keep them relevant.

"Trust is built when people understand how and why decisions are made," Nobles says. "Clarity beats complexity every time."

Quick Wins to Start This Week

• Write down one role expectation that is currently unclear.

• Align review timelines to a single, predictable cycle.

• Share one decision-making principle with your team.

• Ask for direct feedback on what feels confusing.

Red Flags to Watch For

• Policies no one can explain.

• Different standards for similar roles.

• Delayed or avoided performance conversations.

• Leaders relying on "we've always done it this way."

"When systems fail, people pay the price," Nobles notes. "Ethical leadership means fixing the structure, not blaming the individual."

Call to Action
This week, choose one system in your workplace that causes confusion. Apply the framework. Simplify it. Communicate it. See what changes. Progress does not require a full overhaul-just intentional steps taken consistently.

About Kenyatta Nobles
Kenyatta Nobles is a New Jersey-based senior human resources leader with more than 20 years of experience across healthcare, public service, and non-profit sectors. He has served as Chief Human Resources Officer, Vice President of Human Resources, and Senior Director of HR, and is the founder of Criterion HR Solutions. His work focuses on ethical leadership, organizational clarity, and building trust at scale.

Media Contact:
Kenyatta Nobles
Kenyatta.nobles@outlook.com

SOURCE: Kenyatta Nobles