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I think this is very good question , in most of the companies the relationship between managers and its team are not that much bonded just because most of the managers demanding the work from his juniors and thay are not practically discuss the orginal process of the work, because managers commited the senior level and given them a particular date for that particular work even without discussing with hs Team and finally when pressure comes to junior level thay are doing mistakes....
In many organizations, however, is dominated by the principle of the rules governing many issues, including the relationship between workers and superiors.I believe that you can have confidence, but to a limited extent. It should also be noted that the trust built up over a long period of mutual work, and it all depends on the whole team and the atmosphere reigning in it.
It all depends on the individual managers and the atmosphere within the organisation. Very few organisations manage to build trust between managers and employees and it is these organizations that are more bound to succeed.
I know of organizations which encourage employee feedback through anonymous channels. But managers tend to view these channels as a threat to themselves. But if there is an atmosphere of trust, the employees first point of call will most often be his direct manager and not HR.
