Passover: A Time For Reflection, Freedom, And Matzo!

As spring rolls in, so does a meaningful and widely celebrated holiday—Passover (April 12th-20th, 2025). For those observing, Passover is an eight-day festival filled with rich traditions, historical significance, and, of course, matzo! Whether you celebrate or simply want to be a supportive and inclusive colleague, here’s how you can acknowledge Passover in the workplace with respect and a touch of fun.

What is Passover? A Quick Refresher
Passover, or Pesach, commemorates the exodus of the Israelites from Egypt and their journey to freedom. The holiday begins with a Seder (a ritual meal) that includes symbolic foods, storytelling, and traditions that date back thousands of years. It’s a time of reflection, family gatherings, and dietary adjustments—goodbye leavened bread, hello matzo!

Fun Passover Facts to Share with Your Team

– Matzo, Matzo, Everywhere – During Passover, observant individuals avoid eating leavened bread and instead eat matzo, a flat, cracker-like bread. The reason? It symbolizes the Israelites’ hurried escape from Egypt, leaving no time for bread to rise.

– Four Cups, Four Questions – At the Seder, participants drink four cups of wine (or grape juice) and ask four traditional questions about why this night is different from all others. Spoiler alert: It’s all about freedom and gratitude!

– A Game for All Ages – Many families hide a piece of matzo called the Afikomen, and children search for it after the meal. The lucky finder gets a small prize—like an ancient version of a scavenger hunt!

– Passover Lasts 7 or 8 Days – The length of Passover depends on tradition: in Israel, it’s seven days, while many outside of Israel observe for eight. Either way, the first two nights are the most ritual-heavy.

– Elijah’s Cup – A special cup of wine is left on the table for the prophet Elijah, who, according to tradition, will arrive as a harbinger of peace and redemption.

How to Support and Acknowledge Passover at Work

Being an inclusive workplace means recognizing and celebrating diverse traditions. Here’s how you can acknowledge Passover with thoughtfulness and respect:

  • Wish Colleagues a Happy Passover – A simple “Happy Passover!” or “Chag Pesach Sameach!” (pronounced KHAG PAY-sakh sah-MAY-akh) goes a long way.
  • Consider Dietary Needs – If your workplace provides meals or snacks, offering Passover-friendly options (like fruit, veggies, or even a box of matzo) can be a kind and inclusive gesture.
  • Be Mindful of Observances – Some employees may take time off for the first or last days of Passover, as these are considered holidays of rest. Others may refrain from eating certain foods or may avoid work-related gatherings that involve meals with non-Passover foods.
  • Educate and Engage – If your team enjoys learning about different traditions, consider hosting a short Lunch & Learn about Passover customs or inviting a colleague to share their experiences.
  • Respect the “No Bread” Rule – It’s not necessary for everyone to follow Passover dietary laws, but being aware of them can be a sign of respect. You don’t have to ditch your sandwich; a little understanding goes a long way.

Passover is all about celebrating freedom, renewal, and resilience—values that resonate far beyond the holiday itself. Taking a moment to recognize Passover in the workplace isn’t just a kind gesture; it fosters a culture of respect, inclusion, and camaraderie.

So, whether you’re diving into a piece of matzo or simply offering a warm greeting, embracing the spirit of Passover is a meaningful way to celebrate diversity at work. Chag Pesach Sameach!

From Tension To Teamwork

Client: I have two employees who aren’t getting along, and it’s starting to affect the rest of the team. They’re not openly fighting, but there’s clear tension, and it’s making collaboration difficult. How do I handle this before it gets worse?

Consultant: Addressing this early is a smart move. Unresolved conflicts can spread quickly and impact productivity. The key is to understand the root cause, guide a productive conversation, and set clear expectations for professionalism.

Client: Okay, do I meet with them separately or together?

Consultant: Start with individual conversations. Speaking with each person one-on-one allows you to gather perspectives without putting them on the defensive. Keep the conversation neutral and focused on solutions.

Try this:
“I’ve noticed some tension between you and [other employee]. I want to understand what’s going on and work toward a solution that improves the working relationship.”

This approach creates a safe space for them to share while keeping the focus on resolving the issue.

Client: What if one of them just blames the other?

Consultant: It’s common for people to focus on what the other person is doing wrong. Redirect the conversation toward actions they can take to improve the situation.

You could say:
“I hear that you’re frustrated, and I appreciate your honesty. Let’s focus on what’s within your control—what can you do differently to improve communication and collaboration?”

This helps shift their mindset from blame to accountability.

Client: Once I talk to them separately, then what?

Consultant: If both individuals are open to resolution, schedule a meeting with them together. Set ground rules before the discussion begins:
✔ Keep it professional
✔ Focus on solutions, not blame
✔ Listen to understand, not just to respond

Start with a neutral statement:
“I want us to find a way to work through this so the team can function effectively. Let’s talk about how we can improve communication and collaboration moving forward.”

Framing it this way keeps the conversation productive.

Client: What if they refuse to work together?

Consultant: Unless there’s a serious policy violation or harassment involved, working together is an expectation. They don’t have to be close friends, and professionalism is non-negotiable.

You could say:
“I understand this may not be easy, and I’m not asking for friendship. I do expect professional collaboration. Let’s start with one small action that can help improve teamwork.”

Starting with a small step can make the process feel manageable and less overwhelming.

Client: What if they agree in the meeting, but nothing changes?

Consultant: Follow-through is essential. After the conversation, check in with both employees to reinforce expectations and track progress.

You might say:
“We discussed ways to improve teamwork, and I expect to see changes. I’ll follow up in [timeframe] to ensure progress and provide any needed support.”

If the conflict continues and affects performance, it may require formal intervention.

Client: This is really helpful. So, the key is to listen first, focus on solutions, and follow up?

Consultant: Exactly. Conflict happens in every workplace, and the goal isn’t to eliminate disagreements but to ensure they’re handled professionally. Clear communication and accountability will help your team move forward.

And if you need guidance on structuring these conversations, we are here to help.

HR Then And Now: 40 Years Of Change

Change is inevitable, and in the world of human resources, change is constant. What worked 40 years ago might be completely irrelevant today. Policies have evolved, workplaces have transformed, and the expectations of employees have shifted dramatically.

Yet, through all these changes, one thing remains true: HR is at the heart of every successful organization.

As we continue celebrating 40 years of HR Answers, we’re taking a trip down memory lane—looking back at where HR started, how it has evolved, and what today’s HR professionals can learn from the past.

HR in the 1980s: When It Was All “Personnel”

If you worked in HR (or, as it was commonly called, Personnel) in the 1980s, your job looked very different from what it does today.

  • Paper was king. Resumes were mailed or faxed. Employee records lived in filing cabinets, and policies were printed in thick, three-ring binders.
  • HR was administrative. Most HR departments focused on processing payroll, enforcing rules, and managing benefits. HR was rarely seen as a strategic function.
  • Compliance was growing. The 1970s and 1980s brought major employment laws (like the expansion of EEO protections), and HR teams were tasked with keeping organizations out of legal trouble.

Back then, HR professionals weren’t talking about employee experience, DEI (diversity, equity, and inclusion), or remote work. The idea of HR as a strategic partner was still in its infancy.

HR in the 1990s & 2000s: The Shift Begins

The 1990s and early 2000s saw the beginning of HR’s transformation. As technology advanced and organizations became more people-focused, HR started moving beyond administration.

  • HR Tech Arrived: The first HR software systems appeared, making it easier to track employee data and automate tasks like payroll and performance reviews.
  • The Strategic HR Movement: Organizations began realizing that HR wasn’t just about policies—it was about people and organization success. The term “Human Resources” became the norm, replacing “Personnel.”
  • A Focus on Workplace Culture: Companies started talking about engagement, work-life balance, and retention strategies. The best workplaces weren’t just following the rules—they were investing in their people.

As HR gained strategic importance, old habits died hard. Many companies still saw HR as a back-office function rather than a driver of organization results.

HR Today: An Organization-Critical Function

Fast forward to today, and HR has completely transformed. The job is faster, more complex, and more impactful than ever.

  • Technology is everywhere. AI-driven recruiting, HR analytics, and cloud-based employee management systems have changed the way we work.
  • HR is now a strategic partner. Modern HR professionals aren’t just enforcing rules—they’re helping organizations grow, shaping culture, and advising leaders.
  • Diversity, equity, and inclusion (DEI) matter. Organizations are focusing on creating workplaces that are equitable, inclusive, and diverse.
  • Workplace flexibility is expected. The rise of remote and hybrid work has forced companies to rethink traditional office models.

Today’s HR professionals need to be data-savvy, people-focused, and adaptable. The skills that made HR professionals successful 40 years ago are still valuable. Today’s HR leaders also need to think strategically, embrace change, and stay ahead of trends.

Lessons from 40 Years of HR Evolution

Looking back, what can today’s HR professionals learn from the past?

  1. The Basics Matter

Technology has changed the way we hire, manage, and engage employees, but the fundamentals of good HR haven’t changed.

  • People want to feel valued, respected, and supported.
  • Clear policies and expectations still matter.
  • Good HR is equal parts compliance and compassion.
  1. HR’s Role Will Keep Evolving

Just as HR moved from administration to strategy, it will continue to evolve. Future HR leaders will need to:

  • Embrace data and AI while maintaining the human touch.
  • Stay ahead of new workplace trends (like the 4-day workweek, new hiring models, and evolving labor laws).
  • Be proactive—not just reactive—when supporting employees and leaders.
  1. Relationships Are Everything

HR has always been about people. While we’ve gained new tools and technologies, the best HR professionals still listen, communicate, and build strong relationships.

The strongest HR professionals aren’t just experts in policies or processes—they’re trusted advisors who help organizations and employees succeed together.

What’s Next? The Future of HR

As we celebrate 40 years of HR Answers, we’re also looking ahead. What’s next for HR?

  • More AI and automation with a human-first approach.
  • A stronger focus on employee well-being, mental health, and workplace flexibility.
  • Continued challenges in recruiting, retention, and engagement as workplace expectations continue to shift.
  • HR professionals stepping into broader leadership roles as organization strategists and culture builders.

One thing is certain: HR isn’t going anywhere. The workplace will keep evolving, and great HR professionals will always be needed.

At HR Answers, we’re excited about the future. We’ve spent 40 years helping organizations navigate change, and we’re ready for whatever comes next.

Join the Conversation!

HR professionals—what changes have you seen in your career? What lessons have you learned from the evolution of HR? Share your thoughts with us!

Stay tuned for next month’s post: “The Future of HR: What’s Next?” We’ll explore emerging trends, the biggest challenges HR professionals will face, and how organizations can prepare for the future.

The past 40 years have been amazing, and the future promises to bring new opportunities.