When Threats Turn into Next Steps

Client: An employee made a physical threat toward a coworker. I’m shaken and I know this is serious. How should I handle this?

Consultant: You’re right—this is one of the most serious situations you’ll face. Step one is immediate action: place the employee on administrative leave right away. Whether that leave is paid or unpaid depends on state law and your policies. Some states require paid leave during investigation, others allow unpaid—so you’ll want to confirm before acting. The key is removing the individual from the workplace immediately to protect everyone.

Client: So, I can’t just move straight to termination?

Consultant: Not yet. Even if the threat feels obvious, you need to conduct an investigation first. Administrative leave creates space for that. Document the reported threat, interview witnesses, and review any available evidence—emails, security footage, or statements. It shows you’re being thorough, not reactive.

Client: What if my team is scared this person might come back during the investigation?

Consultant: That’s a valid concern. Once on leave, notify the employee in writing:
“Effective immediately, you are on administrative leave pending investigation. Do not return to the workplace until contacted.”
At the same time, make sure access to systems, keys, and ID badges are deactivated. This isn’t punishment—it’s a safety measure.

Client: Okay. And if the investigation proves the threat happened?

Consultant: Separation is the next step, if consistent with policy or past practice. You can move forward with termination confidently because you’ve confirmed the facts. Keep the conversation short and professional, usually over the phone or video for safety:

“Based on the investigation, your employment is being terminated effective today. Your final paycheck will be delivered by [method] on [date]. Do not return to the workplace.”

Client: Do I really have to let them come in for their paycheck?

Consultant: No—and in this situation, you shouldn’t. Most states allow alternative delivery methods—direct deposit, certified mail, or courier service. The law requires you to meet the deadline for final pay, not to hand it over in person. Given the risk, keeping them offsite is probably best.

Client: What about the rest of my staff? They already know something happened.

Consultant: Address it quickly, without details:
“We had a situation, and it’s been handled. Everyone’s safety is a priority, and appropriate steps have been taken.”
This reassures your team while keeping the process confidential.

Client: So, the right order is: leave first, investigate, then separate if the threat is confirmed?

Consultant: Exactly. Safety, compliance, and fairness—those three guideposts will protect both your employees and your organization. The leave ensures safety, the investigation ensures fairness, and the termination—if warranted—ensures accountability.

If you ever face a high-risk situation like this, don’t navigate it alone. We can help review your state’s leave rules, guide you through the investigation process, and support you in managing separation logistics securely and legally. Safety first, compliance always.

Celebrating Gratitude and Togetherness this Thanksgiving

Thanksgiving is more than turkey, football, and pumpkin pie—it’s a time to pause, reflect, and appreciate the people and moments that make life (and work) meaningful.

The holiday’s roots trace back to 1621, when the Pilgrims and the Wampanoag people shared a harvest feast. Over the centuries, Thanksgiving evolved into a national tradition, officially recognized by President Abraham Lincoln in 1863 as a day to “give thanks and praise.” Today, it’s a blend of family gatherings, cultural traditions, and a national reminder to focus on gratitude.

Why Thanksgiving Matters in the Workplace

While the holiday is often celebrated at home, its message carries powerful workplace lessons:

  • Gratitude boosts morale – A simple thank-you can increase engagement, teamwork, and job satisfaction.
  • Connection matters – Taking time to share appreciation helps strengthen workplace relationships.
  • Reflection inspires growth – Recognizing what’s working well can guide future success.

Ideas for a Workplace-Friendly Celebration

  • Gratitude Wall or Digital Board – Let employees post notes of appreciation for one another.
  • Team Potluck or Pie Day – A lighter, flexible version of a holiday meal where everyone can contribute in person or virtually.
  • Thank-You Challenge – Encourage staff to send three handwritten or digital notes of thanks during the week.
  • Community Giving – Organize a food drive, charity donation, or volunteer opportunity as a team.

A Gentle Reminder for Inclusivity

Not everyone celebrates Thanksgiving in the same way—or at all. Keep activities optional and mindful of different cultural or personal traditions. The spirit of gratitude can be universal, even when the turkey isn’t.

Closing Thought

As you head into the holiday weekend, remember that gratitude is a year-round practice. A little thankfulness today can go a long way toward building a workplace where people feel valued every day of the year.

Here’s to full hearts, meaningful work, and maybe just one more slice of pie.

National Espresso Day

Today, we raise our tiny, jittery mugs to the boldest little brew around—espresso. Whether you’re a double-shot diehard or someone who side-eyes the office espresso machine like it owes you PTO, this day is worth a quick sip of celebration.

A little espresso history:
Espresso was born in Italy in the early 1900s as a way to serve coffee faster (sound familiar, HR folks?). It’s strong, efficient, and gets straight to the point—basically the coffee equivalent of a well-written policy.

Espresso fun facts to stir into your next team meeting:
-A single espresso shot has less caffeine than a full cup of drip coffee—but try telling that to your nervous system.
-The word espresso comes from the Italian for “expressed” or “pressed out,” not “express” as in fast (though let’s be honest—it is both).
-The foamy top of a fresh espresso is called crema, which might also describe how HR pros look after reading 87 leave requests in a single afternoon.

So, what’s the HR Answers connection? Well, like espresso, we’re all about delivering quick clarity, strong support, and lasting impact—without the bitterness.

Whether you take your espresso straight, foamy, iced, or with a side of email catch-up—we hope today perks you up in the best way possible.

National Native American Heritage Month

Each November, National Native American Heritage Month invites us to reflect on and celebrate the rich cultures, traditions, and contributions of Native Americans, Alaska Natives, and Native Hawaiians. It’s more than a recognition of history—it’s an opportunity to honor the resilience, innovation, and deep connection to community that continues to shape our shared story.

In our workplaces, acknowledging this month means creating spaces where Indigenous voices are heard, valued, and respected—not just during November, but all year. This requires intentionality, learning, and a willingness to examine how our policies, practices, and interactions reflect our stated values.

Why It Matters in the Workplace

  • Representation matters – Employees and clients who see their cultures reflected in organizational values, imagery, and leadership often feel more welcomed and respected.
  • Cultural awareness strengthens relationships – Understanding and honoring cultural traditions builds trust, collaboration, and stronger connections.
  • Learning fosters inclusion – Educating ourselves about the history and contemporary realities of Indigenous communities helps dismantle stereotypes and unconscious bias.

Practical Ways to Observe and Honor

  1. Learn from authentic sources – Invite Indigenous speakers, highlight Native-owned businesses, and use resources created by Native communities.
  2. Acknowledge the land – Begin meetings or events with a respectful land acknowledgment, recognizing the Indigenous peoples who have stewarded the land where you work.
  3. Incorporate heritage into DEI efforts – Ensure diversity, equity, and inclusion initiatives meaningfully address Indigenous perspectives and needs.
  4. Support year-round – Engage in partnerships, mentorship, and recruitment efforts that uplift Indigenous talent and voices.

A Call to Action

This month is a powerful reminder that honoring Native American heritage isn’t a single event—it’s an ongoing commitment to respect, recognition, and relationship-building. Let’s commit to learning, listening, and ensuring that our workplaces are places where all cultures are celebrated and all people feel they belong.

In the words of the National Congress of American Indians:

“This is not just our history, it’s America’s history.”

Together, let’s honor the past, respect the present, and invest in a future where every heritage has a seat at the table.

Sobering Conversations

Client: I think one of my employees may have been drinking before coming to work. They seemed off—slurred words, unsteady, not their usual self. What do I do without jumping to conclusions?

Consultant: You’re right to pause before acting. Suspicions need to be handled carefully—both to protect safety and to avoid unfair assumptions. The key is to focus on observable behaviors, not personal judgments.

Client: So I shouldn’t ask them directly, ‘Have you been drinking?’

Consultant: Correct. That’s an accusation, and if you’re wrong, you risk damaging trust. Instead, document the behaviors you notice. For example: “I observed that you were unsteady on your feet and your speech was slurred during the morning meeting.” This frames the issue in terms of workplace impact.

Client: What if they’re actually dealing with a medical issue, not alcohol?

Consultant: Exactly why you stick to behaviors. If it’s alcohol, they’ll understand what you’re referring to. If it’s medical, they may disclose that—or you can shift into an accommodation conversation. Either way, you’re on safe ground.

Client: What should I do in the moment, if I think they’re impaired at work?

Consultant: Safety first. If the job involves driving, machinery, or anything that could put others at risk, remove them from duty immediately. Have a witness present when you speak to them. You might say:
“I’ve noticed behaviors that raise concern about your ability to work safely today. For your safety and the safety of others, I need you to stop work while we sort this out.”

Client: Do I send them home?

Consultant: Only if it’s safe. Never let someone you suspect is under the influence drive themselves home. Arrange a ride, call a family member, or use a rideshare service on the company’s dime. Document everything—what you observed, what steps you took, and who was present.

Client: What about drug or alcohol testing? Can I require that?

Consultant: That depends on your policy and state law. Many employers have reasonable-suspicion testing policies, and those need to be written, communicated, and applied consistently. If you don’t have one, this is a good time to create one for the future. In the meantime, rely on documented behaviors and safety protocols.

Client: What if the employee admits to drinking? Do I fire them?

Consultant: Not necessarily. Response should align with your policy, the seriousness of the situation, and whether this is a first occurrence. Options range from a formal warning and required Employee Assistance Program referral, to suspension, or—if safety was severely compromised—termination. Consistency is key: handle it the same way you would for any employee in the same situation. Never terminate in the moment.

Client: What if this keeps happening?

Consultant: Then it shifts from a one-time incident to a performance or conduct issue. Document each occurrence, follow your progressive discipline process, and, if necessary, take stronger action. At the same time, provide resources like EAP or treatment program referrals if you have them.

Client: So, I should stay focused on behaviors, protect safety, and follow policy?

Consultant: Exactly. You don’t need to play detective or diagnose. Your role is to ensure the workplace is safe, document concerns, and apply consistent policies.

Client: This makes sense, but it still feels uncomfortable.

Consultant: It always will—no one enjoys these conversations. And that’s why preparation matters. Write down your talking points, keep it brief, and remember: your role is to address the impact on work and safety, not the employee’s personal life.

If you’d like, we can help you draft a reasonable-suspicion checklist, train your supervisors on how to handle these situations, and review your policies for compliance. That way, the next time this comes up, you’ll feel confident in both the process and the outcome.

Honoring Veterans

Each year on November 11, we pause to honor the men and women who have served in the United States Armed Forces. Veterans Day is a time to recognize the sacrifices, commitment, and resilience of those who have defended our freedoms—whether they served during times of peace or conflict.

While Memorial Day focuses on remembering those who gave their lives in service, Veterans Day celebrates all who have worn the uniform. It’s an opportunity to express gratitude to our colleagues, friends, family members, and neighbors who have dedicated a portion of their lives to military service.

A Brief History

  • 1919 – Originally known as Armistice Day, it marked the end of World War I.
  • 1954 – The name was changed to Veterans Day to honor all U.S. military veterans.
  • Today – The holiday is recognized across the nation with parades, ceremonies, and moments of reflection.

Why It Matters in the Workplace

Veterans bring unique strengths to our organizations: discipline, adaptability, teamwork, leadership, and a strong sense of mission. By recognizing their contributions, we foster a culture of respect and inclusion that benefits everyone.

Ways to Honor Veterans at Work

  • Host a Recognition Event – Invite veterans to share their stories or experiences.
  • Offer Time Off for Local Events – Encourage participation in parades or commemorations.
  • Highlight Service in Internal Communications – Share employee spotlights or veteran-owned partner stories.
  • Support Veteran Organizations – Organize a volunteer day or donation drive.
  • Create a Year-Round Commitment – Include veterans in DEI initiatives and career development programs.

A Note of Gratitude

On this Veterans Day, let’s take a moment to look around our workplaces and communities, recognize those who have served, and simply say, Thank you. Their contributions—both in uniform and as part of our organizations—help shape a stronger, more resilient future.

Gratitude and Growth – 40 Years of Lessons and Thanks

As we approach the end of HR Answers’ 40th anniversary year, we want to pause and reflect—on what we’ve accomplished, on the incredible people, partnerships, and lessons that have shaped us.

For four decades, we’ve had the privilege of walking alongside HR professionals, organizations, and leaders as they’ve navigated challenges, celebrated successes, and built better workplaces. And while the workplace has changed dramatically over the years, one thing has remained constant: HR is about people.

This month, we’re taking a moment to express our gratitude—for the trust, collaboration, and shared commitment to success that has made this journey possible. Along the way, we’ve learned some valuable lessons about HR, leadership, and what it takes to build strong, people-centered organizations.

Let’s take a look back and celebrate the growth, relationships, and impact of the past 40 years.

Gratitude for the HR Community – The People Who Make Work Better

HR can be a challenging profession. HR professionals often juggle compliance, employee relations, leadership coaching, hiring, culture-building, and crisis management—sometimes all in a single day.

And yet, HR professionals show up every day to make workplaces better.

To the HR professionals we’ve worked with:

  • Thank you for your commitment to fairness, inclusion, and respect.
  • Thank you for being the steady voice in moments of organizational change.
  • Thank you for advocating for employees and leaders alike.

HR is often behind the scenes, and your impact is front and center in every thriving organization.

Gratitude for Our Clients & Partners – Stronger Together

HR is about relationships, and over the past 40 years, we’ve built incredible partnerships with organizations of all sizes and industries.

To the organizations we’ve supported:

  • Thank you for trusting us to guide, advise, and collaborate with you.
  • Thank you for allowing us to be part of your workplace success stories.
  • Thank you for embracing growth, change, and innovation in HR.

Strong workplaces are built on trust, communication, and shared goals—and we are deeply grateful for the partnerships that have allowed us to be part of that journey.

Lessons Learned: What 40 Years in HR Has Taught Us

After four decades of working with organizations, HR professionals, and leadership teams, we’ve learned a few things about what makes workplaces thrive.

Here are some of the most valuable lessons we’ve gathered:

  • Lesson #1: Communication Fixes (Almost) Everything

Many workplace issues stem from miscommunication, unclear expectations, or a lack of transparency.

When leaders and HR teams prioritize open, honest communication, engagement and trust improve.

  • Lesson #2: Great Leaders Are Great Listeners

The best managers and executives listen more than they talk.

HR plays a critical role in coaching leaders to support, engage, and develop their teams.

  • Lesson #3: Change Is Constant—Adaptability Is Essential

Workplaces are always evolving—from technology to workplace flexibility to employee expectations.

HR professionals and organizations that embrace change rather than resist it will always stay ahead.

  • Lesson #4: HR Is a Profession of Impact

When HR is done right, employees feel valued, organizations thrive, and leadership succeeds.

HR professionals shape workplace cultures in ways that last for years, even decades.

As we wrap up this milestone year, we’re not just celebrating the past—we’re looking forward to the next chapter of HR Answers.  The past 40 years have been incredible, and we know there is so much more to come.

Thank You for Being Part of Our Journey.

HR Answers wouldn’t be celebrating 40 years without the incredible people who have been part of this journey.

To our clients, partners, and HR community: Thank you. Your collaboration, commitment, and trust have made this journey possible, and we are honored to continue supporting you in the years to come.

Join us next month for our final blog in this series: Cheers to 40 Years – and Beyond!—where we’ll celebrate this milestone year, share final reflections, and look ahead to the exciting future of HR.

Here’s to gratitude, growth, and another 40 years of making work better

Growing Forward: Building a Growth Mindset for Everyday Success

Every success story has at least one setback hiding behind it. Before Harry Potter became a global phenomenon, J.K. Rowling was a single mother, depressed, and had her manuscript rejected by 12 different publishers. Early in his career, Walt Disney was fired from a newspaper job because his editor felt he “lacked imagination and had no good ideas.” He later went bankrupt early in his animation ventures before creating Disneyland and an entertainment empire. Oprah Winfrey was fired from her first television job (as a news anchor) because producers felt she was “too emotional” on camera.

While those moments felt like failures at the time, they became fuel for future success. When we connect this idea to Emotional Intelligence, we see that motivation—a key EQ characteristic—drives our ability to bounce back from setbacks. And ultimately, what separates those who rebound from those who stay stuck isn’t luck or talent—it’s mindset.

What Is a Growth Mindset?

Psychologist Carol Dweck coined the term growth mindset to describe the belief that abilities and intelligence can be developed through effort, learning, and perseverance. In contrast, a fixed mindset assumes that talent, intelligence, and success are static—you either “have it” or you don’t.

Think about the language we often use:

  • Fixed mindset: “I’m just not good at that.”
  • Growth mindset: “I’m not good at that yet.”

That one small word—yet—signals possibility. It’s a belief that learning, feedback, and practice can change outcomes.

People with a growth mindset:

  • Embrace challenges instead of avoiding them.
  • See feedback as useful information, not personal criticism.
  • Persist when things get hard.
  • Find inspiration in others’ success.
  • Focus on effort and learning, not perfection.

As Ashley Miller, an expert in organizational psychology, stated, “Professional success isn’t about luck; it’s about willingness to learn, courage to fail, and resilience to grow” (SHRM—HR Quarterly, Winter 2025).

Why Mindset Matters—at Work and in Life

In today’s world of constant change—new technologies, shifting job roles, evolving expectations—a growth mindset isn’t optional. It’s a core life skill.

At work, it means:

  • Leaders who view mistakes as learning opportunities create psychologically safe teams where innovation thrives.
  • Employees who see feedback as a gift become more adaptable and engaged.
  • Organizations that celebrate effort and progress over perfection build resilience and stronger cultures.

In life, it means being able to say:
“I didn’t get the outcome I wanted—what can I learn from it?” rather than “I guess I wasn’t good enough.”

Growth-minded people recover faster, collaborate more openly, and feel more satisfied because they define success as progress, not perfection.

Reframing Failure as Fuel

A setback doesn’t mean you’ve failed; it simply means you’ve learned something new about the path ahead. As one of my favorite mantras says:

“Failure isn’t a setback—it’s a setup for growth.”

When something doesn’t go as planned, ask yourself:

  • What did I learn?
  • How can I use this experience next time?
  • What’s my next step?

Instead of saying, “Why me?” think, “Why not me?” Instead of replaying what went wrong, focus on what’s next. Every challenge teaches us something about our strengths, habits, and blind spots. It’s not about ignoring mistakes—it’s about mining them for meaning. Mistakes are a path toward learning.

The Language of Learning

Words matter. The stories we tell ourselves shape what we believe is possible. Remember—your self-talk is how you train your brain. Try reframing your self-talk:

Instead of… Try saying…
“I can’t do this.” “I can’t do this yet.”
“I failed.” “I’m learning.”
“I’m not good at this.” “I’m getting better every time I try.”

When leaders model this language, teams follow. Reframing creates space for experimentation, curiosity, and continuous improvement.

Feedback: The Fuel for Growth

Feedback can sting, but it’s one of the most powerful tools for growth. When we receive it with openness, it helps us adjust and expand our capabilities.

Here are a few ways to handle feedback like a pro:

  • Listen fully. Focus on understanding, not defending.
  • Ask clarifying questions. “Can you share an example?” “What would improvement look like?”
  • Reflect before reacting. Give yourself space to process.
  • Express gratitude. Thank the person for their time, observations, and perspective.

And when giving feedback:

  • Be specific and timely.
  • Focus on behaviors and effort, not personality.
  • Frame it as a shared goal: “Let’s explore how you can strengthen this skill.”
  • Always communicate your intent—to help, not to judge.

The goal isn’t to avoid discomfort; it’s to build trust and create learning moments for both sides.

Habits That Strengthen a Growth Mindset

Growth isn’t a single decision—it’s a daily practice. Try integrating these small but powerful habits:

  • Set learning goals. Instead of saying, “I want to get better at managing projects,” try, “In the next two team initiatives, I’ll focus on improving how I delegate and track progress by using our project-management tool and asking my peers for feedback on my updates.”
  • Celebrate small wins. Recognize effort, not just outcomes.
  • Ask questions. Curiosity drives creativity and insight.
  • Reflect regularly. Journaling, mindfulness, or end-of-day reviews help cement learning.
  • Adopt ‘progress over perfection.’ Each step forward counts.

Remember: growth doesn’t happen in your comfort zone—it happens in your stretch zone. So take a step outside.

Applying It in the Workplace

Leaders play a vital role in modeling and nurturing growth mindset cultures. Here’s how:

  • Encourage experimentation and celebrate effort, even when results fall short.
  • Share your own learning moments with your team.
  • Recognize employees for curiosity, persistence, and collaboration—not just output.
  • Provide development opportunities and time for reflection.

As Dr. Nabil El-Ghoroury reminds us, even Thomas Edison’s thousands of failed attempts were part of the invention process—each one provided valuable data for success (SHRM—HR Quarterly, Winter 2025).

When organizations reward learning and adaptability, employees feel safe to innovate and grow.

Your Growth Challenge

I often remind participants at the end of my programs to make a commitment to themselves about what they are going to work on toward improvement based on the topic we just covered.

“Growth is a journey, not a destination.”

So, here’s your challenge: identify one area in your work or personal life where you’ve been playing it safe.

  • What belief might be holding you back?
  • What’s one action you could take this week to stretch your growth mindset muscle?
  • Who could help hold you accountable?

Write it down. Share it with someone. Take that first step.

Because the truth is—you’re capable of more than you realize. With effort, curiosity, and persistence, you can turn every “I can’t” into “I can’t yet,” and every setback into your next setup for success.

Too Sick to Work, Too Stubborn to Stay Home

Client: I’ve got an employee who keeps coming to work sick. They say they don’t want to use their leave, but it’s putting the rest of the team at risk. What do I do?

Consultant: This is a tricky and important one. First, in Oregon, you’re required to provide sick time—up to 40 hours per year. If you have 10 or more employees (or six or more in Portland), that time has to be paid. Employees are entitled to use it when they’re sick, and you can’t retaliate against them for doing so.

Client: So, if they don’t want to use their sick time, I can’t make them stay home?

Consultant: You actually can send them home if they’re visibly ill and potentially contagious. Safety of the workplace is a legitimate concern. The difference is you can’t punish them for using sick leave, and you need to follow your policy for when leave is paid or unpaid. In Oregon, sick leave must be protected, and employees must be allowed to use it for their own illness, caring for family, or even public health emergencies.

Client: What about other states? I’ve got staff outside Oregon too.

Consultant: Good point. State laws vary widely. For example:

  • Washington also requires paid sick leave for all employees, with no minimum company size.
  • California recently expanded its sick leave law to at least 40 hours, and some cities require more.
  • Idaho doesn’t mandate paid sick leave at all—it’s up to the employer’s policy.

This means if you’re multistate, you need to align with the most generous requirement in each location or create a universal policy that meets all of them.

Client: So, what do I say to the employee who insists on coming in?

Consultant: Keep it direct and policy-based, not personal.

Try this:
“I appreciate your dedication in wanting to be here, and at the same time, working while sick puts others at risk. Our policy requires you to use sick leave when you’re ill. Let’s make sure you take the time you need to recover.”

Client: What if they say they can’t afford to take time off?

Consultant: That’s common. Remind them that in Oregon, their sick time is protected and—depending on your size—paid. If they’ve used all their sick leave, you can explore options like vacation, PTO, or even unpaid leave. Some organizations also allow remote work if the employee is well enough to perform duties but contagious.

Client: And if they keep ignoring the policy?

Consultant: Then it shifts from being a health concern to a performance or policy compliance issue. Document your conversations, remind them of their obligations, and if needed, move into corrective action. Just be sure to separate your enforcement of workplace safety from any perception that you’re penalizing them for being sick, which could be viewed as retaliation.

Client: So, the key is to balance compliance with state laws, protect the workplace, and set clear expectations?

Consultant: Exactly. Reinforce that sick leave exists for a reason, apply your policy consistently, and always check state-specific requirements. It protects your team’s health and keeps your organization on the right side of the law.

And if you ever need help aligning policies across multiple states, clarifying your sick leave procedures, or structuring those not-so-fun conversations, we’re here to support you.

Honoring Life and Legacy: Celebrating Dia de los Muertos

Every year on November 1 and 2, many people across Mexico, Latin America, and the United States celebrate Día de los Muertos—the Day of the Dead. Far from being a somber occasion, this centuries-old tradition is a vibrant, joyful time to honor the lives of loved ones who have passed away, celebrate their memory, and embrace the idea that they are still part of our lives.

A Living Tradition

Rooted in both Indigenous Aztec rituals and Catholic All Saints’ and All Souls’ Days, Día de los Muertos blends cultural and spiritual traditions. Families create ofrendas (altars) decorated with marigolds, candles, photographs, and favorite foods of the departed. These displays aren’t about mourning—they’re about welcoming spirits back for a visit, sharing stories, and celebrating the joy they brought to our lives.

Symbols That Tell Stories

You’ve probably seen the colorful calaveras (sugar skulls), papel picado (intricately cut paper banners), and paths of bright orange cempasúchil (marigold flowers). Each element carries meaning:

  • Marigolds are thought to guide spirits home with their vibrant color and scent.
  • Sugar skulls symbolize the sweetness of life.
  • Papel picado represents the fragility of life, swaying in the breeze.

Celebrating in the Workplace

While Día de los Muertos is deeply personal, organizations can respectfully acknowledge it in ways that honor its cultural significance:

  • Create a Memory Wall or Table – Invite employees to bring in photos or write notes about loved ones (pets included!).
  • Share Stories – Host a lunchtime gathering for storytelling, music, and learning about the tradition.
  • Incorporate Art and Color – Display papel picado or marigold arrangements in common areas.
  • Learn Together – Share articles, videos, or a short presentation on the history and meaning behind the holiday.

Why It Matters at Work

Acknowledging holidays like Día de los Muertos builds cultural awareness, strengthens relationships, and reminds us that people bring their whole selves to work—including their history, heritage, and heart. Celebrating together can be a moment of connection that lasts beyond the holiday itself.

In the end, Día de los Muertos isn’t about death—it’s about the beauty and continuity of life, the importance of family and community, and the joy of remembering. And those are values worth honoring every day.