Category: Fun

U = Understanding Starts with Curiosity 

Before we go any further, a reminder of what FUN means in this series. 

FUN is not about forced smiles, mandatory participation, or trying to make work something it isn’t. FUN is about creating workplaces where people are allowed to be human — where emotions are acknowledged, curiosity replaces assumptions, and connection is offered without pressure. 

That’s why FUN stands for Feelings · Understanding · No Pressure. 

And today, we focus on Understanding. 

 

Understanding Starts with Curiosity 

Most workplace tension does not start with bad intent.
It starts with assumptions. 

We assume someone is being difficult.
We assume a tone meant something it didn’t.
We assume silence equals disengagement.
We assume urgency equals disrespect. 

FUN organizations pause before filling in the blanks. 

They choose curiosity first. 

 

What Understanding Actually Looks Like at Work 

Understanding does not mean agreement.
It does not mean lowering expectations.
And it does not mean avoiding accountability. 

Understanding means: 

• Asking before concluding 

• Listening without preparing a rebuttal 

• Slowing down long enough to hear context 

• Allowing space for explanations without defensiveness 

Curiosity changes conversations because it removes the need to win. 

 

Why Assumptions Are So Expensive 

Unchecked assumptions quietly drain organizations by creating: 

• Miscommunication 

• Unnecessary conflict 

• Hurt feelings that never get addressed 

• “Us versus them” thinking 

Once assumptions take over, people stop listening. They start protecting. 

Understanding interrupts that cycle. 

 

What FUN Looks Like with Understanding 

In FUN organizations: 

• Questions are asked with genuine interest 

• Clarification is not treated as confrontation 

• People feel safe explaining their perspective 

• Disagreements stay respectful instead of personal 

Curiosity lowers the temperature in the room. And when the temperature drops, FUN has room to exist. 

 

The FUN Challenge: Understanding 

This month, replace one assumption with a question. 

Try: 

• “Can you help me understand your thinking?” 

• “What might I be missing here?” 

• “What’s going on from your perspective?” 

Ask the question.
Listen to the answer.
Resist the urge to correct or defend. 

That moment of curiosity is the work. 

 

Why This Matters 

People want to be understood more than they want to be right. 

When understanding becomes the default, trust strengthens. When trust strengthens, conversations improve. And when conversations improve, FUN becomes part of how work happens — not something added on. 

 

Coming Up Next in the FUN Series… 

Next, we move to N = No Pressure — why connection and fun work best when they are offered as invitations, not expectations. 

Feelings · Understanding · No Pressure 

In every organization, FUN must exist. 

Not the forced kind.
Not the “everyone smile, this is fun” kind.
And not the once-a-year event that no one talks about again. 

The kind of FUN we are talking about is quieter, steadier, and far more impactful. It shows up in how people treat each other, how leaders respond on hard days, and how connection is allowed to happen without a script. 

For 2026, our FUN blog series is built around a simple framework that reflects how work really happens: 

 

F · U · N 

F = Feelings 

Emotional awareness belongs at work. 

Work involves people. People have emotions. Pretending otherwise does not create professionalism—it creates distance. 

This part of FUN is about recognizing that employees bring their full selves to work: pride, stress, excitement, frustration, and everything in between. FUN organizations do not demand positivity. They make space for reality. 

The FUN Challenge: 
Acknowledge feelings without fixing, minimizing, or rushing past them. 

 

U = Understanding 

Assume positive intent. Lead with curiosity. 

Misunderstandings happen. Tension happens. Bad days happen. FUN organizations choose curiosity before conclusions. 

Understanding does not mean agreement. It means slowing down long enough to ask questions, listen, and seek context before reacting. 

The FUN Challenge: 
Replace one assumption with a question. 

 

N = No Pressure 

Connection and fun are invitations, not obligations. 

This might be the most important letter. 

FUN is not mandatory. Participation is not performance. Connection cannot be forced—and when it is, it stops being fun. 

FUN organizations offer opportunities to connect and enjoy work without expectation, tracking, or judgment. 

The FUN Challenge: 
Create space for connection with zero requirement to participate. 

 

What This FUN Series Is About 

This year-long series is a call to action, not a checklist. 

Each FUN post in 2026 will: 

• Focus on one letter of FUN 

• Offer simple, realistic challenges 

• Encourage small moments of humanity 

• Leave room for imperfection and laughter 

This is not about doing more.
It is about doing one thing differently. 

 

The 2026 FUN Invitation 

Try it.
Adapt it.
Skip it on the weeks when everything feels heavy. 

FUN works best when it is offered with care, curiosity, and zero pressure. 

Because when people feel understood, allowed, and human at work—
FUN tends to show up all on its own. 

Welcome to the 2026 FUN series. 

December 30th is National Bacon Day, and if you didn’t know—now you do. Consider it a public service announcement from your friends at HR Answers, where curiosity is always welcome and breakfast opinions are taken very seriously.

Some things you may not know about bacon:

• The phrase “bringing home the bacon” dates back to 12th-century England, when men who could go a year without fighting with their wives were awarded a side of bacon. (We suspect there were very few winners.)
• There’s an International Bacon Film Festival. No, we’re not kidding.
• The average American eats 18 pounds of bacon per year. Some of that might be emotional support bacon, and that’s okay.

And just for fun…If bacon were an HR task, what would it be?

• “Employee recognition—because it makes everything better.”
• “Exit interviews—surprisingly honest and occasionally smoky.”
• “Rewriting job descriptions for the fifth time—chewy, satisfying, and someone always wants more.”

At HR Answers, we love a good tradition (and a good laugh). We’re not in the bacon business—but we do appreciate what it stands for: bringing people together, creating moments of joy, and occasionally stealing the spotlight.

So today, whether you’re starting your morning with a strip, a sizzle, or a smile—enjoy it. You’ve earned it.

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.

Avast Ye, It’s Talk Like a Pirate Day! HR Lessons from the Seven Cubicles

Every September 19th, we at HR Answers polish our hook hands, dust off our eye patches, and brace ourselves for *Talk Like a Pirate Day* — a completely unnecessary and totally delightful occasion that gives us a perfect excuse to drop “Arrr!” into our strategic planning meetings.

This year, in honor of our 40th anniversary, we’re sailing into the archives of swashbuckling HR tales to bring you:
Five Pirate-Inspired Workplace Lessons (That Actually Make Sense)

1. The Code is More What You’d Call Guidelines.
Translation: Your employee handbook won’t cover everything.
We’re big fans of policies that provide direction without turning managers into parrots reciting procedures. The best handbooks give a strong compass heading, then trust the crew (managers) to navigate stormy waters using good judgment. If you’re overdue for a refresh, consider adding a companion guide. Or better yet, let us help you chart one.

2. Dead Men Tell No Tales… But Documented Conversations Do.
When a conflict arises, it’s tempting to bury the treasure (a.k.a. the issue) and pretend the map was lost. Don’t. Conversations that are timely, documented, and anchored in expectations are worth their weight in doubloons. Remember: coaching first, discipline only when necessary, and never skip the part where you write it down.

3. Walk the Plank? Nah. Offer Feedback First.
Even the saltiest of sea dogs deserves to know where they stand. If you’re about to make a major shift in someone’s role or responsibilities, start with a conversation — not a cannon blast. Feedback, when given with clarity and care, can keep your team from abandoning ship.

4. Keep Yer Hands Off Me Booty (a.k.a. Compensation Strategy)
Fair pay practices aren’t just about the treasure chest. They’re about transparency, internal equity, and meeting legal standards (we see you, Oregon Pay Equity Act). Whether you’re building a pay structure or making individual offers, you need a plan more reliable than a tattered map.

5. X Marks the Spot… But Only If the Job Description is Accurate
You wouldn’t launch a voyage without a map. So why launch a recruitment without a current job description? Outdated or vague descriptions lead to mutiny (read: poor hires, performance issues, and disengaged crew). Review yours at least once a year. Or better yet, let’s co-write one that actually reflects the job and the culture.

We may not have a parrot on our shoulder or a spyglass in the break room (yet), but we do know the secret to keeping your organization afloat: a strong HR foundation, built with heart, humor, and a clear-eyed view of what’s next.

So today, toss on a bandana, raise your mug of cold brew, and give a hearty:
“Here’s to smoother sailing — with HR as your first mate.”

National Day of Relaxation is designed to remind us that stress is optional and deep breaths are free. While many workplaces resemble a high-speed treadmill with a missing stop button, HR knows that relaxation isn’t just a luxury—it’s a strategy.

Contrary to popular belief, HR doesn’t thrive on chaos. We don’t wake up in the morning and think, Let’s make today as stressful as possible! In fact, our job is to create a workplace where relaxation isn’t just a once-a-year holiday but an actual, everyday possibility.

So, while the world scrambles to figure out how to relax today, HR is over here already implementing the blueprint.

HR’s Guide to a Frenzy-Free Culture
HR doesn’t just survive in the storm; we prevent the storm from happening in the first place. Here’s how:

1. Clear Policies = Fewer Fire Drills
Ever notice how workplaces with clear expectations and well-communicated policies tend to have fewer meltdowns? That’s not a coincidence. HR makes sure PTO isn’t a mystery, workloads are manageable, and nobody has to “check with three different people” just to take a lunch break.

Relaxation thrives in a culture where people aren’t constantly putting out fires they didn’t start.

2. Boundaries Are the Ultimate Stress-Reducer
HR is the department that gently (or firmly) reminds everyone that urgent doesn’t mean immediate, and work-life balance isn’t just a trendy phrase—it’s a necessity.

• It’s 10 PM? That email can wait.
• Working through lunch again? Let’s talk about sustainable workloads.
• PTO guilt? No, absolutely not. Take the vacation, and don’t check your email.

Frenzy is optional. Boundaries are policy-backed relaxation.

3. Conflict Management = Preventative Relaxation
Few things disrupt the calm like unresolved tension. That’s why HR doesn’t let issues simmer until they become a full boil. We create open-door cultures where concerns are addressed early, not when they’ve snowballed into “HR needs to get involved” territory.

(Translation: Relaxation is a lot easier when you’re not dreading running into “that person” from Accounting in the breakroom.)

4. Normalizing Breaks & Mental Health Days
The best workplaces normalize relaxation year-round, not just on a designated holiday. HR makes sure:

• Employees actually take their PTO instead of hoarding it like gold.
• Work isn’t a competition of who can look the busiest.
• Nobody has to whisper the words “mental health day” like it’s a secret.

HR sets the expectation that rest isn’t earned through burnout—it’s part of doing good work.
While Others Scramble, HR Steadies the Ship.

While some departments spend National Day of Relaxation trying to squeeze in five minutes of mindfulness between frantic meetings, HR is the steady hand on the wheel.

We’ve seen what an unrelaxed workplace looks like—and we’re committed to building something better. Not just today, but every day.

So, if you’re feeling frazzled, overworked, or like relaxation is a nice idea for someone else, take a page from HR’s playbook:

• Set clear expectations.
• Respect your boundaries.
• Address problems early.
• Take your PTO.
• And for the love of all things good, stop answering emails at 10 PM.

Happy National Day of Relaxation—or, as HR prefers to call it, “Tuesday.”

Work is more than just deadlines and meetings—it’s where we spend a big chunk of our time, and the best part? The people we share it with. Enter: the Workplace Bestie, the one who makes every workday smoother, more enjoyable, and full of inside jokes.

While we celebrate friendship in all forms today, let’s take a moment to appreciate the coworker-turned-friend who makes even the busiest days better.

Signs You’ve Found Your Workplace Bestie

1. Your Silent Meeting Language is Perfected
Who needs words when a well-timed eyebrow raise or side-eye says it all? You and your work bestie can sit across the room and have an entire conversation like:

“That was a bold idea—let’s see how this plays out.”
“We are 10 minutes over, but I know you’ve got my back if I make a ‘wrap-up’ comment.”
“Lunch after this? Obviously.”

2. The Instant Debrief Partner
Big news? Funny email? Unexpected policy update? They’re the first person you tell. Whether it’s a Slack message, a quick hallway chat, or the classic “Meet me in the breakroom,” your bestie is always ready for a recap and a good laugh.

3. The Unofficial Snack & Coffee Sponsor
Need a caffeine boost before the next meeting? Out of your favorite snack? Your work bestie already knows your go-to order. And when they come back from a coffee run with an extra one just for you? That’s true friendship.

4. The Productivity and Fun Balance
Workplace besties keep each other on track while making sure there’s room for fun, creativity, and those much-needed laugh breaks. Whether it’s tackling a project together or keeping the mood light with a funny GIF, work just feels better when you’re in it together.

5. The “We’ve Got This” Attitude
Challenges? Tight deadlines? Surprise assignments? It’s all manageable when you have the right people around you. Your work bestie is the one who says, “Okay, let’s make a plan,” and just like that, you’re back on track—with teamwork and a positive mindset.

Celebrate Your Work Bestie Today!
Having a friend at work makes everything more enjoyable—whether you’re collaborating, brainstorming, or just sharing a quick joke in between tasks. So today, give a shoutout to your workplace bestie with a coffee, a high five, or just a simple, “I appreciate you.”

Because work isn’t just about the job—it’s about the people who make it great. Happy International Day of Friendship!

Ah, Best Friends Day—a time to celebrate the one person who knows all your secrets, has seen you at your absolute worst, and somehow still claims you in public. On June 8, 2025, we honor the besties, ride-or-dies, and emotional support humans who make life infinitely more entertaining.

The Stages of Best Friendship
Best friendships don’t happen overnight. No, they are built through a series of trust exercises (intentional or accidental) that prove your loyalty, including:

The “Will You Lie for Me?” Phase
You casually test the waters with something minor—like “If I leave this party early, will you tell everyone I got food poisoning?” The best friend response? “Of course. I’ll even add dramatic details for realism.”

The “I Need You to Validate My Terrible Decisions” Phase
Whether it’s a questionable haircut, a toxic ex, or the third iced coffee of the day, your best friend supports you 100%. Maybe with a slight side-eye, but support nonetheless.

The “We Communicate in Glances Now” Phase
No words are needed. A single look across the room says everything: “This meeting should have been an email.” “That person is lying.” “We need to leave immediately.” Telepathy achieved.

The “I’ve Seen You Ugly Cry and I Still Love You” Phase
If someone has held you while you sobbed over a failed work project, a canceled TV show, or an online shopping mistake, congratulations—you have a true best friend.

How to Celebrate Best Friends Day (Without Getting Arrested)

• Reminisce About Your Most Embarrassing Moments – Preferably in public. Loudly.
• Exchange Gifts That Make No Sense to Anyone Else – A rock from a trip five years ago? A photo of that one waiter who looked like that one movie star? Peak bestie energy.
• Coordinate Your Outfits (Badly) – Whether it’s matching pajamas or a recreation of your questionable fashion choices from high school, go all in.
• Send an Unhinged Text at 2 AM – Best friends don’t judge middle-of-the-night thoughts like “If tomatoes are fruit, is ketchup a smoothie?”

A Final Word to Best Friends Everywhere
Best friends are a rare and precious breed—the only people who will call you out on your nonsense while simultaneously hyping you up. So, on June 8, send that dramatic “I couldn’t survive without you” text, plan a day of chaos, and remind your bestie why they’ve made the (possibly regrettable) choice to stick with you.

And if you’re reading this thinking, Wait… do I have a best friend?—good news! It’s never too late to start annoying someone into loving you. Happy Best Friends Day!

May 31, 2025 – Mark your calendars, HR pros, because today we celebrate National Smile Day! Yes, a whole day dedicated to showing those pearly whites and pretending that inbox of unread emails doesn’t exist.

If you work in HR, you know smiling isn’t just about looking friendly—it’s a survival skill. We smile when someone says, “We don’t need HR; we’re like a family here.” We smile when a manager insists, “We don’t have a morale problem—people just don’t want to work anymore.” And we definitely smile when an employee asks, “Can I take my emotional support ferret to the company retreat?”

But today, let’s talk about the science of smiling and why HR professionals are basically the Olympians of the practice.

Why Smiling is Your Secret HR Superpower
Smiling has all kinds of benefits—reducing stress, improving mood, and making you seem 37% more approachable when delivering bad news (okay, I made that stat up, but it feels true). Studies show that even a fake smile can trick your brain into feeling happier. This explains why we all instinctively grin when someone asks, “Got a minute?” (which, in HR language, always means at least an hour and probably a lawsuit).

HR’s Greatest Smile Challenges
HR professionals have developed highly specialized smiling techniques to survive our daily reality. Some of the most common include:

• The “I’m Listening” Smile – Used in meetings when someone says, “I just don’t understand why we can’t pay everyone whatever they want.” This smile is warm but conceals deep existential exhaustion.
• The “I Swear I’m Not Judging You” Smile – Required when an employee asks if they can expense their dog’s grooming because “technically, she’s my emotional support animal.”
• The “Absolutely Not” Smile – This is the one you use when a manager wants to fire someone on the spot, but you have to remind them that, no, Tim’s bad vibes are not grounds for termination.
• The “Please, Please Read the Handbook” Smile – Deployed when an employee insists, “But I thought unlimited PTO meant I could take the whole summer off?”

How to Celebrate National Smile Day in HR
Now that we’ve identified the smiles of the trade, let’s talk about how to celebrate:

• Send a Memo About Smiling – Because nothing says authentic joy like a company-wide email encouraging forced happiness!
• Hand Out Mirror Self-Checks – A helpful tool for those employees who claim, “I’m totally smiling,” but actually look like they’re plotting revenge.
• Create a “Try Not to Smile” Challenge – Tell employees HR is reviewing job descriptions and compensation. Watch as they nervously smirk through the panic.
• Implement a New Policy: Smile or Else! – Just kidding. That’s how HR gets investigated.

Of course, none of these are realistic and, admit it, you actually smiled while reading those.

HR professionals are the glue holding the workplace together, and sometimes that means smiling through chaos. Today, let’s celebrate the real smiles—the ones that happen when someone gets a well-deserved promotion, when a conflict is resolved peacefully, or when an employee finally reads the PTO policy before booking a month-long trip to Bali.

So go forth, HR warriors, and spread those smiles. Just…maybe not the “I’m about to lose it” smile. That one scares people.