A Call for Employers to Reflect and Respond

April is National Stress Awareness Month, a reminder that workplace stress isn’t just an employee issue—it’s an organizational one. While some stress is inevitable, too much of it, especially when caused by unclear expectations, overwhelming workloads, or a culture of always being “on,” can lead to burnout, disengagement, and turnover. The good news? Employers have the power to minimize unnecessary stress and create an environment where employees feel supported, valued, and able to do their best work.

The Employer’s Role in Reducing Workplace Stress
A healthy workplace culture doesn’t happen by accident. It requires intentional choices that prioritize both performance and well-being. Here’s what employers can do to keep stress in check while maintaining a productive and positive work environment.

1. Set Clear Expectations
Uncertainty is a major stressor. When employees don’t fully understand their roles, priorities shift without explanation, or performance expectations are vague, stress levels rise. Employers can help by:
– Providing clear job descriptions and well-defined goals.
– Communicating changes in priorities early and often.
– Offering constructive feedback regularly, not just during performance reviews.

2. Promote Work-Life Balance (and Mean It)
Telling employees to “take care of themselves” while expecting them to answer emails at all hours sends mixed messages. Leaders should model healthy boundaries by:
– Encouraging (and respecting) time off—whether that’s lunch breaks, PTO, or personal time.
– Avoiding after-hours emails unless truly urgent.
– Allowing flexible work arrangements where possible.

3. Foster a Culture of Psychological Safety
Employees shouldn’t feel afraid to speak up about workload concerns, personal challenges, or even mistakes. A psychologically safe workplace reduces stress by making people feel heard and supported. Employers can:
– Encourage open conversations about stress and workload.
– Respond to concerns with solutions, not judgment.
– Train managers to recognize stress and respond with empathy.

4. Monitor and Manage Workloads
Too much work and too little time is a recipe for burnout. While businesses have goals to meet, constantly pushing employees past their limits is counterproductive. Leaders should:
– Regularly check in with employees to assess workload.
– Reallocate tasks when teams are overwhelmed.
– Ensure expectations are realistic and achievable.

5. Recognize Effort, Not Just Results
Employees who feel undervalued experience higher stress levels. Recognition doesn’t have to be extravagant—simple, genuine acknowledgment makes a big difference. Employers can:
– Celebrate contributions, not just big wins.
– Offer regular appreciation in meetings, emails, or one-on-ones.
– Ensure employees know their work matters to the organization’s success.

6. Provide Mental Health Resources and Support
Beyond workload management, employers should actively promote mental health resources. Stress is part of life, but employees should never feel like they have to manage it alone. Support options include:
– Employee Assistance Programs (EAPs) for counseling and resources.
– Wellness initiatives like mindfulness sessions, stress management workshops, or fitness stipends.
– Ensuring employees feel comfortable using these resources without stigma.

A Challenge for Employers: Take the Self-Check
This Stress Awareness Month, take an honest look at your organization’s role in workplace stress. Ask yourself:

– Do we create a culture where employees feel safe to express concerns about workload or stress?
– Do our policies support balance, or do they create an “always available” expectation?
– Are we actively checking in with employees, about their work and about their well-being?

Workplace stress won’t disappear entirely, and by making intentional changes, we can minimize unnecessary pressure and create an environment where employees can thrive. Small shifts lead to big results—what’s one thing you can adjust today to reduce stress in your workplace?

Celebrating 40 Years of HR Answers: A Journey of Partnership, Progress, and Possibility

As we celebrate this milestone, we’re taking a moment to reflect on our journey, the relationships we’ve built, and the exciting future ahead.

Over the next several months, we’ll be sharing stories, insights, and lessons learned from 40 years in the organization. This isn’t just our story—it’s yours too. From the HR professionals we’ve supported to the organizations we’ve helped grow, our success has always been about people, partnership, progress, and possibility.  If there’s one thing we’ve learned over four decades, it’s this: HR is not a solo act—it’s a team sport.

HR Isn’t Just About Policies—It’s About People

At its core, HR is about building connections. Sure, we can talk about compliance, best practices, and the latest workplace trends (and we often do). However, at the end of the day, HR is about people. And people thrive when they work together.

Think about the best workplaces you’ve been a part of. What made them great? It wasn’t just a solid employee handbook or a well-run benefits program. It was the people, the culture, and the partnerships.

Through our consulting, we’ve seen firsthand how successful organizations embrace collaboration—within their HR teams, and across entire organizations. They understand that HR isn’t a department tucked away in a corner; it’s a key driver of organizational success.

HR professionals work with leaders, employees, vendors, industry peers, and even community partners to create workplaces that work. When HR operates in a silo, organizations struggle. When HR works together with others, organizations thrive.

The Partnerships That Shape HR Answers

We wouldn’t be here today without the incredible partnerships we’ve built along the way. From small organizations to large organizations, from public sector agencies to private corporations, we’ve had the privilege of working with a diverse range of clients—each with their own unique challenges and goals.

While we’ve spent years helping others, we’ve also been helped. The HR community is filled with brilliant, generous professionals who share knowledge, offer support, and lift each other up. Some of the most valuable lessons we’ve learned over the years have come from the very people we set out to help.

HR Answers is not just about providing expertise—it’s about building relationships that drive success. Whether through consulting, coaching, or training, our goal has always been to work with organizations, not just for them.

Celebrating the HR Community

One of the best parts of reaching a milestone like 40 years in this organization is the opportunity to say thank you.

  • To our clients: Thank you for trusting us with your HR needs. Your challenges have become our challenges, and your successes have been our greatest rewards.
  • To our partners: Thank you for your collaboration and support. HR isn’t just about internal teams—it’s about the networks we create, and we’re grateful for the relationships we’ve built. Our current partners can be found here.
  • To the HR professionals we’ve worked with: Thank you for your dedication to making workplaces better. You are the heart of every successful organization.

The Power of Working Together

As we look ahead to the next 40 years, we’re more committed than ever to strengthening partnerships in the HR world.

  • We’ll continue to provide resources and guidance that help organizations navigate change.
  • We’ll keep fostering connections between HR professionals and organization leaders.
  • And we’ll remain a trusted partner—because no one should have to figure out HR alone.

If there’s one idea we hope every HR professional takes to heart, it’s this: HR is stronger when we work together. Whether you’re building relationships within your organization, partnering with industry peers, or seeking outside support, remember—you don’t have to do this alone.

HR is a team sport, and we’re honored to be on your team.

Next Up: HR Then & Now – 40 Years of Change

Stay tuned as we explore how HR has evolved over the past four decades, what’s changed (and what hasn’t), and what today’s HR professionals can learn from the past.

 

 

Creating A Workplace Where Everyone Thrives

March is Developmental Disability Awareness Month, a time to recognize and celebrate the contributions of individuals with developmental disabilities in our workplaces and communities. For employers, this month serves as a reminder to foster inclusive environments where all employees—regardless of ability—feel valued, respected, and empowered to succeed.

Why Developmental Disability Awareness Matters
According to the CDC, one in six children in the U.S. is diagnosed with a developmental disability, and many of these individuals continue to face employment barriers into adulthood. A commitment to developmental disability awareness isn’t just about compliance with laws like the Americans with Disabilities Act (ADA)—it’s about creating a culture where everyone has the opportunity to contribute their talents fully and equitably.

When organizations prioritize inclusivity, they unlock benefits such as:

  • Greater innovation and problem-solving – A diverse workforce brings unique perspectives that drive creative solutions.
  • Higher employee engagement – Employees who feel valued are more productive, satisfied, and committed to their work.
  • Stronger reputation and retention – Companies known for inclusivity attract top talent and maintain a loyal workforce.

Creating a Culture of Inclusion
Employers can take simple but meaningful steps to foster an environment that supports employees with developmental disabilities. Here’s how:

  1. Ensure Accessibility – Review physical and digital spaces to confirm they meet accessibility standards. Simple changes like captioning videos, using screen-reader-friendly software, and ensuring workspaces are navigable can make a significant difference.
  2. Provide Reasonable Accommodations – Work with employees to identify and implement reasonable accommodations that allow them to perform their jobs effectively. Flexibility in work arrangements, assistive technologies, and clear communication channels can be game-changers.
  3. Encourage Open Dialogue – Normalize conversations about developmental disabilities by fostering a workplace culture where employees feel comfortable requesting accommodations without fear of stigma or retaliation.
  4. Train and Educate – Provide ongoing disability awareness training for managers and staff. Education helps break down biases and misconceptions, replacing them with understanding and advocacy.
  5. Lead with Empathy – Inclusion starts at the top. When leaders prioritize empathy and model inclusive behavior, it trickles down through the entire organization.

The Call to Action: Kindness, Respect, and Humanity
At the heart of developmental disability awareness is a simple yet profound truth: we are all just trying to live our best lives. Whether someone has a visible or invisible developmental disability, every person deserves to be treated with dignity, kindness, and respect.

While fostering an inclusive workplace certainly mitigates the risk of discrimination claims and lawsuits, the real reason to commit to this effort is far greater: it’s the right thing to do. We each have a role in creating a culture where no one feels like an outsider, and where every person—regardless of ability—has the opportunity to succeed.

This Developmental Disability Awareness Month, take a moment to reflect on what you can do to make your workplace more inclusive. Start small, listen, learn, and act. Because when we build workplaces rooted in respect and equity, we create an environment where everyone can thrive.

Let’s work together to build a world where inclusion isn’t just an initiative—it’s a way of doing business.

Beyond February: Honoring Black History Every Day

Every February, Black History Month serves as a powerful reminder of the resilience, contributions, and impact of Black individuals throughout history. It’s a time to honor those who paved the way for progress, to reflect on the struggles that continue, and to take meaningful action toward a more equitable future.

A Legacy of Strength and Innovation
From groundbreaking scientific advancements to cultural movements that have reshaped art, music, and literature, Black history is deeply woven into the fabric of society. Innovators like Dr. Shirley Jackson, whose work in telecommunications laid the foundation for modern technology, and Katherine Johnson, whose mathematical genius helped send astronauts to the moon, remind us of the immense talent and intellect that has shaped our world.

The civil rights movement, championed by leaders like Martin Luther King Jr., Rosa Parks, Malcolm X, and countless unsung heroes, brought transformative change that continues to influence today’s social justice efforts. Black artists, poets, and musicians, from Langston Hughes to Beyoncé, have used their craft to tell stories of struggle, joy, and triumph, creating cultural milestones that resonate globally.

More Than a Month: A Call to Action
While February shines a spotlight on Black history, true appreciation extends beyond a single month. Here are ways we can honor Black history year-round:

  • Educate Yourself and Others – Read books, listen to podcasts, and explore documentaries that dive into Black history and culture. Works like The Warmth of Other Suns by Isabel Wilkerson or The Fire Next Time by James Baldwin provide deep insights into Black experiences in America.
  • Support Black-Owned Businesses – Economic empowerment is a key factor in achieving lasting change. Seek out and support Black entrepreneurs, creators, and service providers in your community and beyond.
  • Engage in Conversations About Equity – Creating meaningful change starts with awareness. Encourage discussions at home, in the workplace, and within your community about diversity, inclusion, and the importance of equal opportunities for all.
  • Advocate and Take Action – Support policies and organizations that work toward racial justice and equality. Volunteer your time, donate to causes that uplift Black communities, and use your voice to stand against discrimination.

Moving Forward Together
Black history is a shared history—a testament to the resilience, brilliance, and strength of a people who have continually overcome adversity to shape the world we live in today. As we celebrate Black History Month, let’s commit to not just remembering, but also uplifting, amplifying, and supporting Black voices every day of the year.

How will you honor Black History Month? Take a moment to reflect, learn, and take action in ways that contribute to a more inclusive and just society.

January is National Blood Donors Month

January is a month full of fresh starts and renewed energy and we are also reminded of an essential cause that touches countless lives—National Blood Donor Month. Since 1970, this month has served as a time to recognize the life-saving contributions of blood donors and raise awareness about the ongoing need for donations, especially during the winter season when supplies often dip.

Every two seconds, someone in the United States needs blood. Whether it’s for trauma victims, cancer patients, individuals undergoing surgery, or those with chronic illnesses like sickle cell anemia, blood is a resource that cannot be manufactured—it can only come from generous donors like you.

Unfortunately, winter brings a unique set of challenges. Holidays, busy schedules, inclement weather, and seasonal illnesses often cause a significant decline in blood donations. At the same time, demand remains constant or even increases due to accidents, surgeries, and emergencies.

A single blood donation can save up to three lives. That’s right—one hour of your time could mean the world to someone else. Whole blood, plasma, and platelets all play distinct roles in supporting patients:

  • Red Blood Cells: Often used for trauma and surgery patients to restore blood loss.
  • Plasma: Helps those with severe burns, liver failure, or clotting disorders.
  • Platelets: Critical for cancer patients and individuals undergoing chemotherapy.

By donating, you are giving more than blood; you are giving hope, healing, and the opportunity for someone to fight another day.

If you’ve donated before, thank you! If you haven’t, now is the perfect time to start. Here’s how you can make a difference:

  1. Find a Local Blood Drive or Donation Center: Organizations like the Red Cross or America’s Blood Centers make it easy to locate a nearby donation site. Many offer convenient appointments to fit your schedule.
  2. Understand Eligibility: Most healthy individuals over 16 (depending on state laws) and weighing at least 110 pounds can donate. Be sure to hydrate, eat a healthy meal, and bring an ID when you go.
  3. Spread the Word: Share your donation experience on social media or invite friends and colleagues to join you. Your story might inspire someone else to donate!

National Blood Donor Month is more than just a call to action—it’s a celebration of human kindness and generosity. Whether you give once a year, quarterly, or more frequently, each contribution matters. Blood cannot be stockpiled forever; the need is constant and immediate.

So, consider rolling up your sleeve and becoming a hero in someone’s story. Together, we can ensure that hospitals, patients, and families have the life-saving blood they need when it matters most.

Be the lifeline. Donate blood. Save lives.

Your community thanks you, and so do the countless individuals whose lives will be changed by your selfless gift.

Oregon Business 100 Best Non-Profits to Work For in Oregon

Oregon Business Magazine has published its 2024 list of 100 Best Non-Profits to Work for in Oregon and HR Answers is thrilled to see several of our clients on this year’s list. Congratulations to all the non-profit organizations who made the list!

LARGE ORGANIZATIONS

#1 Mental Health & Addiction Association of Oregon

#8 Capital Manor

#11 Portland State University Foundation

#21 Northern Wasco County PUD

#34 Easterseals Oregon

MEDIUM ORGANIZATIONS

#16 South Coast Business Employment Corp

#33 Cat Adoption Team

The Oregonian Top Workplaces 2024

The Oregonian has published its 2024 list of Top Workplaces and HR Answers is thrilled to see several of our clients on this year’s list. Congratulations to all the organizations who made the list!

LARGE EMPLOYERS (500 or more employees)

MIDSIZE ORGANIZATIONS (100-499 employees)

SMALL EMPLOYERS (35-99 employees)

National Boss’s Day: Show Appreciation For Leadership Within Your Organization

National Boss’s Day, observed on October 16th, is an occasion to recognize and appreciate the individuals who guide us through the highs and lows of the workplace. While every day presents an opportunity to value the efforts of those who manage and support us, this day is dedicated to formally acknowledging their role in making our professional lives more structured, motivated, and, at times, even enjoyable.

National Boss’s Day was founded in 1958 by Patricia Bays Haroski, who worked as a secretary at State Farm Insurance in Deerfield, Illinois. Haroski registered the holiday with the U.S. Chamber of Commerce as a way to honor her boss, who was also her father. She chose October 16th because it was his birthday. Her intention was to encourage employees to show appreciation for their bosses, who, like her father, helped create a positive and supportive work environment. The day has since become widely recognized across the United States and internationally.

The role of a boss is multifaceted. It involves more than just managing tasks and ensuring that deadlines are met. A good boss creates a work environment where employees feel valued, supported, and motivated to do their best. They are the ones who navigate the complexities of the workplace, making decisions that can affect the entire team. Whether it’s offering guidance during challenging times, providing constructive feedback, or celebrating the team’s successes, the influence of a good boss can significantly shape the professional experiences of their employees.

While National Boss’s Day is a time for appreciation, it’s also an opportunity to lighten the mood and share a few laughs. After all, humor is a great way to bring people together, and what better way to celebrate the day than with some boss-related jokes – kind of like Dad Jokes but worse? Here are a few to get the chuckles started:

How does a boss stay calm during a meeting?
They take deep breaths and remember that it’s not their circus and these aren’t their monkeys… well, except maybe in this case.

Why did the employee bring a ladder to work?
Because they heard the boss wanted them to step up their game!

What’s a boss’s favorite type of music?
Heavy metal. Because they love it when deadlines are met-al!

Why did the boss bring a pencil to the meeting?
Because they heard it’s always good to draw the line somewhere.

Why don’t bosses play hide and seek?
Because good luck hiding when they’re always “finding” things for you to do.

What do you call a boss who can’t stop giving advice?
A consultant in training!

Why did the boss hire a scarecrow?
Because they heard he was outstanding in his field!

Why don’t bosses ever get lost?
Because they’re always giving directions—even when nobody asked!

Recognizing the efforts of your boss on National Boss’s Day isn’t just a kind gesture; it’s also a way to foster a positive work environment. When employees take the time to acknowledge the contributions of their bosses, it strengthens the bond between team members and creates a culture of mutual respect and support.

National Boss’s Day is an opportunity to reflect on the role your boss plays in your professional life. While it’s a day dedicated to showing appreciation, it also serves as a reminder that acknowledgment and gratitude should be part of our daily interactions at work.

This October 16th, take a moment to appreciate the person who steers the ship, navigates the challenges, and ensures that the workplace runs smoothly. Whether through a simple thank you or a shared laugh, let your boss know that their efforts are noticed and appreciated. And as we celebrate, let’s remember that while the title of “boss” comes with many responsibilities, it also comes with a sense of humor—because at the end of the day, we’re all in this together, finding the balance in life.

Recognition of Employee Contributions: More Than a Check-in-the-Box is Needed

In the bustling world of business, where targets and deadlines often dominate, recognizing employee achievements and milestones can sometimes take a back seat. Yet, acknowledging the hard work and dedication of employees is not just a nice gesture—it’s a crucial element of a healthy workplace culture. It’s also essential to remember that not all employees find public recognition enjoyable, and it should not be a one-size-fits-all approach.

Imagine you’ve just completed a major project, and your boss decides to recognize your hard work in a company-wide meeting. For some, this public acknowledgment might be a source of pride and motivation. For others, it might be a source of anxiety and discomfort. This diversity in preferences underscores the need for personalized recognition strategies.

When planning to recognize employee contributions, consider the following:

– Know Your Employees: Take the time to understand each employee’s communication style and preferences. Some might appreciate a public shout-out during a team meeting, while others might prefer a private note of thanks or a one-on-one conversation.

– Personalized Recognition: Tailor your recognition efforts to suit the individual. This could mean celebrating a milestone with a team lunch for some, while others might value a handwritten note or a day off.

– Consistent Effort: Recognizing achievements should be an ongoing effort, not just an annual event. Regularly acknowledging small wins can be just as important as celebrating major milestones.

Different employees have different communication styles, and recognizing this can make your appreciation more impactful. Here are some tips to ensure your recognition efforts resonate:

– Verbal Recognition: For those who thrive on verbal affirmation, a few sincere words in a team meeting or a direct conversation can go a long way. Make sure your praise is specific—highlight what they did and the impact it had.

– Written Recognition: Some employees might appreciate written notes or emails. A well-crafted message can be saved and revisited, providing a lasting sense of accomplishment.

– Symbolic Recognition: For others, tangible tokens of appreciation, such as awards, certificates, or small gifts, might be more meaningful. These can serve as lasting reminders of their hard work and achievements.

Recognizing employee contributions should never be a mere formality. It’s about finding authentic and meaningful ways to show appreciation. Here are some strategies to ensure your efforts are genuine and impactful:

– Be Specific: Generic praise can often feel hollow. Instead, be specific about what the employee did and why it was valuable. This shows that you truly understand and appreciate their contribution.

– Be Timely: Recognition should be given soon after the achievement. This immediacy reinforces the connection between the action and the appreciation.

– Encourage Peer Recognition: Sometimes, praise from a colleague can be just as powerful, if not more so, than recognition from a manager. Encourage a culture where team members acknowledge each other’s efforts.

– Celebrate Milestones: Don’t just focus on the big wins. Celebrate personal milestones like work anniversaries, professional development achievements, and other personal victories.

Recognizing employee contributions is more than just a task to be checked off a list—it’s an ongoing commitment to fostering a positive and motivating work environment. By understanding individual preferences and communication styles, and by making recognition meaningful and specific, you can create a culture of appreciation that benefits both employees and the organization as a whole. Remember, the goal is to make every employee feel valued and motivated, and there are countless ways to achieve this with sincerity and thoughtfulness.