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 Outdated or vague descriptions lead to mutiny (read: poor hires, performance issues, and disengaged crew).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.”