⚠️ HR Leaders - It's Not Your Fault

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Hey HR Leaders!

Let’s be honest—HR often gets blamed for workplace issues that run much deeper than any single department can control. HR is expected to fix it all. But here’s the truth: these issues don’t start with HR. They start with leadership, company culture, and outdated ways of thinking.

So how can HR leaders lead the change? In this edition, we dive into how you can address employee feedback effectively, managing toxic workplaces, and more.

Upcoming in this issue 📰

• 🌴 The “Always On” Generation: Why Gen Z Can’t Fully Unplug

• ⚖️ Can Employers Mandate English at Work? Here’s What You Need to Know

• 📖 Case Study | Feedback as Fuel: How SurveyMonkey Drives Employee Success

• ⚠️ Why Employees May Not Trust HR to Fix Toxic Workplaces

🌴 The “Always On” Generation: Why Gen Z Can’t Fully Unplug

Read the full 329-word article here

According to the 2025 Impact of Technology on the Workplace Report by Tech.co, younger professionals are leading an “always on” work culture, blurring the lines between work and personal time. While older generations have long been accused of overworking, this new data suggests that Gen Z and young millennial leaders may be just as guilty—if not more.

🔑 Key Insights

• 📲 93% of Gen Z and young millennial leaders think it’s appropriate to contact colleagues on vacation for urgent matters.

• 🚨 89% of younger professionals feel obligated to respond to work messages while on vacation, reinforcing a culture of constant availability.

• 📉 Older generations set slightly better boundaries—87% of older millennials, 86% of Gen X, and 83% of baby boomers would reach out for urgent work.

• 🧠 Experts warn that failing to unplug leads to burnout, cognitive fatigue, reduced productivity, and declining job satisfaction over time.

⚖️ Can Employers Mandate English at Work? Here’s What You Need to Know

Read the full article here

Trump signed an executive order declaring English the official language of the U.S. Does this mean businesses can ban other languages at work?

While the order makes a bold statement, it doesn’t change existing employment law—and that’s what really matters for employers and employees. Under Title VII of the Civil Rights Act, “English-only” workplace policies can still be considered discriminatory if they unfairly target employees based on national origin.

Key Insights

• ⚖️ The executive order is symbolic—it does not override existing employment laws that prohibit blanket English-only policies.

• 🚫 Broad “Speak English Only” policies can be illegal under Title VII, as they may discriminate based on national origin.

• ✅ Employers can require English in specific cases (e.g., safety, customer service), but only when legally justified and narrowly applied.

• 📍 State laws vary—New York and New Jersey have strict protections against English-only rules, adding another legal layer.

📖 Case Study | Feedback as Fuel: How SurveyMonkey Drives Employee Success

Listen to the full podcast here

On the Voices of HR podcast, Becky Cantieri, Chief People Officer at SurveyMonkey, breaks down how they approach feedback differently.

SurveyMonkey’s method follows a clear cycle: ask the right questions, act on the insights, and show employees the impact. The key here is transparency. Employees need to know whether the company implements their suggestions or explains why it can’t.

For companies still treating surveys as a one-way street, SurveyMonkey proves there’s a better way.

Key Insights

• 📊 SurveyMonkey treats feedback as a strategy, not a checkbox—every survey is designed with a purpose: to drive meaningful change.

• 🔄 The feedback loop is key—employees stay engaged when they see how their input leads to action or clear explanations.

• 🚀 Acting on feedback builds trust—ignoring employee responses is worse than never asking in the first place.

• 📅 Feedback is an ongoing process—SurveyMonkey constantly adapts, proving that real engagement comes from continuous listening and action.

⚠️ Why Employees May Not Trust HR to Fix Toxic Workplaces

Read the full article here

A new report from iHire reveals a troubling truth: nearly half of employees don’t trust HR to handle toxic behavior. While HR plays a crucial role in fostering a healthy work environment, tackling deep-rooted toxic behaviors—especially from leadership—requires a company-wide commitment.

HR leaders can be the driving force behind change—but they need support from leadership, clear policies, and a culture that values accountability. The challenge isn’t just identifying toxic behavior—it’s ensuring companies are willing to act on it.

Key Insights

• 🚨 Only 1 in 4 employees trust HR to handle toxic workplace behavior, leaving many feeling unsupported and unheard.

• ⚠️ Toxic leadership is the #1 issue—favoritism, lack of accountability, and bias fuel workplace dysfunction.

• 📢 53% of employees report toxic behavior—yet 65.2% say their company does nothing to resolve the issue.

• ✅ HR must act as true mediators—open communication, leadership training, and policy enforcement are key to rebuilding trust.