In today’s HR Pulse, gain insight into how:

• HR leaders can bridge generational divides by understanding the unique communication styles and habits of Gen-Z and Generation Alpha.

• Proactive workplace violence prevention and updated safety measures are becoming non-negotiable for employers in today’s volatile environment.

• The neuroscience of joy can help leaders create inclusive, emotionally intelligent workplaces that respect boundaries and foster authentic connection.

These articles are penned by members of Forbes Human Resources Council, a community of successful human resources leaders on a mission to inspire.

Let’s dive in!

Bridging the Gap: How HR Can Connect With Gen-Z & Generation Alpha

HR professionals face the unique challenge of integrating Gen-Z and Generation Alpha into traditional workplace cultures. These digital natives, shaped by formative years spent online, bring a different set of communication preferences and social norms. Rather than viewing these habits as deficiencies, HR leaders can act as generational translators to foster connection and productivity.

Here’s how to adapt your strategies for this screen-savvy workforce:

📝 Embrace Text-Based Tools: Platforms like Slack or Teams reduce cognitive load and stress, enabling employees to communicate asynchronously and thoughtfully.

🎧 Use Audio-Only Calls: Research shows that audio calls improve focus and collective intelligence by eliminating the visual distractions of video meetings.

⏱️ Keep Face-To-Face Meetings Short: Agile-inspired 10-minute check-ins maintain decision quality while respecting attention spans.

🤝 In-Person for Big Ideas: High-stakes collaboration thrives in physical settings, where creativity and consensus-building are maximized.

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A Growing Threat: Why Employers Must Act on Workplace Violence Now

Workplace violence is on the rise, with employees increasingly reporting verbal threats, physical assaults, and escalating tensions. Recent surveys reveal that 30% of employees have witnessed violence at work, up five points from last year. Frontline workers in industries like hospitality and healthcare face the highest risks. Yet, many incidents go unreported due to fear of retaliation or unclear processes.

Here's how organizations can respond effectively:

🔍 Conduct Risk Assessments: Evaluate risks for all teams, including hybrid and remote workers.

🛠️ Equip Employees With Skills: Train staff in de-escalation, conflict resolution, and situational awareness.

📢 Modernize Reporting Channels: Offer anonymous, retaliation-free reporting options to encourage early intervention.

🤝 Form Threat Assessment Teams: Collaborate across HR, legal, security, and operations to address risks.

📜 Stay Compliant: Align policies with new regulations like California’s mandatory prevention plans and New York’s Retail Worker Safety Law.

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The Neuroscience of Joy: How Leaders Can Build Inclusive Connection

Joy and belonging are powerful drivers of workplace performance, but they’re not one-size-fits-all experiences. Neurologically tied to dopamine, oxytocin, serotonin, and endorphins, these emotions foster creativity, collaboration, and engagement.

However, leaders must navigate cultural, emotional, and contextual differences to create environments where joy thrives without imposing it.

Here’s how leaders can cultivate connection while respecting boundaries:

🧩 Embrace Diversity in Emotional Needs: Recognize that joy is context-dependent. What inspires one employee may overwhelm another due to differences in culture, identity, or past experiences.

📝 Prioritize Consent in Connection: Avoid assuming relational gestures—like sharing personal details—are universally appreciated. Always ensure team members feel safe and autonomous.

⚖️ Understand the Costs of Masking: Employees forced to suppress their authentic selves experience higher stress and depleted cognitive resources, which can lead to disengagement and burnout.

🛠️ Design Flexible Conditions for Joy: Instead of prescribing joy, create a culture where different pathways to connection and safety are equally valued.

💡 View Resistance as Engagement: Intellectual challenges to leadership ideas often indicate deep thought rather than opposition. Use these moments to refine and co-create solutions.

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Wrapping Up

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This exclusive, vetted community brings together the brightest minds in the industry — human resources leaders and executives.

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