🦃 Turkey-Day Team Builders, Wellbeing Plunges, L&D Cheatsheet - Nov 26, 2025

On today’s agenda:

🦃 Turkey day team builders

🤖 Humanoids in the workplace 

🎯 L&D cheatsheet

🛡️ Assault & arbitration law expands

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THE HR SPOTLIGHT

🦃 Turkey-Day Team-Builder Spotlight: Gratitude in a Minute (or Two)

Feeling the pre-holiday scramble? Before teams scatter or settle in for Thanksgiving, a sprinkle of simple, gratitude-powered rituals can glue morale — and keep the good vibes rolling.

📌 The current picture: why casual thanks matter - 2025 research from Great Place To Work® found that when employees regularly receive recognition, they’re around 60％ more likely to go the extra mile and collaboration goes way up. Without small but consistent acknowledgement, companies risk lower engagement, slipping motivation, and even turnover — not ideal right after a holiday reset.

👏 What HR Leaders can do: Tiny thanksgiving-themed mini-activities

Try launching one (or more) of these mini rituals tomorrow — or right after the holiday — no big budget, no fuss:

• 2-Minute Gratitude Circle – In your next team meeting (virtually or in person), invite everyone to name one thing they’re thankful for this week. Fast, positive, and sets a warm tone.

• “Pie Chart of My Week” Check-in – Ask staff to draw (or list) the “slices” of their week (big wins, surprises, challenges), then highlight one thing they appreciated in that mix. A little reflection + a little fun.

• “Who Would You Thank?” Challenge – Encourage people to shout out someone from another department who helped them recently. Cross-team gratitude equals stronger networks.

These small acts tap into something bigger: recognition rewires brains for positivity, motivation, and real connection — and when gratitude becomes a habit, culture shifts.

🎯 L&D Strategy Template

🔻 Shrinking Workforce On the Horizon — Bloomberg

• What’s unfolding: A recent study from the Federal Reserve Bank of San Francisco warns that net immigration to the U.S. is projected to drop sharply and could trigger a contraction in the working‑age labor force.

• Why it matters: Talent pipelines may tighten even more over the next few years. This means retention, upskilling, and internal mobility may become as critical as ever. Double down on workforce planning and career development programs to future‑proof staffing.

• What’s unfolding: A new workforce study from the Human Capital Development Lab shows U.S. employee well‑being sank to its lowest level on record in 2024 — even as leader well‑being ticked upward, creating a growing gap between staff and management.

• Why it matters: This disconnect can erode trust and engagement, ultimately harming productivity and workplace culture. Survey your teams, tailor support initiatives, and rethink one-size-fits-all policies so your people feel seen, heard, and supported.

• What’s unfolding: The U.S. Department of Labor just issued new guidance enabling states and local workforce boards to use waivers for existing funding rules, aiming to fast‑track innovative training programs under the evolving labour economy.

• Why it matters: This could spark fresh partnerships for training and reskilling — especially in industries facing tight labor supply. Leveraging these expanded tools can help you build agility in your workforce and stay ahead of shifting skill demands.

COMPLIANCE CORNER

• What’s unfolding: The Internal Revenue Service issued Notice 2025‑69 under the OBBBA, clarifying how tipped workers and those earning overtime can calculate deductions on their 2025 tax returns.

• HR implications:  Prep payroll teams now as employees may ask for breakdowns so they can claim deductions. Offering a simple summary or portal export could ease questions and make next year’s W‑2 updates smoother too.

• What’s unfolding: A recent court decision held that under the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act, a worker who was sexually assaulted outside the workplace can still avoid mandatory arbitration — even if the assault wasn’t employer‑related.

• HR implications: This means any employee alleging sexual assault — even outside work — could bypass arbitration and bring claims directly to court. Review current arbitration agreements and ensure policies are up to date, especially regarding support and accommodations for survivors.

• What’s unfolding: Congress recently introduced the American Franchise Act (H.R. 5267), where a franchisor would be considered a joint employer only if it has substantial, direct, and ongoing control over essential employment conditions (like pay, hours, hiring).

• HR implications: If passed, franchisors and franchisees will get greater certainty around liability for labor issues. For HR pros in franchise networks, now’s a good time to audit your org charts and employment contracts and prepare for clearer responsibility lines.

BREAKROOM

📬 Missed Monday’s issue ‘Small Talk Scripts’? Read it »