Q&A with HR Executive Haydee Acebo and author of the upcoming book: The Power of Asking: How Letting People in Changed Everything (Publish date November 17, 2026).

Lab professionals often work shifts, holidays, and on-call hours that make it hard to get face time with HR. What should someone in that position ask about their benefits before open enrollment closes, and how can they get those answers without taking time off the bench? 

• The HR department supports employees in their workplace. There are various ways to communicate with HR such as by email, Microsoft Teams or even by making an appointment at a convenient time for employees during their working hours. Employees are also encouraged to take an active role and ask questions before the open enrollment period ends. Asking HR about any changes with benefits from the current year, any potential issues that may be overlooked, maximizing available benefits, and any new programs or resources are some great examples of questions to ask.
• As employees go through changes in their lives, HR can make sure that they have the right benefits in place. Employees can let HR know of any major life changes such as getting married, having children, divorce, etc. as well as changes with dependents and their eligibility for benefits.
• Employees will be better served by sharing more about their individual needs, and HR can assist in outlining options and aiding in employee decision making. Other issues that employees should inquire about are premium, deductible, and prescription drug changes, as well as provider networks and other wellness and mental health programs and services.
• My primary advice would be to ask for help. Benefits can be very complex and no one should feel that they have to try and figure out everything on their own. A simple email or a 15-minute conversation with HR can make a world of difference in understanding your current benefits and avoiding any unwanted surprises.
• Open enrollment is more than just checking a box once a year. It is an opportunity to review your current benefits and make sure they are supporting you and your family both personally and financially.

Why do skilled, credentialed people, like laboratory scientists and pathologists, hesitate to ask questions about their healthcare coverage? What is the help-suppression reflex, and how does it show up in high-precision, high-stakes workplaces? 

• Highly trained professionals, like laboratory scientists and pathologists, spend their whole careers caring for other people, making important decisions and working in environments where accuracy and precision are vital. Many times, these professionals are overwhelmed by large caseloads, short deadlines, and the constant pressure of providing quality patient care. At some point, however, self-care becomes a secondary concern.
• I think one of the biggest issues is that these professionals are so used to being the experts, the problem solvers, and the people who others rely on that asking for help can make them feel uncomfortable. There is also an unstated expectation that since they are highly educated and certified, they should know all of the answers, including those related to things outside of their expertise (like employee benefits).
• The help-suppression reflex is the internal voice that tells you, "I should be able to figure this out on my own," "I don't want to bother anyone," or "I'll get to it later." When you work in a high-stakes environment where independence, competence and efficiency are valued, this mindset can be deeply ingrained.
• The interesting thing is that these professionals are great at showing up for others; however, they may struggle to show up for themselves. They would never hesitate to ask a coworker for clarification on a laboratory result that could impact a patient's life; however, they may hesitate to ask HR a simple question regarding their health insurance, retirement benefits or family coverage.
• Sometimes, it's not even about fear or pride. It's just exhaustion. After spending an entire shift solving problems for everyone else, the last thing someone wants to do is go through the process of trying to understand complicated benefits information.
• My message to these professionals is simple: You dedicate your career to taking care of others, but you deserve the same level of care and attention. Asking for help with your benefits isn't taking time away from what's important. It's ensuring that you and your family are also important.

What are the most common benefits employees pay for and never use, and which do you think are most overlooked by healthcare and lab workers (mental health coverage, EAPs, tuition or certification support, and so on)?

• I think some of the most beneficial employee benefits are those that are least utilized; particularly by healthcare and lab professionals who spend so much time providing care for other people, they often forget to provide care for themselves. Mental Health Resources and Employee Assistance Programs (EAPs) are two good examples. Healthcare and lab professionals operate in an environment with high levels of stress, yet many do not realize that they may be able to obtain confidential counseling, financial advice, and other forms of support through their employer at little or no additional cost. Tuition Reimbursement, Certification Assistance, Continuing Education, Wellness Programs and Telehealth Services are also often underutilized.
• These types of benefits can promote both professional development and personal well-being. My biggest concern is that employees may already have access to these resources but simply do not know about them. My recommendation is to ask your Human Resources Department one simple question: "What benefits am I eligible for that I am not using?" Sometimes, one question can open up opportunities you did not even know existed. We need to encourage people to understand that seeking assistance is not a sign of weakness; it is also a way to take care of ourselves.

Labs are dealing with staffing shortages and burnout. How does the same reluctance to ask for help show up in workload, scheduling, and career conversations, and what does it cost a team?

• The reluctance of employees to seek assistance in laboratory settings, which are already short-staffed and have heavy workloads, can lead to significant problems. Many times, employees feel that they must continue working, accept extra hours, or handle too many responsibilities without asking for help because they do not want to look incompetent or let down their colleagues.
• It is ironic that many of these employees will be the first to offer assistance to another colleague; however, they will be the last to acknowledge that they require assistance. Employees may be hesitant to ask for flexibility in scheduling, discuss burnout, or inquire about opportunities for career development due to feelings of guilt or the belief that they should be capable of handling all aspects of their job.
• When employees remain silent about their needs, the entire team can suffer. Burnout will increase, morale will decrease, errors will increase, and ultimately, organizations may lose skilled employees.
• As an HR professional, I believe that seeking help should be viewed as a positive attribute and not a negative one. Leaders should create environments where employees feel comfortable expressing concerns such as "I'm overwhelmed," "I need flexibility," or "I want to grow in my career."
• If we do not allow employees to take care of themselves, we cannot expect them to continually take care of others. At times, one honest conversation can help prevent burnout, improve teamwork, and even keep a valuable employee at the organization.

If a lab professional only takes one step this week, what should it be, and what is the simplest way to ask HR or a manager for help without feeling like an imposition?

• If there is just one thing I would like to encourage all laboratory professionals to do this week; it would be to ask one question that they have put off. Whether it is about benefits, workload, scheduling, career development, or just feeling overwhelmed, please do not wait until things get out of hand. It does not have to be a formal meeting or a long discussion. A simple email or Teams message asking "Do you have 10 minutes this week? I could use some help on something," is a good place to begin. I always tell people that asking for help is not an imposition. It is an invitation to connect. We often think we are bothering someone when we may actually be providing them with an opportunity to help us. Asking for help does not make you less competent or less professional. It demonstrates that you know what you need and are willing to take action. My message is simple: Don't wait for a crisis to ask for help. Take one question, one conversation, and one small step. You deserve the same support that you provide to others each and every day.

Tell us about your book and how it helps professionals ask for help?

• The Power of Asking: How Letting People in Changed Everything is a book about a very basic concept that many of us find difficult: asking for help. As an HR professional and through my own personal experiences, including being the first Latina to complete the 10.6-mile Viking Swim across Lake Tahoe, I have come to realize that some of our greatest achievements are not accomplished by us alone, but rather by allowing others to be a part of our journey. In my book, I introduce my ASK Code: Awareness, Share, and Keep Asking. 
• This is a practical method for identifying when we need assistance, having the courage to express this need, and understanding that asking for help is not a sign of weakness. 
• For professionals, especially those who work in high-stress environments, my message is simple: You can be highly skilled, successful, and independent and still require assistance. We must stop asking for help with incompetence. My goal is to make asking for normal help in our workplaces, our families, and our daily lives. Because asking for help is not a burden. It is a connection, and sometimes it is the one thing that will change everything.