The holiday season is well underway, meaning businesses are having their annual Christmas and holiday parties. It can be the perfect opportunity to relax at the end of a stressful year, socialising with colleagues without having to discuss work.
Even though you’re outside regular working hours and in a different environment, it shouldn’t change your behaviour. You and your team should act accordingly to avoid waking up to HR issues the day after.
What can you do to ensure your Christmas party is successful?
Responsibility
Christmas parties should be considered as an extension of the workplace.
If someone breaks company policy, you should follow the discipline and, in some cases, grievance processes as usual. Failure to act accordingly can result in vicarious liability. This means you would be responsible for the employee.
Drinking culture
DO set boundaries for your employees, and prevent inappropriate behaviour. Make it clear to your team what is deemed unacceptable and ensure everyone feels comfortable.
Intoxication may influence how people act, so stop people before they go too far. Jokes may offend team members, so avoid subjects like race, sexuality, religion, and taboo subjects.
What many people may consider as “drunken antics,” could have serious effects. Encourage employees to act properly to ensure safety.
Workplace relationships are often discouraged, which remains the case at holiday parties. Businesses can’t interfere with employee relationships. But when there’s a significant impact on their business, HR can step in.
DO organise travel for your employees. It can be difficult for employees with a long commute to get home. By organising taxis or accommodation for your team, can assure their safety.
DON’T let people drink excessive amounts of alcohol. Limit the amount available to employees. This way you can make sure no one puts themselves in a vulnerable, dangerous situation. Provide drink tokens, ensuring attendees aren’t returning to the bar too many times.
DON’T forget to tell your employees if it’s a late start the following day. People’s energy may be low after the party. Many companies set a later start time, making sure everyone gets necessary time to rest. Ensure everyone is aware of the plan, so no one feels left out or embarrassed.
Inclusivity
DO invite everyone on the team for the festivities. Keeping a company running is a team effort – everyone does their part. This means everyone should feel welcome to join in on the fun.
At the same time, DON’T pressure anyone into coming. Many people feel uncomfortable around people drinking. Loud music can be overwhelming, and some people may not be the best at socialising.
If someone doesn’t want to attend, don’t take it to heart. They’re likely to appreciate the gesture, and already feel guilty about turning it down.
DO take accessibility and inclusion into account when organising the party. When booking a venue, make sure it’s accessible to any employees with disabilities. In the excitement of planning, you may forget about employees of different cultures attending. Avoid planning a party specific to a single holiday, instead opting for a holiday celebration.
Socialising
DO spend time with your employees. Bosses! Holiday parties are the perfect time to engage with your team.
Take this chance to understand their role, whether they like working for the company, and what they do for you. This can help you to make employee experiences better in the future. Then you can improve as a business, and create a healthy working environment.
DON’T talk about work and performance. Whether positive or negative, an office party isn’t the atmosphere to discuss employee progress. When there’s alcohol involved, people may discuss their role, or opinions about the workplace in an unprofessional manner. Avoid the conversation- avoid the embarrassment.
DON’T allow workplace gossip. A lax environment can lead to loose lips, causing discussions about colleagues without them being around to hear. Depending on the topic, this can cause embarrassment for individuals in the organisation.
Talking behind people’s backs can create a distrustful environment in the workplace. Working in places like this can negatively impact someone in the future.
DO review your company’s social media policy. If your staff are enjoying themselves, they may want to share a few snaps to their Facebook or Instagram.
A social media policy is a HR necessity in the modern era. Social media presence can reflect on the employer, both positively and negatively. Inform your company on what is expected from their posting
Worker health and safety
DO account for any known medical issues affecting your staff, including allergies. Negligence in your event planning can put your employees in danger. If you plan to serve food at your event, avoid common allergens, alongside foods that could conflict with religious views.
DO look out for bullying and sexual harassment amongst your team. As a team leader, recognise toxic behaviour, stop it, and punish those who engage.
Finally, DO take any issues seriously. Holiday parties can create an environment where people aren’t acting as they should. If you receive any complaints from anyone made to feel uncomfortable, make sure to manage them with urgency. Tell employees they can’t act however they want, just because of the circumstances.
In short, holiday parties are a fun way to celebrate as a team, but it’s important to keep things respectful and inclusive. Follow these dos and don’ts to ensure everyone has a good time.
Enjoy the season and celebrate responsibly!