The Christmas party season is now well under way and for many employers this means a fantastic opportunity to throw a great bash to thank staff and boost morale. However, employers also need to be aware of the potential pitfalls of the annual Christmas bash and the best ways to make sure that the event goes off without a hitch. Below are a few of the problems all employers should consider when it comes to mixing staff and festive cheer, along with a few smart solutions.
Insisting everyone attends is not a good idea as you may have a number of people in your office who don’t celebrate Christmas. Avoid discrimination or bullying claims and make it a voluntary event.
Making the party a free for all event will give staff the impression that they can get away with behaviours at this time of year that might not be tolerated at others. You don’t need to be a killjoy but make sure that you have a policy in place for events such as this and ask staff to read it before the party gets under way. It’s important that everyone knows where the boundaries are and what the company considers unacceptable. For example, you might want to highlight that swearing, fighting and getting excessively drunk will all be unacceptable and state possible sanctions for those who get carried away.
Excessive alcohol consumption can lead to all sorts of problems so it’s a good idea to limit the alcohol available to try and stop people getting really drunk. One of the biggest issues at many Christmas parties is harassment, when one member of staff crosses the line while attempting to get overly friendly with another. While limiting alcohol on the night can help it’s also important to make clear to staff that the office party is an extension of the office itself so discrimination, harassment and assault in any form will be dealt with. If anyone crosses these lines at the party then send them home and handle the complaint when all parties are sober.
Employee absenteeism following a Christmas party is another common problem. If you’re throwing a boozy bash then you might have to accept that staff are not going to be functioning at top performance levels the next day but that doesn’t give anyone a free pass to stay in bed. Make it clear what you expect of everyone in terms of coming into work the next day and be straightforward about whether or not there is any leniency when it comes to being late. It is best to put this in writing to avoid the kind of Chinese whispers that can lead to ‘we don’t have to be in until midday!’
How will everyone get home? When you’re planning the party choose a location that is well connected to transport links with a plentiful supply of taxis. Remind staff not to drink and drive – and ask them to avoid getting in the car to come to work the next day too if they have been enjoying rather a lot of the free wine the night before.