The Christmas party is a good opportunity to thank your team for their hard work during the year just gone. Provided you take care to avoid some Christmas party pitfalls, the occasion should allow you to celebrate successes and boost morale before your team face into a new year.
So to avoid HR hangovers after this year’s Christmas party, keep the following tips in mind.
Make attendance optional
For some of your staff, staying in is more fun than going out. Let’s face it, no one likes mandatory fun so don’t put too much pressure on people to attend. A better way to approach the invite is to emphasise that everyone is welcome and the party is being held to celebrate any wins you had during the year. It is also a good idea to make the efforts to invite anyone that is on maternity/paternity leave, or other long-term leave. They will appreciate not being left out.
Remind staff about sanctions for bad behaviour
Stories about inappropriate behaviour at office parties proliferate at this time of year. While the majority of these stories are light-hearted, it is better for your business and your employees to avoid becoming the punchline of a Christmas party anecdote.
The relaxed atmosphere of a Christmas party can also stimulate more sinister behaviour which may lead to harassment or sexual harassment claims. You should take an opportunity to remind your employees that policies governing appropriate workplace behaviour apply just the same on the night of the Christmas party.
If time and costs permit, employees should receive regular training or reminders about the behaviour expected of them to create a respectful work environment. At minimum, dignity at work and/or an anti-bullying/harassment policies should be put in place and communicated to all employees. These policies should include guidelines on the standards of behaviour expected at work-related social events.
Remind staff that any inappropriate behaviour such as excessive drunkenness, drug use, harassment or violence will be subject to disciplinary action up to and including dismissal and investigation by the Gardaí if the circumstances demand it.
This may seem heavy-handed but taking these precautions will reduce the risk of your business suffering a nasty Christmas party HR hangover.
Plan the morning after
This is particularly relevant if your Christmas party falls on a ‘school night’. Let your team know if they are expected to start work as normal or whether you are affording some leeway and allowing them to arrive in an hour late.
You should also remember that your health & safety obligations extend to protecting your employees the day after the Christmas party. If your employees drive or operate machinery as part of their duties, appropriate precautions should be taken.
Remind employees that they must not report for work the day after the Christmas party if they are under the influence of alcohol or drugs. If you have a drug and alcohol testing policy or employees agree to be tested, you may need to exercise your discretion to carry out the appropriate tests on any employees who are scheduled to work following the Christmas party. A failed test may require further investigation in accordance with your disciplinary policy.
Avoid social media gaffes
Whatever your thoughts are about social media, it is a part of modern life. If something notable happens at your Christmas party, the modern day reaction of employees is to record the moment on a mobile phone. This could cause your business problems if an inappropriate incident at your Christmas party is posted on social media.
It is important to remember that your employees’ social media posts have the potential to negatively impact the reputation of your business. You should remind your staff not to post material on social media sites which might damage the reputation of your business. Ideally, you should have a written policy dealing with the use of social media including clear rules on what is, and what is not, acceptable. At minimum, a reminder before the Christmas party should be circulated.
Err on the side of caution with 'Secret Santa'
'Secret Santa' should be a bit of fun, but the anonymous gift giving practice may encourage the exchange of inappropriate or offensive gifts between colleagues.
Remind your employees that 'Secret Santa' gifts must be chosen with dignity at work principles in mind. What is funny to one person may be offensive to another. You should remind staff to remember that their choice of gift might cause offence or be construed as bullying or harassment and result in disciplinary action.
An employee handbook with clear policies minimises the risk of Christmas HR hangovers. Call us today to find out more about protecting your business: 0818 923 923.
