The season is here and everyone in the office can’t wait to join their colleagues and clients for lots of festive fun at the company’s annual Christmas party… or is it?
For some, the office booze party is as synonymous with December as Fair Isle sweaters and Brussels sprouts, but that’s changing… for a variety of reasons.
Let’s look at some of the factors at play:
Mocktails over cocktails
Not everyone wants to drink the bar dry.
According to Fortune magazine, a fifth of office parties this year will be alcohol-free, and events management company Together suggests that 74% of Generation Z workers are so aware of alcohol’s impact on health that bosses I’m now under pressure to throw alcohol-free parties. .
But it’s not the case of Gen Z making the decisions (or refraining from making them): there are many reasons why people choose not to drink. It’s not even about canceling end-of-year celebrations altogether: no one wants to be accused of being the “fun police”. Rather, it is a growing awareness on the part of employers that getting high and dancing on the tables at the end of the evening is not for everyone. In fact, some may prefer that cup of tea!
New dress?
The office Christmas party isn’t always a big surprise it seems. For many, the additional costs can be substantial (especially for junior staff) when considering potential new clothes, transport or accommodation and additional drinks when the company bar tab runs out.
Out of hours
For team members with families or those who already spend more time at work than they should, another late night may be the last thing they want. Sometimes a sophisticated lunch or experiential event during the day can strike a better, more inclusive balance for your team.
Sleazy business
According to legal platform Valla, survey results show that 1 in 10 employees were planning to skip the Christmas party to deflect unwanted sexual attention.
We’ve all heard whispered stories of drunken mishaps at office or client parties. We may have laughed together, shook our heads, or even been the instigator of some of the merriment. And while these antics are certainly not reserved for Christmas, they are amplified by the enormous amount of socializing that happens this time of year.
Duty of care
Here’s where it gets serious. On 26 October, the introduction of the Worker Protection Act 2023 put the onus on UK employers to take active measures to prevent sexual harassment in the workplace and at work-related events, including partying. office.
A bold comment or a drunken misstep may be common when the drinks are flowing, but when things go south, it can have damaging consequences not only for the people involved, but also for your organization.
Such incidents can no longer be easily dismissed as “just banter” or a typical evening at work. Indeed, if a case ends up in an employee tribunal and a company is deemed to have failed to comply with this new proactive duty of care, any compensation could be increased by a further 25% – damaging, therefore, both from a reputational point of view that financial.
Finding balance
Regardless of what’s on the itinerary, the emphasis should be on rewarding your people. And as the year draws to a close, the opportunity to (rightly) celebrate hard-fought victories should be a joyous one.
Rather than producing a list of mood-killing pre-party dos and don’ts, the message should be one of inclusiveness, respect, caring for each other and pride in yourself and the company.
If a shift in cultural thinking is needed in your organization, it won’t happen overnight and it certainly won’t happen right before you arrive in town!
A long-term understanding of how your comments or actions may be perceived as intimidating, hostile, degrading, humiliating, or offensive, regardless of how they were intended, is critical, not just during the holidays but throughout the year. It’s also essential that your team knows how to handle unwanted advances or unpleasant behavior from third parties, including customers and external contacts.
It’s worth taking expert guidance on how best to implement and embed this new way of thinking, in order to comply with the new legislation and help reduce risks, whatever the season.
Check, please!
We all know that throwing a party isn’t cheap. If attendance at your annual company night starts to decline, it might be time to look around your office and ask yourself if the traditional booze party is giving your employees what they want.
An anonymous team survey could be one way to gauge feelings. It’s not possible to please all people all the time, but if opinions are listened to and recognized, it goes a long way toward building a stronger company culture and a happier workforce.
Choosing the right event can also improve your culture and sense of camaraderie. According to Australian company Corporate Challenge, 85% of employers believe Christmas parties can have a positive impact on staff morale, with 96% of participants less likely to quit the following year. A sign that failure to participate in group activities is a real indicator of disengagement and should be taken seriously into account.
You might even consider ditching an annual party altogether. Craze Central claims that 57% of people aged 16-34 would prefer their entire office party budget to be donated to charity, while offering a financial reward to employees in lieu of a night out will prove popular.
In summary
While getting into the festive spirit is positively encouraged, there is a growing awareness that not everyone wants to wake up with mistletoe in their hand and kebab in their hair.
As a business leader, it is therefore important to find a way to reward year-end efforts that are good for your organization and your people. With an ingrained understanding of how to respect and maintain personal boundaries, everyone should be able to have fun without fear of regret or consequences.
Now, anyone for eggnog?