‘Tis the season and everyone in the office is looking forward to joining their colleagues and clients for lots of festive fun at the annual company Christmas party… or are they?
For some, the rowdy office party is as synonymous with December as Fair Isle players and Brussels sprouts, but things are changing… for a few reasons.
Let’s take a quick look at some of the influencing factors:
Mocktails over cocktails
Not everyone wants to drink a bar dry.
According to Fortune, a fifth of office parties will be alcohol-free this year, with event management company Together noting that 74% of Gen Z workers are so aware of the health effects of alcohol that bosses are now under pressure to provide alcohol-free celebrations. .
But it’s not just Generation Z making the decisions (or not making them) — there are many reasons why people choose not to drink. It’s also not about canceling year-end celebrations completely – no one wants to be accused of being the “fun police.” It’s a growing awareness among employers that dancing on tables at the end of the night isn’t for everyone. In fact, some may even prefer this cup of tea!
New uniform?
An office Christmas party isn’t always as much fun as it seems. For many, the additional costs can be significant (especially for entry-level employees) when you factor in potential new clothes, transportation or accommodations, and extra drinks when the company bar tab runs out.
Outside working hours
For team members with families or those who spend more time at work than they should, the last thing they want may be a late night. Sometimes, having a fancy lunch or experiential event during the day can create a better, more well-rounded balance for your team.
Sleazy business
According to legal platform Valla, survey results show that 1 in 10 employees were also planning to skip their Christmas party to distract from unwanted sexual attention.
We’ve all heard whispered tales of drunken escapades in the office or at client parties. We may have laughed, shook our heads, or even been instigating some fun. And while such antics are certainly not reserved for Christmas, they are amplified by the sheer amount of socializing that occurs at this time of year.
Duty of care
This is where it gets serious. On 26 October, the Employment Protection Act 2023 placed the onus on UK employers to take effective steps to prevent sexual harassment in the workplace and at work-related events including the office party.
A blunt comment or blunder may be common when the drinks are flowing, but when things go wrong, it can have devastating consequences not only for the individuals involved, but also for your organization.
Such incidents can no longer be easily dismissed as “just banter” or your usual business night out. In fact, if the case ends up in the Employees Tribunal and the company is deemed to have not met this new proactive duty of care, any compensatory damages could be increased by an additional 25% – and thus damaging to reputation and finances.
Striking balance
No matter what’s on your itinerary, the focus should be on rewarding your employees. As the year draws to a close, the opportunity to celebrate (quite rightly) hard-won victories should be a happy one.
Instead of producing a list of pre-party dos and don’ts that ruin the mood, the message should be one of inclusivity, respect, caring for each other, and making yourself and the company proud.
If there is a need for a shift in cultural thinking in your organization, it won’t happen overnight, and it certainly won’t start right before you get to town!
A long-term understanding of how your comments or actions will be viewed as creepy, hostile, insulting, insulting, or offensive, regardless of how they were intended, is crucial, not just around the holidays but throughout the year. It’s also essential that your team is empowered with the knowledge about how to handle unwanted advances or unsavory behavior from third parties, including customers and external contacts.
It is useful to obtain expert guidance on how best to implement and embed this new way of thinking, in order to comply with new legislation and help reduce risks – regardless of the season.
Check, please!
We all know that throwing a festive party is not cheap. If attendance numbers at your company’s annual soirees are starting to decline, it may be time to look around your office and consider whether a traditional booze festival is giving your employees what they want.
An anonymous panel survey can be one way to measure sentiment. You can’t please all the people all the time, but if opinions are heard and acknowledged, it goes a long way in building a stronger company culture and a happier workforce.
Choosing the right event can enhance your culture and sense of camaraderie. According to Australian firm Corporate Challenge, 85% of employers believe Christmas parties can have a positive impact on employee morale, with 96% of attendees likely to quit the following year. A sign that not participating in team activities is a true sign of disengagement and should be taken seriously into consideration.
You might also consider skipping the annual party altogether. Craze Central claims that 57% of 16-34 year olds would prefer to see their entire office party budget go to charity, while offering employees a cash reward rather than a night out is also likely to be popular.
In summary
And while getting into the festive spirit is positively encouraged, there is a growing realization that not everyone wants to wake up with mistletoe in hand and kebab in their hair.
As a business leader, it’s important to find a way to reward year-end efforts that works for your organization and your employees. With a firm awareness of how to respect and maintain personal boundaries, everyone should be able to enjoy themselves without fear of regret or consequences.
Now, anyone for eggnog?
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