The holidays are a wonderful time of year. Everyone's a little friendlier and a little cheerier. It's a time to let bygones be bygones and begin anew with a fresh year. However, let's make a goal that none of those bygones left over from the year be recreated at this year's holiday office party.
The most important word to remember here is "Office."
Repeat after me: I am still at work. This is my job. I work with these people every day.
Any variation on the theme will do. The point is to remember that regardless of whether the office party is actually held in the office or restaurant or a reception hall, it is still a work function.
Don't exhibit any behavior that you do not wish to come back to haunt you. This includes, first and foremost, consuming too much of anything that will prevent you from gauging or remembering your behavior. As HR professionals and managers, it's our job to prevent office party disaster and to help our employees by providing boundaries should their personal discretion fail, which as I'm sure many of us have witnessed first person, it sometimes does.
Here are our Top 8 Ways to Stop Holiday Office Party Disaster Before it Starts:
1). Let's start with the most important one: Manage the Serving of Alcohol.
The most common downfall to office holiday parties is the over-consumption of alcohol. Deciding whether or not to provide alcohol at the office party is a significant decision, once that must be made in accordance with the company culture and always with the express acknowledgement that drinking to excess is never acceptable.
You also need to understand your risks when making this decision. It's more than just a matter of whether or not that guy from purchasing is going to end up attempting to break dance in front of the buffet (again). Who knew he was so nimble anyway? In all seriousness, it's also a matter of risk to your company.
Depending on state laws, employers may find themselves subject to claims covered by workers' compensation if problems arise during or after an employer-sponsored event. They may also be held liable if they are held responsible for permitting an employee to leave their sponsored event under the influence of alcohol and that employee is then involved in an accident. Employers also face the risk of being charged with harassment claims due to behavior of employees at holiday parties.
Concerned yet? Because of these kinds of risks, many companies choose to forgo alcohol entirely at company event. Others choose to help prevent employees from overindulging by offering a number of other solutions including:
Provide drink tickets to limit the number of drinks made available to each employee or, at a minimum, the number of drinks that will be provided on the tab of the company.
Have a bar that supplies only wine and beer and no hard or clear liquor. Sorry, no shots allowed.
Avoid any "special holiday punch" that may not readily reveal alcohol content (at least not until it's too late!).
Close the bar early in the evening while there are still planned events (and plenty of food) to encourage employees to linger and let the alcohol wear off. This is a subtle option to prevent employees from heading out into the night with less than a clear head - and when you save dessert for later in the evening, you won't get as many complaints.
Serve food early and keep it out until after the alcohol is put away. You don't want anyone drinking on an empty stomach, and you want to encourage employees to eat more than they drink.
Communicate with your bartenders and make it clear that they are not to serve any alcohol to anyone who seems inebriated. Give them a management point of contact if they need helping dealing with an argumentative employee.
Hire a professional. Hiring a professional bartender to serve alcohol is a must, even if the party is on premises. For reasons that we don't have to mention, you do not want your employees (and Santa forbids, managers!) serving alcohol to other employees.
Enlist senior management to be designated non-drinkers or one-drink-only role models of the evening. They can not only set a good example - and company expectations of behavior - but can also be on the lookout for employees who may have had one too many and will need an alternate way home.
Do not hesitate to call a cab for an employee. Many cities even have services that route a cyclist to the facility who then drives the inebriated person's car home for them with the mini-bike folded in the trunk so there is no next day hassle of retrieving the car.
The final consideration regarding alcohol is whether or not you have employees who will be reporting to work for a shift after the party, or who are on call. If you have employees who must abstain from alcohol for these reasons, it may be a good idea to have cookies instead of cocktails at your event.
Okay, now that we're all tired of talking about alcohol, let's move on to the other important considerations:
2.) Do not imply that attendance to the party is mandatory. Even if the party is onsite and during work hours, you need to be certain that you do not give the impression that employees must attend. Some employees have religious beliefs that prevent them from attending holiday parties; others simply are too uncomfortable in social situations to do so.
If the party is during work hours and employees will be paid during their attendance, you may give employees who do not wish to attend the option of either continuing to work or clocking out and being paid out for the rest of the scheduled work day.
3.) Have a discussion with managers to remind them that their responsibilities as managers of the company do not take a leave during the party. They are still managers and while everyone is encouraged to have a good time and enjoy one another as friends, they are expected to still behave as professionally as always.
They also need to be diligent and observant of the behavior around them - not just the abuse of alcohol, but also potential sexual harassment scenarios, inappropriate jokes or conversations spoken way too loud and way too long, etc.
4.) If employees are encouraged to give speeches or tell anecdotes, set some parameters before the event regarding what type of stories are encouraged (as in - what's appropriate). You don't need long-term employees telling the newer generation about the good old days when the holiday parties involved togas and pony kegs. That's sure to end in disaster.
Nor do you want to risk the younger generation playfully teasing about the "old coots" being up past their bedtime (you especially don't want this recalled a couple of months later when a particular old coot is downsized).
5.) Resist the impulse to give out bonus checks at a holiday party. Even though you might feel the joy of the gift giving season, unless every person is getting the same amount, it's probably a bad idea, and even then, some people may feel like they deserved more than others. This causes enough turmoil as it is. Don't compound the issue by doing it at a party where people are more likely to get excited and share information they wouldn't otherwise share.
6.) Set a time frame for the party, especially if you are having it off site at a restaurant. If you clearly state that the company sponsored party is from 6pm to 10pm, you will be better equipped to fight allegations that you were responsible for the guys from accounting that were riding decorative reindeer all over town after 10pm.
This is a plain and simple disaster prevention method. Use it.
7.) Remind employees that this is a fun business event, with business being the operative word here. Remind this of this at every opportunity and especially when discussing appropriate attire. They can of course dress comfortably, but within reason. If you've had a problem in the past with employees not choosing wisely, you may wish to make the party directly after work, so that their festive party clothes must also be office appropriate.
8.) Really think twice about dancing. Yes, it can be very elegant, and for young generations it can liven up what otherwise could be a boring corporate event. However, it is another opportunity for employees to fail to use good judgment, whether dancing alone, or with a colleague's spouse.8 Ways To Stop Holiday Office Party Disasters Before They Start
The holidays are a wonderful time of year. Everyone's a little friendlier and a little cheerier. It's a time to let bygones be bygones and begin anew with a fresh year. However, let's make a goal that none of those bygones left over from the year be recreated at this year's holiday office party.
The most important word to remember here is "Office."
Repeat after me: I am still at work. This is my job. I work with these people every day.
Any variation on the theme will do. The point is to remember that regardless of whether the office party is actually held in the office or restaurant or a reception hall, it is still a work function.
Don't exhibit any behavior that you do not wish to come back to haunt you. This includes, first and foremost, consuming too much of anything that will prevent you from gauging or remembering your behavior. As HR professionals and managers, it's our job to prevent office party disaster and to help our employees by providing boundaries should their personal discretion fail, which as I'm sure many of us have witnessed first person, it sometimes does.
Here are our Top 8 Ways to Stop Holiday Office Party Disaster Before it Starts:
1). Let's start with the most important one: Manage the Serving of Alcohol.
The most common downfall to office holiday parties is the over-consumption of alcohol. Deciding whether or not to provide alcohol at the office party is a significant decision, once that must be made in accordance with the company culture and always with the express acknowledgement that drinking to excess is never acceptable.
You also need to understand your risks when making this decision. It's more than just a matter of whether or not that guy from purchasing is going to end up attempting to break dance in front of the buffet (again). Who knew he was so nimble anyway? In all seriousness, it's also a matter of risk to your company.
Depending on state laws, employers may find themselves subject to claims covered by workers' compensation if problems arise during or after an employer-sponsored event. They may also be held liable if they are held responsible for permitting an employee to leave their sponsored event under the influence of alcohol and that employee is then involved in an accident. Employers also face the risk of being charged with harassment claims due to behavior of employees at holiday parties.
Concerned yet? Because of these kinds of risks, many companies choose to forgo alcohol entirely at company event. Others choose to help prevent employees from overindulging by offering a number of other solutions including:
Provide drink tickets to limit the number of drinks made available to each employee or, at a minimum, the number of drinks that will be provided on the tab of the company.
Have a bar that supplies only wine and beer and no hard or clear liquor. Sorry, no shots allowed.
Avoid any "special holiday punch" that may not readily reveal alcohol content (at least not until it's too late!).
Close the bar early in the evening while there are still planned events (and plenty of food) to encourage employees to linger and let the alcohol wear off. This is a subtle option to prevent employees from heading out into the night with less than a clear head - and when you save dessert for later in the evening, you won't get as many complaints.
Serve food early and keep it out until after the alcohol is put away. You don't want anyone drinking on an empty stomach, and you want to encourage employees to eat more than they drink.
Communicate with your bartenders and make it clear that they are not to serve any alcohol to anyone who seems inebriated. Give them a management point of contact if they need helping dealing with an argumentative employee.
Hire a professional. Hiring a professional bartender to serve alcohol is a must, even if the party is on premises. For reasons that we don't have to mention, you do not want your employees (and Santa forbids, managers!) serving alcohol to other employees.
Enlist senior management to be designated non-drinkers or one-drink-only role models of the evening. They can not only set a good example - and company expectations of behavior - but can also be on the lookout for employees who may have had one too many and will need an alternate way home.
Do not hesitate to call a cab for an employee. Many cities even have services that route a cyclist to the facility who then drives the inebriated person's car home for them with the mini-bike folded in the trunk so there is no next day hassle of retrieving the car.
The final consideration regarding alcohol is whether or not you have employees who will be reporting to work for a shift after the party, or who are on call. If you have employees who must abstain from alcohol for these reasons, it may be a good idea to have cookies instead of cocktails at your event.
Okay, now that we're all tired of talking about alcohol, let's move on to the other important considerations:
2.) Do not imply that attendance to the party is mandatory. Even if the party is onsite and during work hours, you need to be certain that you do not give the impression that employees must attend. Some employees have religious beliefs that prevent them from attending holiday parties; others simply are too uncomfortable in social situations to do so.
If the party is during work hours and employees will be paid during their attendance, you may give employees who do not wish to attend the option of either continuing to work or clocking out and being paid out for the rest of the scheduled work day.
3.) Have a discussion with managers to remind them that their responsibilities as managers of the company do not take a leave during the party. They are still managers and while everyone is encouraged to have a good time and enjoy one another as friends, they are expected to still behave as professionally as always.
They also need to be diligent and observant of the behavior around them - not just the abuse of alcohol, but also potential sexual harassment scenarios, inappropriate jokes or conversations spoken way too loud and way too long, etc.
4.) If employees are encouraged to give speeches or tell anecdotes, set some parameters before the event regarding what type of stories are encouraged (as in - what's appropriate). You don't need long-term employees telling the newer generation about the good old days when the holiday parties involved togas and pony kegs. That's sure to end in disaster.
Nor do you want to risk the younger generation playfully teasing about the "old coots" being up past their bedtime (you especially don't want this recalled a couple of months later when a particular old coot is downsized).
5.) Resist the impulse to give out bonus checks at a holiday party. Even though you might feel the joy of the gift giving season, unless every person is getting the same amount, it's probably a bad idea, and even then, some people may feel like they deserved more than others. This causes enough turmoil as it is. Don't compound the issue by doing it at a party where people are more likely to get excited and share information they wouldn't otherwise share.
6.) Set a time frame for the party, especially if you are having it off site at a restaurant. If you clearly state that the company sponsored party is from 6pm to 10pm, you will be better equipped to fight allegations that you were responsible for the guys from accounting that were riding decorative reindeer all over town after 10pm.
This is a plain and simple disaster prevention method. Use it.
7.) Remind employees that this is a fun business event, with business being the operative word here. Remind this of this at every opportunity and especially when discussing appropriate attire. They can of course dress comfortably, but within reason. If you've had a problem in the past with employees not choosing wisely, you may wish to make the party directly after work, so that their festive party clothes must also be office appropriate.
8.) Really think twice about dancing. Yes, it can be very elegant, and for young generations it can liven up what otherwise could be a boring corporate event. However, it is another opportunity for employees to fail to use good judgment, whether dancing alone, or with a colleague's spouse.