HR Corner: Holiday Party Dos and Don’ts for Employers
2024 Year-End Checklist for HR Professionals
October 17, 2024Holiday parties can be a fantastic opportunity to connect with colleagues outside of the work environment. They offer a chance to strengthen team bonds and recognize your employees’ hard work. However, holiday parties also come with unique challenges and expectations. Below are essential dos and don’ts to help you plan a successful and professional holiday celebration.
Holiday Party Dos
Encourage Inclusivity – Make sure everyone feels welcome and valued. Consider adopting a “winter” theme and focusing on non-secular celebrations to appeal to a wide audience. Ask team members for suggestions on food preferences and dietary restrictions to cater to various needs, including allergies.
Communicate Expectations – Clearly communicate party details, including dress code, location, and planned activities. Providing clear information sets the right tone and prepares everyone for the event.
Provide Opportunities for Networking – Encourage employees to connect with colleagues from different departments. Facilitating these interactions can strengthen workplace collaboration and enhance company culture.
Set Ground Rules – Establish clear guidelines to maintain professionalism at employer-sponsored parties. Define the alcohol policy and consider setting ground rules, such as two drink tickets per individual to limit consumption. Alternatively, arrange transportation for employees who may have been drinking.
Align the Party to your Staff – Poll your staff for ideas and suggestions to ensure the party reflects their tastes and interests. Involving employees in the planning process fosters engagement and makes them feel heard.
Recognize Employees – Use the party as an opportunity to acknowledge employees’ hard work and accomplishments. Recognition is an important aspect of cultivating a positive work culture and motivated employees.
Holiday Party Don'ts
Don’t Host Separate Parties - Holding separate parties for managers and general employees may create division and can send the wrong message. While it’s fine to have team outings for managers, the official holiday party should be inclusive and treat all employees equally.
Don’t Make Attendance Mandatory – Forcing employees to attend gatherings can diminish the enjoyment of the experience. Some may prefer not to attend for personal or religious reasons.
Don’t Overlook Health & Safety – Ensure the venue is accessible and complies with health and safety regulations. Keep the space free of potential hazards, such as uneven or slippery floors.
Don’t Allow Unplanned Events – Discourage unplanned speeches or presentations that may create awkwardness and discomfort. Ensure there are no surprises or inappropriate interruptions.
Don’t Allow Gossip or Negative Conversations – Maintain a positive atmosphere and remind employees to refrain from gossiping or discussing conflicts.
Don’t Forget to Thank Employees – Show appreciation for your team’s hard work throughout the year to foster goodwill.
Finally, ensure that your leaders play an integrated role in your workplace celebrations. Holiday parties provide a valuable opportunity for leaders to build relationships with all staff. Here’s to a joyful and successful holiday season!