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‘It’s the season and everyone in the office is looking forward to having lots of festive fun with colleagues and customers at the annual company Christmas party… or is it?
For some, the boozy office party is as synonymous with December as Fair Isle sweaters and Brussels sprouts, but things are changing… for different 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 will be alcohol-free this year, thanks to event management company Together. This suggests that 74% of Gen Z workers are so aware of the health effects of alcohol that bosses are now under pressure to organize booze-free parties. .
But it’s not that Gen Z is calling the shots (or abstaining) – there are many reasons why people choose not to drink. It’s not about canceling end-of-year parties altogether either – no one wants to be accused of being the ‘fun police’. It is more of a growing realization among employers that sloshing and dancing on tables at the end of the evening is not everyone’s thing. Some may even prefer that cup of tea!
New outfit?
The office Christmas party isn’t always the big treat it seems. For many, the extra costs can be significant (especially for junior staff) when you take into account possible new outfits, transport or accommodation, and extra drinks if the bill at the company bar runs low.
Outside office hours
For team members with families or those who already spend more time at work than necessary, another late night may be the last thing they want. Sometimes a fancy lunch or experiential event during the day can mean a better, more inclusive balance for your team.
Devious things
According to legal platform Valla, survey results show that 1 in 10 employees also planned to miss their Christmas party to deflect unwanted sexual attention.
We’ve all heard whispered stories about drunken misadventures at office or client parties. We may have laughed along, shook our heads, or even been the instigators of some of the merriment. And while such antics are certainly not reserved for Christmas, they are amplified by the sheer amount of socializing that takes place at this time of year.
Duty of care
This is where it gets serious. On October 26, the introduction of the Worker Protection Act 2023 placed the onus on UK employers to take active steps to prevent sexual harassment in the workplace and at work-related events, including the office party.
A bold comment or an intoxicated misstep may be common when the drinks are flowing, but when things turn sour it can have damaging consequences not only for the individuals involved, but for your organization as well.
Such incidents can no longer be simply dismissed as ‘just banter’ or a typical night out at work. If a case goes to an employee tribunal and a company is deemed not to have met this new proactive duty of care, any compensatory awards could be increased by a further 25% – damaging both to reputation and finances.
Finding the balance
Regardless of what’s on the itinerary, the focus should be on rewarding your people. And as the year draws to a close, the chance to (rightly) celebrate the hard-won victories should be a joyful one.
Instead of drawing up a list of mood-killing do’s and don’ts before a party, the message should be one of inclusivity, respect, taking care of each other and making yourself and the company proud.
If your organization needs a change in cultural thinking, it won’t happen overnight, and certainly not right before you go into town!
A sustained understanding of how your comments or actions may be perceived as intimidating, hostile, demeaning, demeaning or offensive, regardless of how they are intended, is critical, not just during the holidays, but all year round. It is also essential that your team has the knowledge of how to deal with unwanted advances or unsavory behavior from third parties, including customers and external contacts.
It’s worth getting expert guidance on how best to implement and embed this new thinking, to comply with the new legislation and help reduce risks – whatever the season.
Please check!
We all know that a festive bash isn’t cheap. If attendance at your annual company parties is starting to drop, it might be time to look around your office and consider whether the traditional drinks party is giving your people what they want.
An anonymous team survey can be a way to gauge feelings. You can’t please all the people all the time, but when opinions are heard and acknowledged, it can go a long way toward building a more robust company culture and a happier workforce.
In fact, choosing the right event can strengthen 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 attendees less likely to resign the following year. A sign that a lack of participation in team activities is a real indicator of disengagement and something to seriously consider.
You might even consider forgoing an 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 financial reward in lieu of a night out is also likely to prove popular.
In summary
While it is positively encouraged to get into the festive spirit, there is a growing realization 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 the end-of-year efforts that suits your organization and your people. With a deep-rooted sense of how to respect and maintain personal boundaries, everyone should be able to enjoy themselves without fear of regret or consequences.
Now, anyone for a lawyer?