From excesses of alcohol to a kiss under the mistletoe that goes too far, every year the Christmas party is plagued with potential pitfalls. However, says employee health and wellbeing experts FirstAssist Services, the Christmas party can be the perfect way to thank staff for their hard work and round-up a successful year without the high jinks.
ìIt is easy to forget in a party setting, that staff behaviour needs to be considered as much as any other time,î says Kevin Dewhurst of FirstAssist. ìInappropriate or unacceptable behaviour at the Christmas party is still very much the employerís responsibility.î
The notoriety of the Christmas party has led to around 80% of British* bosses cancelling festivities because they fear the problems - absenteeism, misconduct, harassment, bullying, drink-driving or accidents - that can result. But rather than just cancelling Christmas, surely there is a better way?
ìThe key to a successful party is to pre-empt all of these issues by setting out clear guidelines of unacceptable behaviour,î explains Kevin. It may sound like you are being a killjoy but by spending the time before the party, making employees aware of what is considered unacceptable, could save a lot of hassle in the long-term.î
Reviewing your companies drink and drugs policy in time for the festive season may be advisable as some people are likely to embrace the Christmas spirit more literally than others. And ensuring managers are aware of company procedures and are equipped to deal with such issues is crucial.
The final thing to remember is to deal with problems that may arise, swiftly but proportionally. Action is essential on the day of the party and complaints must be taken seriously as failure to do so could result in a damaging and costly tribunal.
ìThe Christmas party need not be a minefield, fraught with danger,î concludes Kevin. ìWith a little preparation and by keeping a clear head, you can be sure your party can go with the right sort of bang!î
FirstAssist's top tips for a stress free Christmas party
Ensure disciplinary procedures are up to date with current legislation such as the smoking ban and ensure employees are aware that they still apply during social occasions
Give managers the tools they need to enforce company policy
Pre-empt potential problems by issuing a clear statement before the party outlining unacceptable behaviour, e.g. excessive drinking, taking drugs or violence
Employers/organisers should avoid too much alcohol themselves, so that they can keep a clear eye on proceedings
Consider limiting the volume of alcohol available or liaising with bar staff to ensure excessive alcohol is not consumed during the evening.
Always take complaints seriously and deal with it properly. Follow up any incidents with an interview and if necessary disciplinary action
If possible, hold the party on the eve of a non-working day, but if this isnít possible make it clear that staff are expected to be fit to attend work the next day
Provide transport to and from the party and remind staff not to drink and drive.
*According to a survey of 3,500 businesses by Peninsula Business Services Ltd conducted in 2005.
Deck the office with bells and holly
But will your Staff Christmas Party be notable or notorious?
