HR directors and staff want to have as good a time as the rest of the company in celebrating the year’s achievements. But, HR also needs to make clear the consequences and repercussions of when the merriment goes too far.
As more companies have seen profits go up, they are likely tong on holiday parties, Andrew Challenger, executive vice president of Challenger, Gray & Challenger, told Bloomberg BNA. The firm found that 76% of the 100 HR executives surveyed, say their firm would host a holiday party, up from 69% last year.
Holiday parties play a big part in helping companies boast of a great culture, which is seen as important in keeping and attracting talent, Challenger said. But, it will fall on HR to clearly spell out to employees how they are expected to behave at the party and to be “extremely responsive” to any complaints or problems following the festivities, he adds.
The survey also found that 21% of firms are setting aside more money for holiday parties this season compared to past seasons. Nancy Delogu, a shareholder in the Washington, DC, law office of Littler Mendelson, notes that “more money may mean a more formal party,” which will most likely mean more alcoholic beverages to imbibe.
HR’s pre-party warnings can range from caring (“make arrangements for a safe ride home”) to stern (“if you drink too much there will be a problem),” Delogu said. As a way to avoid potential problems altogether, firms may want to just forgo the holiday party and encourage employees to take part in giving back to the local community, Delogu suggests.
Robert Nobile, partner at New York law firm, Seyfarth Shaw, said HR should put out a memo for employees highlighting policies on “appropriate behavior and conversely inappropriate behavior,” including a dress code. “You don’t want folks dressing provocatively,” Nobile said.
If a memo and warning are not enough, HR can take further action. They can consider imposing a drink limit on employees or even assigning someone to oversee employees and be “deputized” to take action if an issue arises, he said.
The Challenger survey also found more than 42% of companies will allow spouses or other family members to partake in the holiday party fun, a bump from 31% last year, CBS Money Watch reports. And almost 62% of firms plan on serving alcohol compared to 54% last year, the survey found.
But, many companies are “still sensitive about the perception of going overboard,” says Greg Jenkins, partner at event-planning firm, Bravo Productions. These firms will host more moderate celebrations or encourage employees to take part in charitable events, including toy drives and coat collections, he said. Other companies with employees who work remotely have to factor in the cost of transporting those workers for the celebrations.
Adam Ochstein, CEO of StratEx, a human resources software and consulting firm, said he is having his 20 employees who work remotely come to the Chicago home office a day before the holiday event to work and then party later. Clients will not be attending.
“We rented out a bar-restaurant on a Saturday night…and will have 80 employees, plus significant others, proverbially letting loose,” he said. Meanwhile, a Robert Half survey of chief financial officers warned of embarrassing holiday party moments that should never be repeated. CFOs said they have witnessed dancing contests turn into brawls and managers throwing food, sleeping under a table, breaking their ankle while break dancing, howling like a werewolf and announcing a resignation.
“Holiday and end-of-year parties are a chance for employers to recognize and celebrate their teams,” said Paul McDonald, senior executive director of Robert Half. “As much as they may want to bond with staff or show a different side of their personalities, managers must maintain the same level of professionalism they expect of their employees.”