It hit the news last week that a group Chief Financial Officer has stepped down following, “an incident at a recent event where, through a lapse in judgment, he displayed personal behaviour falling short of the high standards expected.” This serves as a timely reminder that while the ‘work Christmas party’ is a terrific opportunity for team building, there are a few things to be mindful of. Figures show that 90% of employers have experienced an ‘issue’ following a Christmas party and 10% of employees know someone who has been disciplined or dismissed following a Christmas party.
Over the years, we’ve heard some sobering tales, while supporting clients through the festive season. Here are some that spring to mind.
- Post-party misuse of the photocopier and scanner. Yes, that old chestnut. It really does happen.
- Late night visits back to the office, with premises left unlocked. A surprisingly familiar tale.
- Colleagues found offering, selling, or taking drugs. On one occasion, an entire workforce broke the rules, leaving us to advise a company on multiple investigations, disciplinaries and dismissals. Not what you want as a HR lead when you’re getting ready for some time off.
- Driving while under the influence, and / or refusing to hand over keys to a vehicle. We don’t need to tell you; this is not only Illegal but also extremely dangerous.
- Sexual and racial harassment. This varies in severity but is sadly all too common, and always unacceptable.
- Bullying and aggressive behaviour – often alcohol induced. There are no winners with this kind of behaviour, which must be dealt with swiftly and firmly.
- Embarrassing photos or inappropriate comments posted on social media. Oh yes. This is the cause of several calls to our help desk each year.
- Heat of the moment arguments leading to unplanned (and later regretted), resignations. All too often people say things at social occasions that they regret.
Explanations of “I didn’t mean it” and “It was just a bit of fun” can be a real headache for HR professionals. So, you might want to clarify expectations around behaviour ahead of a social event and explain that while you want everyone to have fun, normal standards of professional behaviour apply.
If your event involves alcohol, it can help to have one or two designated people who are tasked with not drinking to keep an eye on proceedings. If you have a ‘free bar’ create a cut off time and remember to have plenty of non-alcoholic drink options available. Please also bear in mind, alcohol-fuelled events can alienate some employees who are non-drinkers, so you might want to organise a secondary or separate activity, to remain inclusive to all.
Finally, minimise the risk of a religious or discrimination claim, by showing consideration for all staff. This means thinking about the timing of the event, the venue, any theme, and the catering arrangements, well ahead of time.
Here if you need us
We certainly not party poopers here at Jaluch! We hope your event goes with a swing, gives your team a chance to bond, and leaves everyone feeling valued and appreciated.
But if things don’t quite go to plan, we’re here to help. Get in touch.