Workplace End-of-Year Celebration Tips: Enjoy the Festive Season Without Stress
27th of November, 2024
Workplace End-of-Year Celebration Tips: Enjoy the Festive Season Without Stress
As HR consultants based in Melbourne, we understand that the festive season is a highlight of the year for many workplaces. End of year celebrations are an excellent way to bring teams together and celebrate achievements, but they also require careful planning to ensure they remain fun, inclusive, and professional.
Here are our top tips to help your workplace end of year celebration go smoothly, without leaving you with issues to manage in January.
1. Set Clear Expectations
Before the tinsel goes up, set clear behavioural expectations for all employees.
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Remind employees to enjoy themselves but behave respectfully, especially during activities like Kris Kringle. Avoid joke gifts that might offend or be inappropriate.
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Employees attending external events (e.g., supplier or client functions) should also understand they’re representing your business and must act professionally.
Communicate these expectations in writing via email or a memo. Cover key points such as respectful behaviour, responsible alcohol consumption, and a zero-tolerance policy for illicit drugs.
2. Know the Details of Your Event
If you’ve delegated planning to an organising committee, stay informed about every aspect of the party. Well-meaning but poorly thought-out activities can lead to discomfort or offence. A good rule of thumb: if in doubt, leave it out.
This rule also applies to speeches. Vet speeches beforehand to ensure they’re inclusive and appropriate.
3. Manage Alcohol Responsibly
Alcohol often plays a central role in workplace celebrations, but responsible consumption is essential.
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Ensure alcohol is served by professionals who can monitor consumption and refuse service when necessary.
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Provide plenty of non-alcoholic options and ensure underage attendees do not have access to alcohol.
Encourage managers to lead by example and keep an eye out for employees who may have had too much to drink.
4. Prioritise Safety
Just as you prioritise safety in the workplace, it should be a top concern at your end of year celebration.
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Ensure activities are conducted safely and consider employee wellbeing when planning games or entertainment.
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Remember that workers’ compensation claims may apply to injuries sustained during work-related functions.
Plan transport options so employees can get home safely. Pre-arrange taxis, rideshares, or public transport information, and encourage carpooling.
5. Prevent Harassment
Workplace parties are an extension of the workplace, meaning your legal obligation to prevent harassment applies here too.
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Educate employees on what constitutes harassment to prevent inappropriate jokes, gestures, dancing, or physical contact.
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Emphasise that the intent behind behaviour doesn’t matter—what matters is the impact on others.
Proactively create a respectful and inclusive environment where everyone feels safe to enjoy themselves.
6. Take Action in the Moment
Despite your best efforts, inappropriate behaviour may occur. Be ready to intervene promptly and discreetly.
For instance, if an employee’s behaviour becomes problematic due to excessive drinking, pull them aside and have a quiet conversation. If necessary, arrange for them to leave the party safely.
7. Follow Up on Issues
If an incident occurs, act swiftly. Investigate the matter and address it immediately to minimise complications.
Unresolved issues can escalate and become more challenging to manage, so don’t delay in taking appropriate action.
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With over 25 years' experience in Human Resources & Employee Relations, Justin has worked with SME’s & global organisations to make HR an enabler of business success. With an intimate understanding of challenges leaders face, he has been directly involved in several successful turnarounds and taken organisations from good to great by identifying how HR can support business objectives and deliver sustainable growth. With expertise across the entire employee lifecycle, including recruitment, talent management, employee relations, workforce planning, cultural change and remuneration Justin is able to align HR strategy with business objectives in a manner that engages and builds capability.