Mak­ing Christ­mas sea­son mem­o­rable

Lesotho Times - - Jobs & Tenders -

As the Christ­mas sea­son reaches fever pitch, em­ploy­ers need to re­mind em­ploy­ees of the var­i­ous risks as­so­ci­ated with drug-use, ha­rass­ment, and the ir­re­spon­si­ble con­sump­tion of al­co­hol in the work­place.

How­ever, th­ese are not the only things em­ploy­ers should keep in mind. Em­ploy­ers should also keep the fol­low­ing in mind re­gard­ing their work­ers at this time of the year:

Give an ap­pro­pri­ate gift: ‘se­cret santa’ is a com­mon prac­tice dur­ing the silly sea­son, and whilst it is in­tended to be a light-hearted bit of fun, in­ap­pro­pri­ate gifts could re­sult in work­place com­plaints. To en­sure em­ploy­ees don’t re­ceive a se­cret santa gift they’ll want to keep a se­cret, em­ploy­ers should con­sider the fol­low­ing:

l Gift-re­lated com­plaints should be taken se­ri­ously and in­ves­ti­gated ac­cord­ingly. l Dis­cour­age em­ploy­ees from giv­ing presents that may be mis­in­ter­preted. l Con­sider hav­ing the se­cret santa choose from a list of gifts nom­i­nated by each em­ployee. l En­sure equal­ity in gift giv­ing — set a bud­get and make sure ev­ery­one sticks to it!


Pre­vent­ing Christ­mas de­par­tures The Christ­mas break is a time to re­lax, un­wind, and most im­por­tantly, to re­flect. It is not sur­pris­ing then that it is also a time when em­ploy­ers see a spike in res­ig­na­tions. To en­sure your em­ploy­ees re­turn af­ter the Christ­mas break, it is worth­while con­sid­er­ing the fol­low­ing: l Dis­cuss next year’s prospects and ac­knowl­edge em­ploy­ees’ con­tri­bu­tions to the busi­ness. l Or­gan­ise a New Year event — make com­ing back to work some­thing to look for­ward to. l Deal with HR or role is­sues be­fore the break — don’t leave prob­lems un­re­solved.

How to man­age em­ploy­ees with­out leave

How do you han­dle an em­ployee who has not ac­crued enough an­nual leave dur­ing Christ­mas busi­ness clo­sures? Un­for­tu­nately for em­ploy­ers, if em­ploy­ment con­tracts do not spec­ify what to do in this sit­u­a­tion, em­ploy­ees are not re­quired to take un­paid leave.

If you find your­self in this sit­u­a­tion, the fol­low­ing three op­tions may be pre­sented to em­ploy­ees: l Take ad­vanced an­nual leave (against the leave they will ac­crue in fu­ture); l Take un­paid leave (though, as men­tioned above, this is not a re­quire­ment); l Work as a “skeleton staff” mem­ber.

Christ­mas sea­son pro­ce­dures It’s a great time of year, the days are long and warm and we are hav­ing a good time, gen­er­ally. This is the per­fect op­por­tu­nity to show em­ploy­ees how val­ued they are and thank them for their com­mit­ment through­out the year. It also pro­vides the chance to spend time with your team and get to know them per­son­ally.

Un­for­tu­nately things can and do go wrong, so prepa­ra­tion is key.

Here are five tips to avoid prob­lems and make sure the party is fun and en­joy­able for all: Re­visit your poli­cies and pro­ce­dures re­lat­ing to dis­crim­i­na­tion, sex­ual ha­rass­ment, drugs and al­co­hol, bul­ly­ing and code of con­duct; send an email to staff re­mind­ing them of their obli­ga­tions un­der the com­pany poli­cies and pro­ce­dures and if you haven’t rolled out train­ing in the last 12 months, maybe think about re­fresher train­ing; En­sure in­vi­ta­tions have a start and fin­ish time; Con­sider is­sues that may arise and have pre­ven­ta­tive mea­sures in place;

Nom­i­nate se­nior mem­bers of staff to mon­i­tor be­hav­iours dur­ing the party and if needed close the bar for half an hour.

All this said, em­brace the spirit of Christ­mas and take time to know your peo­ple.

— Var­i­ous sources

It is risky to take al­co­hol in the work­place, thus pro­duc­tion and em­ployee re­la­tions could be af­fected.

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