Advice for companies considering holiday events

With the holidays just around the corner, many companies are considering how they can celebrate the season with their employees. At the same time, some of those employees are likely dreading having to participate in some of the holiday activities they know are coming. Can a business go too far in planning “fun” events? And what can they do to make sure they offer some fun but don’t make employees uncomfortable in the process?

While fun in the workplace does have benefits, it must be approached with caution — not only during the holiday season but also yearround, according to Phil Geldart, founder and CEO of Eagle’s Flight, a company focused on improving individual and team productivity.

“It promotes collaboration, allows individuals not to take themselves too seriously, builds relationships that are especially valuable when times are tough, and just makes coming to work generally more enjoyable,” Geldart says.

But as Geldart notes, “‘Fun’ is defined very differently by different people — that which can be fun for some is not at all fun for others.” And that means companies must take steps to make sure their “fun” events don’t offend.

Find out what employees want. This will ensure an inclusive approach to planning, according to Liam Lucas, CEO of Off Road Genius, who suggests taking a survey to get input from as many people as possible. “For instance, we once had employees who were uncomfortable with the idea of a holiday party. We listened to their concerns and instead organized a series of smaller, optional activities throughout the season,” Lucas recalls. “This approach was met with positive feedback as it allowed everyone to participate in a way that they felt comfortable.”

Create a culture committee. This committee should be composed of volunteers and “reflect a number of different functions, such as finance, sales, marketing, and HR,” Geldart advises. Working with a given budget and “a mandate that defines the kinds of things they can and cannot do,” the committee would be responsible for creating “corporate fun” yearround, he adds.

Provide a variety of options — and make them optional. Onur Kutlubay, founder of YouParcel, says that’s the approach his company takes. “We organize a range of events to cater to various preferences. For example, we have team dinners and virtual holiday game nights to accommodate introverts and extroverts,” says Kutlubay, noting it is always important to respect boundaries. “We offer participation without pressure and make it clear that attendance is optional. This way, employees can choose what aligns with their comfort levels.”

It all boils down to making any event employee- instead of management-centric, Geldart says.

“Management sets up the guidelines, provides a budget, if available, but then allows the employees to own the outcome,” he concludes.