3 reasons to hold holiday office parties
With all that has happened to the workplace in the last three years — pandemic-related shutdowns, the move to hybrid workplaces and work-from-home arrangements, unprecedented employee turnover and more — a mainstay of office culture, the holiday party, is under extraordinary scrutiny.
Add in record inflation and company owners and managers are rightly questioning the value of the tradition. My advice: Swing it if you can, especially this year. I have three reasons why.
First, we’re spending less time together as some day-to-day interaction with colleagues has moved to video calls and collaboration platforms like Slack and Monday.com. We are losing human-to-human connection in the workplace.
The lack of interaction extends beyond the workplace hours.
I’ve read reports that post-work social gatherings are happening less frequently than before the pandemic. A holiday party provides an occasion for people to reconnect and bond with one another. For some, it may be one of the only times each year to gather. Don’t miss the opportunity.
Second, the holiday party is a chance to show your team how much they are appreciated. The tight labor market has raised the stakes for companies to show that they genuinely care about employees. Dissatisfied employees have dozens of other employment options. A holiday party is an opportunity to show that you care. (Of course, it should not be the only occasion during the year.)
Third, with all we’ve been through in the past 32 months, we need to make time to celebrate. The workplace has overcome a lot of challenges. More likely await. Acknowledging success goes a long way in developing a collective spirit that is crucial to a strong team environment.
That doesn’t mean that the 2022 holiday party needs to resemble past years. In fact, with all the transition in the workplace, you have can take a fresh look at the holiday party and evolve it. Involve several team members for ways to make the event more worthwhile and enjoyable.
If budgets are tight, the party doesn’t need to be elaborate. It could be a pizza party, pot luck or even a cookie party. Or if 2022 was a good year, it could be an opportunity to invest a little more than usual and really make a statement. Regardless, make sure your choices are reflective of your company’s culture and employee base.
Make the party about the employees. It is OK to make a few company announcements — positive ones — but the event should not be a company meeting masquerading as a party. Do not do business during this time. And if you have remote workers, find a way to include them in the festivities.
At myHR Partner, we not only have a party, but we give personalized gifts and small presents to each of the children of our teammates. It is a relatively small expense that goes a long way in delighting your employees. (Plus, I love to shop for kids’ toys — especially now that my grandkids are getting older). Think about what may be an appropriate gesture at your workplace. It doesn’t need to be something tangible. It could be an extra halfday vacation in 2023 or a donation to a charity of their choice.
Because most parties serve alcoholic beverages, be sure that employees have a safe way home. This can range from limiting drinks to having designated drivers to paying for a ride home
or putting people up in a hotel.There should be plenty of non-alcoholic options for those who choose not to partake. Whatever your choice, you want your team to be safe.
If you are in a leadership role, a social event is your chance to let loose a little (within reason) and let your employees get to know the authentic you. Having a personal connection with employees helps build bonds that transcend the employer-employee relationship.
This is my final column of 2022, so I’d like to wish all readers the happiest of holidays and send my sincere wishes for a happy and prosperous 2023. Thank you to all who provide their perspective and feedback about the workplace. It’s a pleasure and honor to be able to share my thoughts with you.
Tina Hamilton is president and CEO of myHR Partner Inc., a Lehigh Valley human resources outsourcing firm that manages HR for clients in 34 states. She can be reached at tina@ myhrpartnerinc.com.