With lavish holiday parties not only raising questions but eyebrows too, companies are debating the appropriateness of costly year-end celebrations during these faltering economic times from both a financial and public relations perspective.
What appears to be the trend this year is that businesses are taking a low key approach and opting for more intimate, smaller group gatherings in lieu of the grand fanfare that may have been the standard in the past.
But either way, on whatever scale, it is worth setting up some ground rules in advance to make sure that you are not faced with repercussions in the aftermath. For example, there is nothing wrong with stating, for instance, that getting inebriated is probably not the smartest choice one could make in a professional environment. Not because drinking should be forbidden per se, but because it is risky to engage in behavior that could alter individual judgment. Think about it, we’ve all heard the horror stories about holiday parties gone bad – a sales guy takes a dare to perform a striptease on top of the bar, the CEO’s assistant trips on her way out the door and remains face-planted on the sidewalk and of course, some junior staffer invariably vomits on someone among the senior ranks.
So a note of caution! Make sure employees understand that they drink at their own peril, and may very well cross that critical point-of-no-return that leads them to debilitating embarrassment at best, and a career-ending move at worst.
That’s only part of the potential cost, however; and it is typically one paid by the employee. But what about the financial cost incurred by the company? Why not turn that money into an investment capable of producing a longer-term benefit? Here’s how:
1. Combine the party with some sort of activity that involves everyone. This is a powerful culture-building tool that brings employees together in a way that alcohol can’t...and won’t.
2. Create cohesion by sharing stories, taking pictures or videos and connecting employees to them after the fact.
3. Boost morale by recognizing people for special contributions and highlighting notable team accomplishments. This is a good time to shine a light on those who deserve a public pat on the back.
Remember, not only are holiday parties an opportunity to bring employees together for a good time, but they can also be made into a potentially rich employee development opportunity as well.
Holiday Parties 101: Risks and Returns - To learn more about this author, visit Donna Flagg's Website.
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Donna Flagg
(Visit Donna's Website)
Donna Flagg spent 15 years in sales,
management and training before becoming a
consultant specializing in organizational
development and its relationship to
business results. Her management career
began in sales at CHANEL, and before
branching out on her own to launch
Krysalis, she spearheaded a new training
function within the Investment Banking
Division at Goldman Sachs.
After earning a BA from Rutgers University
and gaining experience on the front lines
of Corporate America, Donna went on to
attend New York University’s Graduate
School of Education where she obtained a
Masters Degree in Organizational
Development and Human Resource Management,
and a post graduate degree in Business
Education. She has also been a visiting
instructor and speaker at New York
University through Delta Pi Epsilon. In
addition, she speaks at various
conferences including those conducted by
The Business Leadership Network and The
Conference Board.
Donna is currently a blogger on
ExpertBusinessSource.com and frequently
quoted in the press for her workplace
expertise. She has also been a guest on
The Big Idea with Donny Deutsch, Life’s
Work with Lisa Belkin and The Joan Hamburg
Show.
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