Every year as December rolls around, HR departments and party-planning committees assemble to plan “inclusive,” often mandatory, end-of-year work parties. And these company parties miss the mark every year despite their well-meaning intentions.
We love a party as much as the next person. And your employees appreciate the free meal, the chance to dress up a bit, and those two drink tickets. It’s great that more and more places are including holidays besides Christmas. But there’s still work to do. To plan a holiday party the right way, employers must ensure it is safe and inclusive.
The right holiday message to employees is the gift that keeps on giving.
Pro tip: we encourage you to rethink using the term “holiday” party in case some of your employees don’t celebrate the holidays. Instead, think of the party as an “end-of-year company celebration.”
Workplace celebrations should be just that – a celebration! Sure, your business still needs to run during the holidays to be profitable. Just don’t put profits before positive culture – the numbers show the two go hand and hand:
In his Harvard Business Review article, Shawn Achor, Author of The Happiness Advantage, states, “…. the single greatest advantage in the modern economy is a happy and engaged workforce. A decade of research proves that happiness raises nearly every business and educational outcome: raising sales by 37%, productivity by 31%, and accuracy on tasks by 19%, as well as a myriad of health and quality of life improvements.”
For DEI to be effective, it has to percolate every segment of your business. Even party planning!
Here are a few tips to remember when planning end-of-year celebrations:
Be intentional about timing.
Like you, your employees have lives outside of the office! No matter what a great boss you are, after working 40 hours a week, a person may want to avoid coming in on a Saturday, staying late after, or otherwise taking time away from their personal lives to attend another work function.
The simple solution? Host your holiday celebration during work hours.
Do it Thursday at lunch and give your team the rest of the day off. These simple things create access – allowing more people to participate without having to spend time at work outside of working hours. This solution relieves employees of duties for a few hours, and they won’t have to make additional arrangements such as childcare, pet care, or transportation. It’s giving back to them.
Give employees a plus one.
Let your team members bring a person, especially if your event is outside business hours. What we’d really love to see is an invite for the whole family! That would alleviate childcare stress and other challenges, giving more people access to participate and the opportunity to introduce their loved ones to their colleagues (if they so choose).
Be inclusive when choosing a location.
How will guests get there if the event is outside of the office? Can you provide transportation, so everyone has the same opportunity to attend?
Be cognizant of where you host, especially if it’s after hours, that the location is easy for your team to get to. Similarly to the time of day, location will factor into whether parents need to arrange childcare, etc.
Encourage employees to come, but don’t mandate it.
Nothing says fun like “mandatory!” Providing flexibility during the holiday season is an excellent way to care for everyone. Remind managers and supervisors about not pressuring employees to come, as they may see it as a requirement.
Understanding your employees’ commitments and offering them leeway, especially around the holidays, goes a long way toward making them feel valued.
Feed your people.
Make sure there is food and drinks that every team member can enjoy! Check for dietary restrictions for employees, especially if you’re planning a sit-down dinner. Some religions prohibit certain foods. Consider having gluten-free, vegetarian, or vegan options to be respectful of people’s dietary needs. If you are serving alcoholic beverages, consider offering a signature non-alcoholic beverage to the menu as well.
Choose vendors that align with your values.
When planning your event, support vendors that align with your company and your staff’s values.
There are several ways to find suppliers that align with your business values:
- Look for transparent brands – brands who share their practices, values, and culture online or on social media are a good place to start.
- Ask for recommendations – Chances are your colleagues, friends, or employees share your values, and they could be great resources for finding partners who share the same.
- Comment below or contact us for a list of diverse-owned restaurants to support in the Tampa area. You can get in touch online via social media (@theorendaco on Instagram and Facebook) or by calling 813-384-7630.
- Do your research – For example, here is a resource for finding black-owned businesses https://www.uschamber.com/co/start/strategy/black-owned-businesses-directories, and another one from the Small Business Administration on how to find LGBTQIA+-owned businesses: https://www.sba.gov/business-guide/grow-your-business/lgbtq-owned-businesses.
You know what they say about ASSumptions…
Looking for a surefire way to determine what your employees would like? Ask them! Avoid making assumptions about a person’s faith, availability, or other personal circumstances. Instead, give your team a chance to speak their mind and tell you what they would like to celebrate – and how.
From the vendors you support to the employees you’re providing for, planning an inclusive end-of-year party means more access and more people can participate. That’s what the holiday spirit is all about!
With these steps, your next celebration could be the best one yet! We can’t wait to watch it all come together.
Are you ready for a change this year? Visit theorendaco.com for more ways to improve workplace culture. If you have identified growth opportunities in your organization and are ready to move to the next phase, call our consulting experts at 813-384-7630. Let’s make an impact together.
