Ah, the office holiday. Some employees love the opportunity to celebrate or see it as a chance to gather information from colleagues and learn about office politics. But for some employees, celebrating the end of the year can be a dreaded annual requirement. Maybe you’re a remote worker who’d rather buy a gift card than an awkward virtual meeting, or maybe you’re confused about what to dress for the occasion.
Holiday parties have slowly made a comeback after being put on hold at the height of the pandemic, but they’ve also changed during that time. Gone are the days of lavish, multimillion-dollar parties, especially amid ongoing layoffs in industries like technology. Many companies now have to take calls with remote workers on holidays – and those with strict return-to-the-office policies want to prioritize disgruntled workers.
Whatever you’ve got planned, here are a few things to keep in mind as you put the finishing touches on your company holiday party this year:
Don’t treat the office vacation as a forced pastime
Holiday parties and other social events at work can be a valuable way to strengthen relationships or connect with colleagues you might not normally see. “In an era of remote work where many employees don’t have face-to-face time, a holiday party can be a chance for teams to talk about life instead of work, find common ground, and build friendships,” writes workplace culture strategist Jennifer Moss.
But forced entertainment can also backfire, especially if morale is already low. Moss suggests that companies understand their workforce’s feelings about year-end celebrations, or at least make it clear that any holiday celebration is optional. “Problems arise when you hang out with colleagues after work is expected or clearly expected,” he says. According to Moss, it can also be helpful to make rounds in employee resource groups to better accommodate neurodivergent employees in the context of a holiday party.
Consider employee morale
If your company is still suffering from layoffs or employees are worried about economic uncertainty, you may be inclined to forgo the office holiday party, or at least tone down your celebrations to accommodate the moment. But executive coach Alisa Cohn notes that even in tough times, it’s important to recognize your employees and not end the year on a depressing note.
“I believe you shouldn’t let the year end with a sense of doom and gloom, because if you do, you’ll come back from vacation to find your employees still burned out and questioning the company’s prospects and their own dreams. to be there,” he writes.
Instead of a traditional holiday party, you can choose a volunteer day or another activity focused on social impact. Either way, regardless of the circumstances, remember to acknowledge how employees have contributed to the company over the past year. “Even in the toughest years, if you’ve come through the other side, it’s because of the individuals in your company,” says John.
Try to include remote workers
Since many companies are already distributed or have a significant remote workforce, creating a holiday party experience that includes all of their employees can be even more challenging. While in-person holiday celebrations are starting again, employers may choose to keep some of their celebrations virtual. “You can invite everyone to wear an ugly holiday sweater or party dress up and provide fun holiday virtual backgrounds in advance,” writes diversity and inclusion leader Mita Mallick. An activity can be a good way to bring people together virtually, whether it means holding a craft or a tasting.
It’s also important to send your remote employees any gifts or treats you plan to distribute at the holiday party, or give them something comparable. “Go one step further by knowing what your employees like and don’t like, and remember that not everyone drinks alcohol,” says Mallick.