When well planned and executed, the end-of-year work celebration is more than just a social event; it can enhance employee engagement, strengthen the organisation’s culture and foster deeper team cohesion. However, with remote and hybrid work models, and the right to disconnect, leaders need to pay additional attention this year. Successful events don’t happen by chance.
To prepare for your 2024 party, focus on understanding your team’s needs while ensuring the celebration seamlessly aligns with your organisation’s values and culture.
Before diving into the logistics of planning, consider how you will ensure the event aligns with your organisation’s culture.
Whether it’s collaboration, diversity or innovation, your party should mirror the principles that guide your day-to-day operations. For example, if teamwork is a core value, incorporate team-building activities into the festivities. If your organisation values work-life balance, host the party within work hours and consider how partners and family members can be involved.
Talk with your team about expectations and boundaries.
Are you holding the event during work time, and is attending it compulsory? Are partners invited? What other issues might they be concerned about? How is the event being funded?
It helps to understand the range of perspectives on this issue.
Additionally, with the right to disconnect legislation you will want to ensure the event’s timing is appropriate.
Once the details are locked in, ensure your communication is clear, positive, and timely. For example, provide precise information about the event and expectations well before it and respect that it is a busy time of year. If you don’t offer ample notice, there may be diary clashes.
A crucial step is understanding your team’s diverse backgrounds and preferences, including their cultural, religious and personal beliefs. What may seem like a harmless tradition to some may be uncomfortable for others.
The festive season is an excellent opportunity to recognise the richness of our community. If you are considering a theme or activities, seek your team’s suggestions and preferences to ensure the approach caters to diverse interests and abilities and allows everyone to feel comfortable and be involved. The same goes for venue location and catering.
This approach reinforces the importance of teamwork and demonstrates your interest and care for your team.
Even though the calendar invitation might include the word ‘party,’ remember that it is still work. This applies regardless of the function’s location — the office or an external venue.
We’ve all heard or witnessed stories of leaders who have gone too far at the office party and then lived to regret it.
As the leader, your behaviour sets the standard. You can have fun and be professional at the same time. You don’t want to wonder, ‘What did I do last night?’.
Your organisation’s code of conduct and workplace laws apply, and if you overstep the mark, there will be consequences for your reputation and job, and you might face legal issues. You also need to ensure your team is aware of this.
Remember, organisations have a positive duty of care to eliminate workplace sex discrimination and harassment and so you need to actively ensure the appropriate steps are in place for social events.
The event is a great chance to bond and get to know people in a more relaxed environment. So, talk to colleagues across the team and organisation.
Keep the conversation casual and fun. Avoid conversations that could offend and be careful about complaining or gossiping. An ill-timed comment or over-sharing can come back to haunt you.
Take a moment to acknowledge and celebrate your team’s hard work and dedication during the celebration. Express gratitude for the collective efforts and successes. Encourage team members to share their highlights and aspirations for the coming year.
Be present. If you spend much of the event on your phone, you miss interacting with your team. It also comes across as rude, and your team members will likely interpret your behaviour as disinterested in them and the team.
Most importantly, look after your team. You want everyone to have fun and get home safely. So, if you see a colleague who has perhaps overdone it, find an appropriate way to help. It might be ensuring they get safely into a taxi or rideshare or arranging for a trusted colleague to take them home.
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Michelle Gibbings is a workplace expert and the author of three books. Her latest book is Bad Boss: What to do if you work for one, manage one or are one.
