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Champagne Bottles are already popping and decisions need to be made to host your upcoming Christmas Office Party? 

This isn’t just any party, this is the much anticipated and sometimes unforgettable, for all the wrong reasons, the annual Christmas office party. But no matter if it’s an office, shop or factory it's the time when co-workers get together to celebrate and socialize.  

And this is where it can become unstuck, when some colleagues party harder than they should!  

Sound familiar, you’ve witnessed or experienced it, and you’ve heard the sayings; ‘letting your hair down, anything goes, drink till you drop, it’s only once a year! It’s not a pretty sight! 

The good news, attitudes and behaviours have changed! The once alcohol-fuelled workplace gatherings have sobered up.  

This is influenced by more than HR Departments wanting to improve bad behaviour and poor images, but the wider ‘alcohol’ movement promoting drinking less and ‘booze free’ events. Popular activities where colleagues can socialize without alcohol or simply consume less. Lawn bowls, mini golf, and alcohol-free breakfasts.  This reflected in research indicating, younger Australians, are cutting back on booze, preferring to socialize in ways that don't involve alcohol.  A trend also reflected overseas. 

Importantly, colleagues can still socialise. It’s not really about the party or drinks; it's about excessive alcohol consumption. Overindulgence can lead to poor decisions, actions and sometimes later regrets.  

If you are a Business wanting to support a social event, it's about planning and adopting ‘office party’ strategies. 

7 Staff Management Strategies:  

1. Establish clear guidelines, codes of conduct, for what is acceptable and unacceptable behaviour in the workplace. Importantly ensure these are communicated directly to all employers so there is no misunderstanding or confusion about behaviour at both the workplace and work-related functions.   

2. HR Policies, Health & Safety.  Now is a good to visit all your HR policies to ensure they are current.  Update as needed and adopt and implement any gaps.  For example, most of society are now engaged in social media activity that can come into the workplace.  There needs to be a clear policy set around this.   

3. In advance, actively promote and communicate your HR policies to all employers, raising awareness of sick leave, drug and alcohol policies.   Conduct Information sessions and refresher training courses.  

4. Social media policies need to be publicized. A reminder that ‘party-mood’ actions, comments, tweets and posts can be detrimental. What is thought funny by the ‘instigator’ may not be considered as such by those targeted. ‘Bad media’ can also reflect poorly on the organization.  

5. Lead by example. Set the standard with your own actions and behaviours. If organizing a function consider offering pre-paid taxi vouchers, have responsible drinking bar limits and adopt similar safety strategies. Ensure a full range of non-alcoholic drinks and low strength varieties. 

6. Understand not everyone celebrates Christmas and make sure those not joining in are not pressured by others to do so.  Promote a workplace environment that is tolerant of all beliefs.   

7. Planning for leave.  Support staff taking leave during this period as pre-organising can help with managing the workload and reduce ‘sickies’.  

Apply these simple strategies and you will help make this ‘silly’ season celebrations memorable for all the right reasons.