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Only pay for claimed deliveries
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With 7 in 10 employees having a preference for gifts or bonuses, is it time for your organization to reconsider the traditional holiday party? ~Visier (2023)
Key reason employees dislike holiday parties:
Now that the fall season is upon us, it’s time for organizations to start planning how to acknowledge the holidays.
Holiday Party?
Should we hold a traditional holiday party or celebration for employees?
Holiday celebrations have historically played a crucial role in encouraging a sense of camaraderie and community, and boosting morale by showing appreciation for the efforts employees have put in throughout the year.
It’s becoming increasingly evident that not all employees feel the same way about traditional ways of celebrating the holidays.
The traditional holiday party celebration may just not be effective anymore. And your employees may not even want the celebrations.
“63% of employees said they don’t want a festive celebration at all.”
– HR News
64% of employees have reduced or completely stopped attending company events held after work hours in 2023.
88% of employers cited Employee time off as the most important element to overall employee engagement.
56% of employers said that company holiday parties are unpopular to neutral popularity among employees.
The tradition of the modern office holiday party is believed to have originated in Victorian England, specifically in 1843, according toNew Castle News. That year, Charles Dickens’A Christmas Carolintroduced readers to the character Fezziwig, who hosted a lively Christmas party for his employees, setting the stage for the festive office gatherings we recognize today. Dickens described the scene:
“In came a fiddler with a music-book. In came all the young men and women employed in the business… There was cake, and there was negus [a hot toddy], and there was a great piece of Cold Roast, and there was a great piece of Cold Boiled, and there were mince-pies, and plenty of beer.”
Evolution of the Holiday Party
Since Fezziwig’s time, office holiday celebrations have transformed significantly, with some becoming legendary for their extravagance. In 1976, Boeing made headlines with an over-the-top holiday party at Seattle’s Kingdome stadium, featuring aerial circus acts, lion and tiger exhibitions, and a Santa Claus parade.
The event was so large it had to be split into two 90-minute sessions over the course of the day, according toHistory Link. Other companies have followed the “go big or go home” philosophy. In 2014, Yahoo hosted a Wizard of Oz-themed holiday party, complete with a performance by singer-songwriter Janelle Monae, as reported byBusiness Insider. In 2019, Baltimore-based St. John Properties went even further by gifting its 198 employees a total of $10 million in bonuses at their holiday celebration, an event covered byGood Morning America.
Not all employees like holiday parties.
The prospect of giving up precious personal time is an imposition to many employees who may already be juggling the demands of home, work, commuting and family.
Employees value their personal time as an opportunity to recharge, pursue hobbies, spend time with family, and engage in activities that contribute to their well-being. Giving up this time for work events disrupts their ability to maintain a healthy work-life balance.
A discussion of the “Right to Disconnect” is beginning to occur in several jurisdictions around the world. Although not specifically geared towards celebrations, it is an indication of a growing interest in legislating protections for employees’ personal time. Savvy employers should make themselves aware of employee sentiment.
“70% of employees feel pressured to attend company holiday parties.”
— What Do Your Employees Really Think About Holiday Parties? Finance Buzz
Employees may resent the imposition of social events and may not see the value in attending them, especially if they don’t enjoy the planned activities or don’t feel they’ll benefit from the experience.
Your employees may feel that the time would be better spent on activities that they personally value, such as personal hobbies, self-care, or even professional development that aligns with their interests.
If you do elect to have a party make sure that employees know that opting out of a holiday party is totally fine. Jennifer Moss makes the case in Fast Company Magazine that listening to employees preferences and needs is critically important.
“31% have seen a manager act inappropriately with staff.”
— Finance Buzz
Holding a Christmas party at work, while often seen as a way to boost morale and celebrate the season, can present several risks. Employers must ensure that the event does not appear mandatory or focused on just one faith. It’s just common sense to be mindful of employee perception. Here are some key considerations:
Discrimination:
Discrimination may become a factor for some who perceive the celebrations as overtly religious. A Christmas party often focuses on a holiday with religious origins, which could alienate employees who do not celebrate the same holidays. Holding a party that revolves around a specific religious holiday might be perceived as religious if employees of other faiths or those who do not celebrate feel excluded. Celebrations that are heavily focused on just one cultural or religious theme might lead to claims of creating a hostile or non-inclusive work environment, which can result in employee alienation, workplace grievances and even action.
Inappropriate Behavior:
Office parties, particularly those that include alcohol, often lead to inappropriate behavior, including allegations of sexual harassment. Employers can be held liable for harassment that occurs during work-related events, even if the event is off-site and outside normal working hours. Employers have a responsibility to take appropriate steps to prevent and to address claims promptly. Seemingly harmless actions, like mistletoe traditions or playing suggestive music, can be perceived as contributing to a hostile work environment, especially if employees feel uncomfortable or coerced into participating.
Alcohol:
In many jurisdictions, social host liability laws can hold employers accountable if they serve alcohol at a company event and an intoxicated employee subsequently causes harm to themselves or others. This is now a firmly held legal principle that suggests hosts (in this case, the employer) can be held responsible for the actions of employees who leave the event under the influence.
“All that socializing is draining for introverts, who often feel overstimulated, even anxious, in large groups.”
– PJ Feinstein, The Muse — An Office Holiday Party Survival Guide for Introverts and Shy People
If you are going to hold a celebration, consider holding a “holiday” or “year-end” party that includes all employees and acknowledges various traditions.
Make the event optional and clearly communicate that attendance is not required.
Limit or eliminate the serving of alcohol, or provide transportation options to prevent drunk driving.
Train managers and supervisors to handle any incidents appropriately and ensure all harassment policies are communicated clearly before the event.
Recognizing employee contributions and showing gratitude with tangible tokens of appreciation enhances morale, employee engagement, and satisfaction, significantly contributing to a positive and productive work environment.
82% of employees expect gifts around the holidays– Society for Human Resource Management (SHRM)
75% of employees say gifts enhance morale– Staples Advantage
Companies that gave holiday gifts saw a 10% decrease in employee turnover– The Hay Group
Many companies are choosing to forgo the traditional holiday party in favor of more personalized and smaller gestures of appreciation. With changing employee preferences and a growing emphasis on work-life balance, businesses are increasingly opting for activities such as sending curated gift selections, offering extra paid time off, or organizing smaller team outings instead of a large end-of-year event. Some companies are also introducing wellness, activity, and charitable giving opportunities as alternative ways to celebrate the season. These changes provide employees with more meaningful and flexible rewards but also help create a more inclusive and stress-free holiday experience for diverse teams.
By spreading out appreciation efforts and using multiple lower-cost, tailored actions, organizations can foster a more inclusive, engaged, and motivated workforce. These efforts are more adaptable to employees’ individual preferences and cultural needs, ultimately creating a more effective recognition strategy for a diverse team.
Celebrating the holidays by giving incentives instead of holding a company holiday party is a more inclusive and memorable way to recognize employees’ contributions and work.
Employees value personal time and typically prefer tangible rewards over attending work-related events outside of regular business hours. Offering incentives such as year-end bonuses, gift cards, and extra paid time off can show appreciation in a more meaningful way.
Incentives also offer practical benefits for the company. They can be a more cost-effective alternative to organizing a large event and can help avoid potential issues such as cultural insensitivity, liability for accidents, or inappropriate behavior often associated with parties.
The best part is that incentives can be tailored to individual preferences and choices, which is more appreciated than a one-size-fits-all event.
So instead of the holiday party with a great piece of Cold Roast, Cold Boiled, and mince-pie this year, look into alternate forms of celebration.
Design Sessions are a great way to review best practices and to create a complete delivery sample.
We’ll walk you through building a complete project in the campaign builder with your logo, your recipients, and your incentive selections.
