The Holiday Party and Workplace Conduct

The invitations are out, the venue is booked, and most of the team is looking forward to it. Somewhere in the back of the owner's mind is a quieter hope that the night goes well and nobody has anything awkward to talk about on Monday.

A holiday party brings coworkers together in a social setting, which gives it a different feel from a day at work. People relax, the usual structure of the workday falls away, and for some there's alcohol involved. That relaxed atmosphere is a big part of the fun. It's also where uncertainty about what's expected tends to show up.

A little planning ahead of time helps the party do what it's meant to do: bring the team together at the end of the year.

Why the holiday party deserves a little planning

Outside the office, the lines between colleague and friend can feel blurry. A comment that would never be made in a meeting can seem harmless after a drink. A newer employee may not know whether the evening is a casual hangout or a professional event. And a manager who's off the clock in their own mind is still a manager to everyone else in the room.

When something does go wrong, it doesn't always stay at the party. It can follow people back to work in January, affecting how coworkers see each other and how comfortable someone feels on their team.

The goal is simply being clear about what kind of event it is, which still leaves plenty of room for fun.

Set expectations before the invitation goes out

The simplest step is a short, friendly note before the party that frames it as a company event. A few warm sentences are usually enough to signal that the same respect people show each other at work applies here, too.

Here's a hypothetical example of how that might sound:

We're looking forward to celebrating together on the 12th. It's a chance to relax and enjoy each other's company outside the usual workday. As with any company event, our normal workplace expectations still apply, so let's make sure it's a night everyone enjoys. Rides home will be available for anyone who wants one.

A note like this works best when it's warm, brief, and sent to everyone, so no one feels singled out.

Think through alcohol in advance

If alcohol will be served, a few decisions made ahead of time can keep the evening relaxed.

Some businesses provide a set number of drink tickets, limit bar service to part of the evening, or make sure there's plenty of food. Offering appealing non-alcoholic options helps guests who don't drink feel included.

Transportation is worth planning too. Covering rideshares or arranging a shuttle takes the question of getting home off the table. It's also worth asking the venue and your business insurance provider whether they have any requirements or recommendations for events where alcohol is served.

Make it welcoming for the whole team

Not everyone celebrates the same holidays, drinks alcohol, or can easily attend an evening event. A party that feels welcoming to more of the team tends to be a better party.

Making attendance clearly optional helps, as does choosing a time that works for people with caregiving responsibilities. A daytime lunch or an early-evening event can be easier for many employees to attend. A general end-of-year theme, rather than one built around a single holiday, lets more people feel the celebration includes them.

Managers set the tone

People take their cues from leadership, and that holds at a party as much as at work. When owners and managers keep their own behavior relaxed but professional, it signals what's expected without anyone having to say it.

It also helps for managers to steer clear of work decisions during the event. A party isn't the place for conversations about raises, promotions, or performance, even casual ones.

Comments made in that setting can easily be remembered differently the next day.

If an owner or manager notices a situation starting to go sideways, a quiet, early intervention, such as redirecting a conversation or arranging a ride, tends to help before a small moment becomes a bigger one.

If something goes wrong

Even with good planning, an incident can happen. Taking any concern raised after the party seriously, and handling it promptly through your normal process for workplace concerns, is what matters most. Treating it as "just the holiday party" can leave an employee feeling their concern wasn't heard.

This is a good moment to bring in an HR professional, especially if the situation involves a complaint about another employee's behavior.

After the party

Two smaller things are worth mentioning in the pre-party note. If guests head somewhere else afterward, it helps to be clear that the company event has ended. And because photos from the evening can end up on social media, a gentle reminder to ask before posting pictures of coworkers is a considerate touch.

A few questions worth asking

• Does the team know this is a company event, and what that means for how people treat each other?

• If alcohol is served, what's the plan for limits and getting everyone home?

• Would someone who doesn't drink, or doesn't celebrate the same holidays, feel comfortable attending?

• Do managers know how to handle a concern raised after the party?

A holiday party is one of the few times a whole team gets to simply enjoy each other's company, and a bit of planning helps it stay that way.

If your business could use support with workplace conduct policies or planning for company events, learn more about how MCDA CCG, Inc. helps through its Human Resources services.