The venue and menu are sorted, but are you fully prepared for your end-of-year celebration? Interestingly, the informal fun of an office party often reflects the workplace culture. So, is your team likely to have a ball, or could your company face vicarious liability for the actions of employees?
Don’t Leave Your Values at the Party
Core company values underpin business success and a trusted reputation. They are critical for attracting, engaging and retaining your employees and customers. Yet, to create a positive workplace culture, you need to ensure that the values remain a priority. Having them is not enough; you need to ensure they are embedded in everyday operations and conduct.
This extends to the office party, Christmas lunch or other festive events. Your team may be off-site, out of uniform and have a drink in their hand, but company values still have a place. The relaxed atmosphere is no reason for the psychological safety of team members to be compromised. No employee should fear exclusion, discrimination, harassment or abuse.
Ways to Embed Workplace Culture in Rewards
An office party or other celebration is designed to be a reward. It’s a way to recognise everyone’s involvement in the company’s success. However, not everyone welcomes drinks after work or a party. Life commitments, personal choices, cultural differences, neurodivergence and financial concerns are just a few reasons why.
For this reason, it is worth involving the team in plans. Do the majority want a big night out, or are there other options? An extra half day of leave for shopping or to see the children in a school play might be better received. Or, a fun day of fundraising or volunteering for a local charity could be better aligned with your company values.
If a party is the preferred option, it can be wise to reiterate the company values and expectations in advance, to remind leaders that they set the standard, and to limit the free alcohol. This may sound unnecessary, but it is important to remember that at a works event, you are ultimately responsible for the conduct and care of all employees. If things go wrong, it can result in vicarious liability.
Are Company Values Sliding?
A recent article in HR magazine* reveals that 54% of professionals report a decline in company values. Unfortunately, the primary cause is identified as cost-cutting measures that compromise the prioritising of values. If you’ve built success on sustainability, quality products or a highly trained team, the risk of letting these company values slide to cut costs is short-term thinking.
The signs of decline include communication breakdown and reduced collaboration. You may see these issues playing out at the office party. Are people mixing or are there divisions? Is anyone being ostracised? Is discrimination being disguised as ‘a bit of fun’?
Also, look at the example leaders are setting at the event. Are they retaining a level of professionalism, encouraging social integration and appreciating everyone’s contribution to the company’s success? Leaders model the workplace culture, so if their words or actions aren’t inclusive and collaborative, they set the tone for others.
If you do notice signs that company values are sliding, action is needed.
Addressing Inappropriate Conduct
Firstly, if any inappropriate conduct has been reported or witnessed at a work social event, it must be addressed promptly. This might include measures to stop the behaviours at the event, but must be followed up in the workplace.
Initially, any report of inappropriate behaviour must be taken seriously and investigated without judgement, following your company policy. All parties must be given opportunities to communicate and be heard, with key points documented. Evidence or witnesses may also be collated to support what is said.
It may be possible to resolve the issue informally, with genuine apologies and appropriate corrective measures, such as training to improve awareness. Alternatively, it may become a formal disciplinary and grievance procedure.
Unfortunately, addressing inappropriate conduct is unpleasant and time-consuming. However, this process is essential for retaining values and trust in the organisation. That’s because all employees need to feel assured that if someone steps over the line, it will be taken seriously. The result is a fair, inclusive, and psychologically safe work environment.
Embedding Values with Leadership Training & Coaching
Company values are not about a documented list hidden away in a file. Your team need to understand them and why they matter. Your leaders need to embody them and reference them in team meetings, performance reviews, and decision-making.
If you believe that company values are sliding or you notice evidence of this at the office party, it’s time to reinforce your priorities. This is at the heart of my advanced leadership training and coaching. I work with team leaders and managers to embed your company values into their working practices and behaviours.
Let’s work together to align values, lead by example and create a positive workplace culture, which ultimately leads to business success**.
** https://www.britsafe.org/blog/6-reasons-why-workplace-culture-matters-for-business-success
I’d love to work with your team leaders and managers. I will empower them to lead by example and help them address inappropriate behaviours within their team. Contact me to discuss any particular issues or objectives, as well as training costs and availability or call me on 07775 624724.