We Need to Rethink Holiday Celebrations at Work – Especially Now
Paul White, Ph.D.
Best-selling author (600,000 books), Keynote Speaker, Leadership trainer, Psychologist., Researcher. Assists companies in improving workplace cultures.
To be blunt – end of year holiday celebrations have become a significant source of pain for a lot of people. Planning (and experiencing) these events creates a lot of angst and anxiety – to the point that many have asked, “Why do we keep doing them?”
The answer is often, “because we’ve always done them before.” Even though, by itself, this is a rather absurd answer, it actually points to the real reason workplace holiday celebrations continue: expectations. And when expectations aren’t met, bad results follow: disappointment, complaining, negative comments, unhappy people, and lots of questions (“Why didn’t we …?”).
Underlying Factors
A number of issues contribute to the growing disillusionment with workplace holiday celebrations including:
Two significant cultural factors have had a huge impact on the world of work, in general, and upon holiday celebrations, specifically. One is more obvious than the other. The shift to remote, hybrid and long-distance employees is the most blatant and impactful issue. While neither employees who work from home nor long-distance employees work in the same physical space as their colleagues, their proximity to other employees may differ significantly – being across the state, country or world – which creates additional challenges.
The second issue has been a slower, long-term societal shift over time – the structure of the family and the accompanying roles and schedules of work for adult family members (spouses/ significant others, parents, adult children living in the home). Over the past decades we have moved from one or two adults largely working the same schedule, to a combination of highly variable and complex set of schedules in one family group (especially when one includes children’s and adolescents’ activity schedules). Single parents, divorced parents, parents in blended families, parents who work widely diverse schedules – all are examples of situations which make scheduling life (including office holiday celebrations) difficult.
Questions to Reflect Upon
As a psychologist, I am often more adept at asking questions than giving wisdom-filled answers, so let me go with my strength here:
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Issues to Consider
In considering potential changes, let me offer some important issues to keep in mind:
1.?????The process is more important than the decision. Getting input from all levels of employees will be key (rather than making a decision at one executive-level meeting).
2.?????Giving employees a heads up about what you are considering before making a decision is key. Springing change unannounced (even a desirable one) doesn’t typically go well. People need time to process potential changes in their lives.
3.?????Reconsider and discuss what the purpose of the celebration event is. You may determine that a different action (for example, giving people the equivalent time of the event off to go gift shopping) or another timeframe (holding the event after the first of the year) may be a better way to accomplish your goals.
4.?????Given the new realities of life (remote/ hybrid/ long-distance employees and family life), how might your plans actually create an additional burden for your employees? Think through the implications (and possible ways to manage them) for the different types of employees you have.
5.?????Choice is your friend. Giving employees options to choose from is often the best way to go. Remember: “fair” doesn’t mean “equal” (letting people choose to celebrate at a lunch event at work, or go to a restaurant in the evening).
6.?????For whom are you doing the celebration? Reminder: it is quite likely that your desires and preferences (or those of the founder of the company) differ from those of your team members.
Final Recommendations
Here are a few strong recommendations (learned from mistakes made in the past):
Remember, taking the time to consider your goals and the needs of your employees will be worth the time and effort invested. Or … you can keep doing the “same ol’ thing” … with unpredictable results.