smallbusiness.co.uk: Helping your business think big

With staff dropping their work rate and the danger of the Christmas party getting out of hand, the festive period can leave small business owners with a major headache. Use this guide to ease the pain.

Apparently four out of five small businesses are not throwing the traditional Christmas party this year, due to worries about inappropriate behaviour (click here for more on this story). And now, further research, from YouGov on behalf of Investors in People, shows two-thirds of staff are believed to be less productive due to preoccupation with parties, presents and other festive concerns.

Wise women and men
‘Whilst it’s important to keep staff focused to ensure that the job gets done over the Christmas period, no one wants a Grinch for a manager,’ comments Ruth Spellman, Chief Executive of Investors in People UK. ‘The key to getting the best from your staff at a time when they may be distracted by planning for Christmas is to ensure that they continue to enjoy coming to work. Wise men and women understand that staff motivation is vital to all year round prosperity.’

Investors in People offers the following top tips to employers who want to get the best out of their staff during the Christmas period:

• Promote healthy working by making time to check in with staff – make sure they are not struggling in to work with a nasty cold or flu, or suffering from lack of proper cover or support
• Ensure that any extra time staff put in over Christmas is logged in their next review – and make sure that your employees know it has been noted
• Don’t be a Scrooge – if you’re not awarding bonuses, why not at least give each member of staff working over Christmas a small festive gift as a token of appreciation. It need not cost you much but will show you recognise each employee’s commitment
• Show your face - if you’re not prepared to put in the hours during the festive period, how can you expect your team to deliver?
• Think outside the Christmas box – allow your staff to take an extra half-hour at lunchtime for present-buying and make up the time at the start or end of the day
• Pay extra attention to those employees who work shifts during the Christmas period Bank Holidays – at a time when everyone else is celebrating with friends and family, it is important that managers keep staff motivated in their work.

Avoiding the party hangover
Shenanigans at office Christmas parties are legendary, whether they are drunken flings, altercations between colleagues or misuse of photocopiers, and, in these litigious times, employers can be forgiven for being a little wary. The advent of 24-hour drinking laws has brought further cause for concern.

‘Binge drinking impacts the health of the individual, but also the health of businesses,’ warns Pauline Pembry, Employment Services Manager for health solutions provider FirstAssist. ‘Up to 14 million days are lost each year in the UK due to alcohol-related problems, so it’s important that employers address their drink and drugs policy in time for Christmas parties and 24-hour licensing.’

Employment services firm Croner suggests that one in two parties end up with colleagues fighting, one in three with incidents of sexual harassment, and one in five with accidents involving employees.

‘With so many risks, some employers may be left wondering whether the Christmas party is worth the bother at all,’ says Richard Smith of Croner. ‘But there are a lot of simple, proactive measures that can reduce the risk of problems during and after the event.’

Below are some tips on reducing the risks of the Christmas party:

• Make sure that you have sound disciplinary procedures in place at the outset and ensure employees are aware that they still apply during social occasions, which still count as a work activity. Tell staff beforehand that you want them to have fun but advise them of what constitutes unacceptable behaviour for employees and your own health and safety responsibilities
• Carry out a risk assessment: inspect the venue to plan for drunken slips and trips, considering the safety of people going home after the event. It may even be worth considering any potential conflict between employees when arranging seating plans!
• Employers and managers should go easy on the alcohol, to keep a clear eye on proceedings and set a good example
• Consider limiting the volume of alcohol available – many people get carried away when free drinks are involved
• Skip the mistletoe. Party flings can strain the workplace environment so it can be a good idea to outline a policy on relationships at work. Click here for more on this strategy.
• If possible, hold the party on the eve of a non-working day, but if this isn’t possible inform staff that they should be fit to attend work the next day. However, a little understanding if staff end up feeling delicate the morning after may be required
• Provide transport to and from the party and remind staff not to drink and drive
• Avoid discussing matters such as promotion or salaries in such an informal environment. Off-the-cuff promises or comments can lead to trouble in the cold light of day
• If providing food, ensure it is safe to eat. Buffets present a high risk of food poisoning. Food should not be left out at room temperature for more than 90 minutes and should be stored below 5°C.
• If there are any complaints about behaviour, take them seriously and investigate thoroughly, employing disciplinary action if necessary

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