Author - Robin Bowman, Senior Business Editor
We all know the scene – we’ve either been to staff parties like it, heard about them or seen them on TV.
The angry guy from sales is off-loading his irritations from throughout the year on his boss who’s pinned in a corner and can’t get away. The front desk receptionist is more than a little merry and has decided to dance on a table. And this is just for starters! 
The mix of alcohol and sudden informality with colleagues can often go to people’s heads – literally! And those end-of-year office ‘do’s’ can go with a bit more swing than you’d like.
If things do start to go wrong, it’s usually because the inhibitions everyone has at work start to disappear, and people start to express how they really feel - often in an exaggerated way.
And the reason the inhibitions fall away, as we all know, is almost always too much booze.
So, if you’re planning to reward your staff with a get-together this Christmas and you fear alcohol may be a problem, here are some pointers to help things go well...but not too well.
- Without killing people’s enjoyment, it may be wise to remind everyone about the rules of appropriate behaviour – especially about sexual harassment and aggression or verbal bullying. It’s probably best to do this in an informal way – just by letting everyone know that work rules of behaviour still apply.
- Limit the free booze. Perhaps keep it to a set number of drinks, or just treat everyone to a ‘glass of champagne on us’ – maybe plain wine if it hasn’t been a great year! After that, make it a paid bar.
- Keep it short and sweet. Make sure there’s a set finish time to the party and don’t let the things over-run.
- Perhaps have a lunch party – people can still drink, but will probably be less inclined to go crazy in the middle of the day, and, of course, they’ll be hungry and will therefore eat plenty of food, which helps contain the effects of alcohol.
- Maybe turn the party into a fun activity event – something that everyone can have a go at and be on equal terms - ten pin bowling, say, or go-kart racing.
- Make sure there’s an official photographer on hand who everyone knows is present – this can help people think twice before doing things they may later regret.
- Get some managers to agree not to drink any alcohol – in case problems need to be dealt with quickly and discreetly.
- Have lots of appealing alternatives to straight booze – perhaps a cheeky mocktails theme – maybe named after – or designed by -members of staff.
- Create events and entertainment at set times throughout the party – like Santa Claus arriving, or the boss giving out small presents to members of staff. This offers plenty of scope for humour and will make people feel appreciated. Consider a prize draw with winners announced, or an entertainer, if your budget can run to it.
- Throw open the party to everyone’s partners. If you want an altogether calmer party, then this is probably the single most effective move you can make.
Remember too that you as a company may still be liable for accidents and other incidents during a party, if you don’t take reasonable care to stop them happening in the first place. So, if someone gets drunk on booze the company has provided, this would be something considered foreseeable and you would be expected to take steps to manage the outcome.
None of this should put you off holding a Christmas get together, of course. After all, it’s a great occasion for staff to let their hair down a little, get to know their colleagues better and perhaps see them in a new light and just plain have a bit of fun.
And, don’t forget – the cost of a staff party at Christmas is allowable for tax and VAT purposes. So, even the government is encouraging you to have a good time.
Robin has been a journalist for more than 20 years, during which time he has held several senior media management positions in both Fleet Street and Hong Kong. Robin recently returned to the UK after being based in Italy for six years. He has a passion for business innovation.
The content of this article reflects the views of the author and may not necessarily reflect the views of Premierline Direct
