However, with alcohol often part of the festivities, there’s a risk of unintended behavioural issues surfacing, particularly around harassment, discrimination or inappropriate conduct.
Managers play a vital role in setting a positive, respectful tone and in preemptively addressing potential issues.
Read more: Christmas parties should be adapted to suit the changing workforce
As we are all too aware, alcohol lowers inhibitions and can intensify emotions, which may lead to misunderstandings or behaviour that doesn’t align with company values. Setting expectations around conduct at events helps employees feel comfortable, whether they choose to drink or not. Clear communication is essential, allowing the company to safeguard its reputation while promoting an atmosphere of respect.
It’s essential to approach guidelines on alcohol and behaviour at work events in a way that feels supportive rather than restrictive. Options might include:
- A straightforward email before the event to establish clear expectations, reminding employees that they are representing the company and should act accordingly. Language matters and framing the message positively can help avoid the impression of micromanaging.
- A PDF info sheet sent out before the event, including points about responsible drinking and mutual respect to subtly reinforce guidelines.
- A short, interactive online training module that covers behavioural expectations using real-life scenarios. This method lets employees internalise the guidance in a personal, relevant way. Research shows that training tailored to practical scenarios is often more effective than a rules-heavy approach.
Among these options, online training is especially effective, as it allows employees to engage with the material at their own pace and gain a nuanced understanding of the company’s expectations. Given Gen Z’s propensity for simplicity and their willingness to challenge the status quo, ethics and compliance training must go beyond rule reinforcement. It should focus on contextual learning, meaning that the content should be relevant to their daily work experiences and emphasising the long-term value of ethical behaviour over short-term gains.
Read more: Should HRDs call time on workplace booze culture?
With the festive party in mind, educating an employee about how a short-term action can affect the company’s reputation in the long term should be at the forefront of the communication. Any learning should incorporate real-world scenarios and demonstrate how ethical choices can positively impact business outcomes.
When establishing alcohol guidelines, ensure they reflect the company’s core values. For example, if your company champions inclusivity and respect, frame responsible alcohol management as an extension of these principles. Emphasise that the goal is not to curtail fun but to create a welcoming space where everyone feels comfortable and valued, regardless of whether they choose to drink. This approach can make guidelines feel like a natural part of the company culture, rather than an imposition.
Managers can further support responsible behaviour by empowering managers to lead by example. Ensure managers understand their role in maintaining the event’s tone. Equip them with training on handling potential conflicts diplomatically and intervening if someone appears to need support.
Read more: How to minimise legal risk at the staff Christmas party
HR can also gently encourage employees to look out for one another. This can be as simple as reminding them to respect personal boundaries and helping each other make responsible decisions.
Managing alcohol at workplace events ultimately involves balancing enjoyment with safety and respect. By setting clear expectations aligned with company values, communicating thoughtfully, and empowering managers to be proactive, companies can foster a positive environment where everyone feels respected and free to enjoy the celebration.
By Ty Francis, chief advisory officer, LRN Corporation
