While most people begin to look forward to a little rest and recuperation over the Christmas period, it’s around about now that managers and business owners start to think about the nitty gritty, practical issues that they’ll have to contend with to keep their workforce engaged, motivated, and problem-free.
It’s likely that you’ve got some questions about how you should handle things. You’re in luck, because we’ve got the answers! Read on to get the lowdown on what you really need to know. We’ve cut away all the jargon and fluff, so you can work out the best course of action for your business.
Q. Do I have to organise a Christmas party or function for my staff?
A. Obviously, there’s no legal requirement for you to host a party for your workers. There are some wider issues to consider here though. Just because you’re not obliged to do something, it doesn’t necessarily mean that you shouldn’t. Organising a get-together could be a great way to thank everyone for their contribution.
If you’ve agreed to a Christmas party in your employment contracts though, it’s a whole different kettle of fish. As well, if you’ve offered this perk for many years, it could be argued that it’s an unwritten agreement.
One of the key worries amongst leaders is always cost. You don’t have to splash out a fortune though. Think outside the box, work with what you have, and don’t be scared to try something a little out of the ordinary.
Q. Everyone wants to take time off. How can I manage this?
A. Getting this right all comes down to the finer details of your employment contracts. You must take the time to assess the precise terms and conditions that you’ve laid out regarding how holiday can be taken. Generally speaking, staff should know how to request time off, and how decisions will be made by the management team.
If you have certain busy periods, you may decide that you’ll only accept requests for time off between certain dates in exceptional circumstances. If you had a staff member who was getting married, for example, then you may reconsider your stance.
This issue comes down to making sure that your HR policies and procedures are fit for purpose, and very clearly communicated to your staff. If you think that you might be missing the mark here, it could be time to work us at The Human Resource - we'll be able to get you on the right track.
Q. Not all of my staff are Christian. What are the implications here?
Having a diverse workforce has a multitude of benefits. You do need to make sure though that you’re conscious of differing beliefs, and the issues that could be at play. Remember that Christmas is a national holiday within the UK, and it’s recognised among many religious groups (and the non-religious) as having a special status. If you have many employees from different religions, it may be worthwhile considering making arrangements to recognise other holidays that your staff may wish to celebrate.
This can seem like a minefield, but it’s very possible to devise an approach that will suit all needs. You may need some help though when it comes to understanding the relevance and important of various different holidays, and you could do this by consulting with your employees. Getting everyone involved in decisions that will have an impact on the workforce will ensure that they’re accepted.
Q. Should I give my staff a gift?
A. It’s the season to spread a little cheer, and you might decide to reward your staff with a gift. This could be a great idea. There are a few things to consider though to ensure that your gesture doesn’t end up backfiring on you.
First of all, make sure that everyone receives their gift. This includes anyone who may be away on maternity, paternity, or sick leave. You might decide to have the gifts delivered, if it seems appropriate.
As well, think carefully about the nature of the gift. A bottle of wine may seem like a good idea, though not so much if you have members of staff who abstain from alcohol. Use your common sense, and get a professional’s opinion if you’re struggling to find a way forward.