For many, Christmas parties are viewed as the highlight of the working calendar, providing people with an opportunity to let their hair down and enjoy the company of colleagues without the usual stress of professional life. With that comes additional stress for HR professionals who tend to take responsibility for organising them – if they don’t land as planned, it can be all anyone talks about when they start their New Year.

The past few years have undoubtedly changed how businesses mark the festive period though. Remote working is now a part of so many organisations, either as a standard or a hybrid protocol, and has allowed companies to recruit on raw talent rather than geography. With that comes logistical nightmares many businesses haven’t faced before – how do they host a Christmas party that appeals to everyone?

Getting everyone together is now a bigger challenge (and expense), although it’s still hugely important. Even with a remote workforce, bringing together a company or the teams within it has an impact nobody should underestimate. It doesn’t have to be about a big party but rather about getting people together to bond, laugh and enjoy the company of their colleagues. 

The ongoing cost of living crisis raises its own issues too. While some employees will welcome a chance to let their hair down and forget their problems for an evening, many would prefer marking the festive period in a more reserved manner. The most vulnerable employees especially would undoubtedly prefer a support package. Glugging champagne and enjoying a slap up meal won’t land for people who are stretching their paychecks to cover heating and sky high food bills. 

There’s then the ongoing issue of potential strikes, which tend to be scheduled at peak times to have the most impact, which may stop certain team members attending. Venues are also more likely to write into contracts to say they aren’t held responsible for cancellations due to the unknown.

This is why I expect 2023 will mark another year where celebrating the end of year festivities will be done with limited frivolity. Not only will businesses be aware of their own budgets, but also how their employees perceive any spending. The current climate still sees support for employees and their families as a bigger priority than a big party or a bottle of wine. That’s not to say companies should ignore the holiday season, but instead demonstrate that they understand what people will value this year.

It’s for this reason that I feel very strongly that businesses shouldn’t fall into the trap of bundling recognition into the festive party. Recognition should be a celebration in its own right, not a bolt-on because it’s Christmas and ‘we’re all together’. While giving out makeshift awards or a bit of the bubbly to say thank you is all well and good, recognising standout achievements should be a stand-alone occasion. Adding it to the Christmas party can actually reduce the power an awards evening or celebration of thanks can have. Public call outs for people, teams and projects are a hugely valuable part of a company’s culture – don’t lose that by treating it like an afterthought.

As the festive season approaches, take time to consider not just what the team wants, but what they need right now. It’s often true that nobody knows employees better than HR professionals, so use that knowledge to create a celebration that will resonate with the team at large, without falling into the common traps which tend to ensure Christmas parties don’t land.