Christmas – ‘Tis the season to be naughty… and nice

It’s that festive time of year again! Many employers are keen to reward their teams at Christmas and this article explores critical considerations for rewarding people during the festive season. We will delve into how Christmas rewards can boost motivation, engagement, and loyalty, as well as highlight common pitfalls to avoid.

Rewarding your people – the ‘nice list’

Has your team worked tirelessly throughout the year? Showing your appreciation in various ways can round the year off on an extra positive note. Typical rewards include a staff Christmas party or a bonus, however, these can become predictable and reduce their impact on team engagement and loyalty.

Increasingly, employees value a more inclusive culture at work, especially during Christmas. Inclusion is about employees feeling they can be themselves and that they are recognised as individuals. A personalised Christmas reward can do just that and make a significant difference. It will show that you value them as unique individuals.

Not everyone can or wants to attend a Christmas party. A surprise gift from their line manager, tailored to their preferences, can be much more meaningful. Considerations could include a Christmas hamper with their favourite items, a voucher for a favoured shop or restaurant, or a handwritten note of appreciation.

These gestures can really make employees feel valued and in doing so, boost loyalty. Larger businesses can still offer personalised gifts with careful planning and budget allocation, and allows line managers to tailor Christmas rewards for their teams.

Flexibility in working hours during the festive season is also really appreciated by employees. . Allowing time for Christmas shopping, or relaxing the dress code, and organising fun team activities can be appreciated and are more likely to lead employee loyalty.

Navigating the ‘naughty list’

We’ve all heard stories of Christmas parties that have gone wrong, leading to situations that could place some employees on the ‘naughty list’. These incidents could give the gift of an employment tribunal claim.

Remember, Christmas parties are extensions of the workplace. Employers are liable for incidents of harassment that may occur during these events. This liability extends even to employees walking home from the party.

To navigate these challenges:

• ensure inclusivity by considering all employees’ needs. This reduces grievances and discrimination allegations;
• invite all employees, including those on various types of leave. Remind everyone that it is a work event, and they should act accordingly, whilst still enjoying themselves;
• make arrangements for safe transportation home, such as providing a list of local taxi firms;
• limit the amount of free alcohol to prevent the event from ending on a sour note.

Effective reward strategies and employee relations are crucial when dealing with employees on the Christmas nice or naughty list. If you would like to know more, or want advice or guidance, and not just at Christmas, please get in touch. We’re always here to help.