The WhIP Journal
October 2004 Power Your Practice – THE WhIP JOURNAL [What Helps In Practice]
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In This Issue:
HOW TO BUILD SOMETHING THIS HOLIDAY SEASON – Team Building and Building Community
THAT IS SUCH A GOOD THOUGHT…
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HOW TO BUILD SOMETHING THIS HOLIDAY SEASON –
Team Building and Building Community
Happy Holidays?? I hear the groans. No, not a ‘holiday’ piece. Please not yet.
Okay, this would be easier for you to read (and easier for me to write) if the date wasn’t still in October. However, my next eNews won’t be delivered to you until the very end of November and it will be too late for any reflections or words of wisdom then. In four short weeks the holiday season will be upon us. In fact, for some people the annual company holiday party will have already passed. Sigh. As scary as that may sound, it’s true. So let’s just get to it.
Anyone who is reading this, and is responsible for the ‘planning’ of the firm holiday events, should have already started (and perhaps completed?) all of the arrangements, if any are required. Don’t let me scare you though. If you haven’t yet, there are still a lot of options available.
Let me begin by saying that I am, personally, not a big fan of the large scale, evening dinner party. It’s been my experience (and I have a lot of sources that would agree) that the large dinner parties are often unwanted and sometimes even dreaded by many employees. In some companies they are seen as something you MUST attend and somehow survive, unscathed, if possible.
Let’s keep in mind that the idea of planning a holiday event is supposed to be a way of rewarding your employees and celebrating the ‘joy’ of the season.
However, the holiday season can be a minefield of potential problems. Here are some things to be aware of/reminded of when planning holiday activities:
Alcohol: Open or cash bar?
There are potential legal liabilities, whether the firm pays for the alcohol or not. However, a cash bar may mean lower consumption, fewer problems. Be prepared to provide drinking employees with taxi service home or overnight hotel accommodations. Don’t be reluctant to issue a memo/email to employees stating expectations of conduct that will seek to avoid drunkenness, sexual harassment, and any inappropriate behavior.
Cultural Differences:
Not everyone on your staff or clients may celebrate your holiday season in December or may not celebrate the way you do. You don’t want to offend anyone, nor do you want to leave anyone out that may wish to be included. Be sensitive. Clearly communicate your desire not to offend and to include all who would like to be included.
Work Time or Personal Time?:
Some people don’t mind getting together for an annual event during their personal time, such as an evening or week-end. However, some people don’t appreciate the intrusion on their personal time or may have trouble accommodating it due to their personal responsibilities. Try to be flexible in your planning to accommodate those who wish to be included. Again, communication is the key.
Communication:
Have you asked for input from your employees? You may want to find out [ASK] what it is your staff would really appreciate regarding the holiday celebration. You may find that 90% of them simply would prefer more time off. Perhaps you’ll find a very generous spirit and that they would prefer to spend extra time or resources helping other people/organizations. The firm can sponsor a fundraising or an event where time is contributed to one or more organizations during the holiday month (typically December). Maybe this focus and commitment could even extend throughout the year building a wonderful sense of community within your firm and outside in your world.
Reward:
Whatever activity or event you decide on, make sure your employees know that this is presented as a wonderful opportunity for reward, a thank-you for work appreciated all year long. In smaller firms, it can be quite noticeable if the holiday festivities seem obligated and dutiful. In larger firms it can be awkward to suddenly have to interact with people who don’t even know your name or wouldn’t talk to you all year long.
Most importantly, though, make sure that the holiday season is not the only time of year you express your appreciation for your employee contributions. Your appreciation and recognition of effort and success should be ongoing through out the year.
I hope your team building and/or building community efforts will be a wonderful experience for everyone this year.
If you have any success stories, or alternatively, some stories that should never be experienced by others, please don’t hesitate to share them with me. I can share them with others with or without your firm name being used.
“THAT IS SUCH A GOOD THOUGHT”,
Thoughts worth reading, thinking, repeating and embracing.
“There is no ideal Christmas;
only the one Christmas
you decide to make as a reflection of your values, desires, affections,
traditions.
-Bill McKibben Author,
Hundred Dollar Holiday: The Case For a More Joyful Christmas
I hope you’ve found value in this month’s copy of THE WhIP JOURNAL.
My best regards to you,
Debra Dowdell
For more information, or to share your firm’s story please contact:
This is an Opt-in No-Fee monthly ezine/newsletter from Debra Dowdell. You are receiving this because you have subscribed to it. You may unsubscribe or change your information at any time at Details@PowerYourPractice.com. Your information will never be given away, sold, or rented. Ever. Thank you.
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Power Your Practice does not warrant or guarantee the accuracy of any statement or other information and materials provided in this newsletter. All articles and other information and materials in this newsletter are provided for general information purposes only.