The beautiful lights, music, decorations and parties create a fun and festive atmosphere as workplaces around the world celebrate multiple holidays. To quote a familiar holiday song, “It’s the most wonderful time of the year.” That is, perhaps, unless you’re in HR.
Each year as December descends upon the workplace, it’s a time to breathe a sigh of relief as we reflect on, and rightfully celebrate, a year’s worth of accomplishments. The challenge, however, is ensuring that these well-intentioned workplace celebrations don’t result in actions and behaviors that negatively impact the culture of the organization. Nearly every HR professional has experienced both hope and headaches during the holiday season as religious and cultural traditions, as well as decked-out work areas, can spark complaints. Sprinkle in increased levels of absenteeism, online shopping sprees and office parties with alcohol (what two-drink maximum?), and you’ve got the perfect HR holiday storm. And that’s before any snow even starts falling.
Considering all the issues that organizations will encounter during the holiday season, it’s important that HR proactively communicate guidelines that will help keep the peace.
Please join @shrmnextchat at 3 p.m. ET on Wednesday, November 28 for #Nextchat with special guest employment attorney Jonathan A. Segal (@jonathan_hr_law). We’ll chat about how HR can maximize the joy and minimize the risk during the holidays.
Q1. As an HR professional, what are your biggest concerns about the holidays?
Q2. Words matter. How does your organization brand its office party? What about greetings, cards, etc.?
Q3. How can employers maximize inclusion during the holidays, for example, with regard to decorations and notes in the workplace?
Q4. What steps can you take to minimize harassment and safety risks at your office holiday party? Aside from alcohol, what are the other do’s and don’ts of these events?
Q5. Organizations must manage the well-deserved vacation requests coupled with increased absenteeism during this season. How do you strike a balance between time off and productivity?
Q6. What gifts are considered appropriate—or inappropriate—for a colleague? For a subordinate?
Q7. How do you incorporate charitable giving into the holiday celebration at your workplace?
Q8. What wish do you have for all of your employees as we approach a new year?
How to participate in an HR Twitter chat.
Andrew Morton is the Director of Veterans and Certification Affairs at SHRM.
In his role as the Director of Veterans and Certification Affairs at SHRM, Andrew Morton provides strategic leadership and direction for several of SHRM’s veteran, military-family, and disability hiring, retention and engagement programs. Andrew works with stakeholders across the military-service organizations to develop pathways for active-duty, veteran and military-family members to achieve relevant workforce credentials including SHRM’s Certification. Andrew also works with SHRM’s membership, and other partners to deliver resources that empower HR professionals, people managers, and business leaders in their inclusion-hiring, workforce-readiness, and employee-engagement efforts. This work includes SHRM’s initiative in support of second-chance employment through SHRM’s Getting Talent Back to Work initiative. He’s an award-winning speaker, delivering workshops and keynote sessions on the business case for and the business of integrating these highly-skilled talent pools into our workforce. In 2018, he was the contributing author to fellow-veteran Justin Constantine’s SHRM published book “From We Will to At Will- A Handbook for Veteran Hiring, Transitioning and Thriving in Today’s Workplace.”
Andrew also serves as spokesman for SHRM Certification in support of SHRM’s Chief Knowledge Officer, Dr. Alex Alonso. Prior to his current role within SHRM, Andrew spent five years serving as SHRM’s Director of Social Engagement, leading SHRM’s social media program and team.
Before joining SHRM in 2014, Andrew worked with a leading PR firm managing Fortune 500 brand and advocacy campaigns. Andrew is a retired Army Infantry-Officer who served in multiple leadership and command positions as well as overseas and combat tours including deployments to Iraq, Bosnia, Macedonia and Egypt. During his 21-year Army career Andrew also served in multiple senior public affairs positions including Chief of Media Outreach for Multi-National Force-Iraq, Chief of Marketing and Advertising for the Army Reserve, and the Director of Digital and Social Media for the Army Reserve.
Andrew is passionate about efforts to foster awareness and resources in support of mental health and our workplace- across all employees. Most importantly, Andrew serves as “Working-Dad” to his three wonderfully exhaustive kids at their home headquarters in Alexandria, VA.
- 0
- 189 views
Add new comment