The tradition of enjoying a cold pint after a hard day at work is one that’s been carried down through generations, and plenty of us are familiar with the comforting feeling of putting the world to rights over a few drinks with colleagues. Indeed in Kate Fox’s hilarious and on-the-money book about observations of social norms in the UK, Watching the English, she talks about the ‘after-work pint’ as a right of passage and the fact that “ after work drink sessions are often where the real decisions get made”.
The world’s changing and we wonder if this will always be the case however, as it definitely seems that the cultural norms of how colleagues bond and socialise are way behind the reality of employee diversity in the modern workplace. New research released recently by healthcare insurance providers Willis PMI Group, revealed that one in 5 of 18-34 year olds admit to going to work so hungover that it has affected their productivity on at least 30 occasions in the past year. Furthermore, their study of 1,197 workers also found that more than a quarter (26 per cent) in the 18 to 34-year-old age group believe their employer actually contributes to unhealthy levels of drinking among staff.
Crikey. Now might be a good time to check how your own workplace culture stacks up in this regard!
A Policy Will Only Take You So Far
Having a Drugs & Alcohol Policy is a start – but it’s how this is actually demonstrated in practice that counts. Look back at your last team ‘jollies’. Do they all contain a common theme of a certain amount of drinking involved? How many meetings did you hold at the pub in the last month? Do you have a strong after work drinking culture? Is it possible that younger workers feel pressurised to go along in order to ‘fit in’ and/or because it’s where important work discussions/decisions take place? And if so, is this what you want in your own business?
Use Common Sense
Let’s suppose that you’re organising a social event after work, and you know that drinks are likely to be flowing. Be responsible and think about how people are going to get home afterwards as your staff should feel safe when attending a works ‘do’. Sometimes, it’s less about considering your budget and the finer details of whether you can afford to pay for transport home after your get-together, and it’s more about realising that in the grand scheme of things, a few taxis aren’t going to break the bank if it keeps people out of trouble.
Of course though, you don’t have to do this. You can simply offer to organise safe transport home, but ask for a contribution to cover the costs.
The longer-term effects can mean a hangover for your whole business
Alcohol-related problems with your own staff can be tricky to spot, and not also that, but very hard to navigate even if you do. It’s such a complex issue that there can be a lot a more to it than them just not ‘knowing their limits’ and offering a bottle of Lucozade and the key to the aspirin cupboard. Jamie Trentham’s article ‘Dealing With Stress & Depression At Work’ talks through one possible example, but offering a service such as Employee Assistance Programme (EAP’s include confidential counselling service for all sorts of personal issues) is also a way of making sure your team can get the right support if they are having difficulty.
You could of course argue that your staff are adults, and that making sensible choices ultimately comes down to them. After all, you’re not their carer or their mum or dad. And that’s true. But spend a few minutes thinking about it, and it’s easy to see how friendly traditions can become a problem for your business, not to mention an HR nightmare.
If you could do with a chat about how you create a culture which includes everyone or are worried that some things are starting to escalate out of control, get in touch at hello@thehrhub.co.uk or call 0203 627 7048.
After all, there’s no reason why your HR practices should leave you feeling like you need a stiff drink.
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Photocredit: Gaby Av
