Christmas is, as they say, the most wonderful time of the year. It’s an ethos that should resonate throughout the workplace as much as anywhere else.

The festive season can be a very exciting time, with many employees no doubt counting down and planning their celebrations with friends and family weeks in advance.

For businesses and organisations, Christmas and the New Year can either be one of their busiest times with a flurry of activity taking place in the run-up to make sure deadlines are met or it can be a quiet time with people scrabbling for work as the year end looms.

However your business operates over the festive season, it is one of the best opportunities to show your employees how much you appreciate the work they have done throughout the year and how much their contribution is valued.

With people already on a festive high, increasing employee engagement at Christmas time starts within the office environment. Something as simple as decorating a communal tree and entering into the seasonal spirit can really lift morale and keep people atop the wave of excitement.

Traditional concepts like Secret Santa can bring people together and encourage them to get to know each other more. The right Secret Santa gift can demonstrate how well people have listened to each other throughout the year. If you already have a strong workplace culture which focuses on open communication then Secret Santa can just be a fun way for colleagues to joke with each other or show how much they value each other as teammates.

Alternatively, it can generate conversations that may not have been had at any other time of the year as people try to pick out the perfect present for each other.

However, if you know there are fractions within your team, a Secret Santa is best avoided and work should be done on improving relationships from within the business as a whole, regardless of Christmas or the New Year.

Then of course, there’s the Christmas party. There have been many reports of fewer organisations planning to host parties due to previous bad behaviours or as cost-cutting measures.

But after a year of working hard for the benefit of the business, it seems only right that a party of some kind takes place to reward employees and recognise their contribution. In throwing an event, even if it’s just Christmas lunch at a local pub, it’s an opportunity to spend time away from work and possibly the office, and spend time together as a team.

If you are thinking of throwing a big shindig, there are of course the typical concerns over how best to manage the situation and avoid any negative circumstances.

Employers need to ensure they are protecting themselves by setting out clear guidelines ahead of the party in the form of a policy or a communication, as well as trying to minimise potential issues where possible, such as making sure there is access to plenty of soft drinks as well as alcohol and helping with transport home.

Consider your obligations and the needs of all your staff. If your organisation is providing free alcohol, then there is a duty of care to those attending, so make sure steps are in place to make sure everyone leaves the party safely.

Does your company employee people of different faiths? They may not be able to drink alcohol or to eat certain foods, so ensure they are also catered for and make sure the venue is appropriate for those who may have accessibility issues.

However, employees also have an obligation to behave appropriately, so do not be afraid to outline expectations and responsibilities prior to the party, within reason. For example, if your party is taking place mid-week and staff are expected to be in work the next day, remind them that they should show up on time and in a fit state.

You may wish to designate a manager to stay sober so they can keep an eye out for any unacceptable behaviour and intervene should they spot anything inappropriate taking place.

If there are consequences for bad behaviour, make these clear, and ensure that these are followed up should an instance occur to set an example. Normal disciplinary measures should apply and these should not be withheld despite the fact that it’s Christmas.

The festive season should be full of fun and laughter and that should be the same in the workplace as well as outside it. Taking some considered steps should ensure that all staff have a great time and come back refreshed and raring to go in the New Year.