One of the saddest and most pathetic scenes in Christmas movies can be found in National Lampoon Christmas Vacation. Chevy Chase stars as Clark W. Griswold, a hard-working employee who, for most of the film, anxiously awaits his vacation bonus. He tells all the family members that he had already committed the funds for a new pool in the backyard. The film takes a dramatic turn when, instead of receiving the expected check, his company gives him a one-year subscription to the “Gelatin Club of the Month.” This crisis in the Griswold family led to the revenge kidnapping of Clark’s boss and a predictable moral lesson.
Much has been written about the pressures of families during the holidays, but companies are not immune to the stress of the holidays. Gifts, travel, and parties put financial and personal pressures on us. Children are out of school for more than two weeks, leaving working parents in a bind, and employees bringing personal and financial pressures to the workplace. They can look to their source of income to alleviate these pressures. But what about the pressures on the company itself?
Now, no one will defend “Scrooge”, “The Devil Wears Prada”, “Mr. Crabs” from SpongeBob or “Mr. Burns” from The Simpsons. They make petty and extravagant work decisions. Most companies, however, have good employee relationships, and as profits ebb and flow, there will be good and not-so-good years. Most small business owners bear the burden of these changes personally, doing payroll and covering expenses first. The workplace may be the first to escape with a hope of recognition similar to Clark’s.
The American Psychological Association did a survey a few years ago that provided insight into what causes us the most stress on vacation. It’s a big surprise that money was at the top of the list (61%), followed by gifts, lack of time, and credit card debt. Statistics from the American Management Association show that productivity drops significantly before the holidays. With more employees asking for payroll advances and time off, losing more jobs due to illness or family commitments, unhappiness can outweigh joy during the holidays. Business owners are not immune to this situation, as they themselves may be experiencing stresses, either personally or in business, at a time when customers and clients are not (or more than usual) coming to call. .
What does this mean for labor relations, Griswold and the boss? This two-way street requires understanding from both sides. If appropriate, employers should consider “relaxing” by planning for the stress that employees are likely to face from home or exhausted clients. This can happen by making work an “oasis” from the Christmas frenzy. This could also happen by removing expectations for high-priced gift exchanges and instead adding a few casual days, prizes, white elephant gift exchanges, or even a company-wide charity project.
Employees should also have a “pulse” on the company’s financial situation and Christmas culture. They must realize that “the boss” may not be relieved of responsibilities during the holidays and may not revel in the events of the workplace holidays. You could even be more stressed as a result of a distracted workforce or on vacation. You can help plan ahead by making vacation requests ahead of time and help administration by offering holiday suggestions. If money is needed more than time off, then you may be welcome to volunteer to pick up an extra shift for an absent co-worker.
So what happened to Clark Griswold, the boss, and the bond? Well, the boss (even a captive) sees the light on the Christmas bonuses, but it is not in time to avoid the police raid. Communication is the key and if we are lucky we have the opportunity to bring the peace to the office that we deserve and that is truly representative of the season.
Mary Louise VanNatta, CAE received her designation as a Certified Association Executive from the American Society of Association Executives.