Dinesh Divekar
Business Mentor, Consultant And Trainer
Bharat Gera
Principal Hr Consultant
Ashutosh Thakre
Hr Professional
+1 Other

Hi, I am surya working for a company in administration. Could anyone let me know the format of sending warning mail on birthday parties celebrations to Managers. so managers could inform same to their employee's/Team to obey the rules and regulations of company.
As they could celebrate the birthday's however that should not effect any other teams on the floor and celebrations needs to be clean and calm.
Based on the above requirement how could i drop a mail to all managers in intimating them about the way of celebrations and if they failed to do so as company what could be next action to be taken.
24th August 2017 From India, Hyderabad
Hi Surya,
Are we not taking the warning to a very next level. You could as an HR be involved in these birthday celebration and ensure that the decorum is maintained. Warning on the Birthday celebration, will dampen the environment and may be you will have the calm, but miss the bonding, as the celebrations will itself be not celebrated.
Decorum and Warning are two different things and at the cost of less noise, we should think of are we missing the human touch? As a HR if you are involved in these celebration, you too will be part of the show and your presence will give a decorum, which you are seeking. We can speak and resolve, why warn and break....
24th August 2017 From India, Mumbai
My views are in support of what Ashutosh has written.
Birthday parties are departure for a while from a moderated office atmosphere. In addition to fun, an element of laughter or boisterousness is included in these parties. Against this backdrop, giving "warning" to the celebrating colleagues and telling them to regulate their loudness, will it not kill the spirit the party itself? Will it not reduce it to a ritual?
Yes, guffaws could disturb the nonparticipating members. Therefore, one of the solutions is creating a alternate venue for these parties. Secondly, instead of "warning", you may tell them to maintain the intensity of their joyousness to the extent of not causing disturbance to others. Thirdly, some specific timing may be reserved for these parties. It could be either at the beginning of the day or before closure of the office hours.
Dinesh Divekar
24th August 2017 From India, Bangalore
In addition to what has been said by Dinesh Divekar, may I suggest you to modify your letter of warning and inform all the staff that the birthdays of the staff will be officially celebrated in the office. You can fix a particular time in the day for that. It may even at the fag end of the day also.
26th August 2017 From India, Madras
In general private/personal parties should not be celebrated in office, other than the official parties.
If at all any private parties are being celebrated and you want to stop it is a good move. But there will be bad effects in interpersonal as well in official relation more people will misunderstood and interpret on their own way,if any “warning” is issued.
Just not be proactive rather give a thought involving others how the same practice could run without hampering the official decorum. You discuss the matter with the HOD and suggest the ideas that serves both for celebration as well as maintain the official decency. Then HOD will announce or issue a circular mentioning DO’s & Don’t’s fur holding up such parties in office. In my view this would be the best thing you can do and hope will serve the purpose without hurting others sentiment.
26th August 2017 From India, Mumbai
Dear Prabhat,
We are now in an era, where we say that office is an extension of the house, It is a place where, you spend more time then in your home. So celebrations, may be festive or birthday's is often encouraged to break the barriers and bring all together from all the stress, so i think only official parties to be celebrated, is a bit stretched idea and has many side effects.
Like if we say that you cannot speak on your pvt. mobile while in office, be ready to hear, that i was at home and so did not pick the office call. So do not draw boundaries which will affect the future culture of the organisation.
Your idea of DO and DON'ts is excellent, but stopping a birthday celebration all together is a bad move.
This is my personal view as a HR. If i have hurt you in anyway, i apologize in advance.
26th August 2017 From India, Mumbai
1. HR should be involved in the birth day celebrations in such a way that it helps HR in connecting with people.
2. You should fix time and place for celebrations in the company premises.
3. Now a days companies spend money on celebrating birthdays of the employees and thereby earn goodwill.
4. In my career of 35 years, out of which I was HR Head for 25 years, I have always celebrated birthdays on the floor itself and the function used to be over in 7/8 minutes. The Companies sponsored Chocolate box, greeting card & flowers. I had 14000 people working and I attended every birthday while in office.
5. To control and regulate it for maintaining the decorum of office HR has to be involved.
6. Every thing is subject to approval of leadership and their philosophy of managing people.
Warm Regards
Bharat Gera
HR Consultant
27th August 2017 From India, Thane
Dear Ashutosh,
There is no space for any apology for any opinion or hurt me any way, thanks for your feeling. Moreover, we are discussing over an issue and try to suggest what could be the better solution.
You will also agree that, all the organisations are not homogenous and they are different in many aspects. So all they need to have their tailor made provision to cope up this type of situation, where no such provision is avialble. The view expressed is for the issue raised by VVDSP, since their managemnt is not in favour of all such things and for which they were planning to issue Warning. The word "Warning" it self speaks of violation of their set rules for which their management wants to go extreme.
You are true, nowdays more time is spent in office than home. How best we may try the distintion of home and office would be there.
The idea of DO and DON'Ts is given for not stopping of any celebration rather for allowing celebration in graceful manner.
28th August 2017 From India, Mumbai
Hi Surya,
Instead of warnings / disciplinary actions, plan for celebrations from your side because HR/ Admin will take care of celebrations. Plan for celebrations after office hours which not disturb the others.
Birthday celebration also one of the part in employee engagement activity for better performance from employee's.
29th August 2017 From India, Mumbai
Dear All,
Thanks for all your valuable feedbacks....
However i am not against the celebrations and even i am not such person to do that because i love in human relations. Though as my role responsibility i am supposed to maintain in office,and even i would maintain same relations outerworld also.
My actual concern is:
We don't want to oppose the parties / celebrations however company will also encourage in such part, but the way of celebrations should not effect the other departments as we work 24/7 there is no such free time available to allot particular time slot for celebrations.
We need resources should celebrate with utmost decorum and i am looking for the mail format how i could convey them in formal way....
Hope i could get happy response...
31st August 2017 From India, Hyderabad
Dear All,
I should appreciate for all your valuable shares
but utmost i would thank MR. PRABHAT RANJAN MOHANTY has understood my actual way of my issue.
That every company is not homogenous in all criteria's.. However working under a roof of organisation we are in such positions to obey the company rules and follow them and make others to follow because it is applicable for all which ever or where they might work....
it would help me if i could get the formal way of conversion that i could share with all managers in celebrating parties or celebrations with utmost decorum.
The Do's and don'ts that i would frame as per the company's policies.
Thanks in advance.....
31st August 2017 From India, Hyderabad
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