Should We Rethink Office Birthday Celebrations to Avoid Unwanted Pressure?

Dear seniors and friends,

As an initiative to encourage employee belongingness with the firm, we have introduced Birthday Celebrations. Every month, birthday wishes for employees who have a birthday in that month are displayed on the notice board, and by the end of the month, we celebrate their birthdays with cake cutting (sponsored by the company).

Recently, a few employees expressed disapproval of this practice, claiming that others end up pressuring the individual celebrating their birthday to provide treats. It has also been noticed that some employees are absent on their birthday, possibly to avoid the expectation of treating others.

Now, my question is: Should I call off this Birthday Celebration Scheme entirely, stop putting up birthday notifications, or should I continue with the current practice?

I would greatly appreciate some help and opinions.

Regards,
Elsa

It's a good idea. If it causes a problem to continue with that, make a small change in it. That is, on the eve of the birthday of an employee, give a gift and do not display it on the notice board, and do not celebrate with cake cutting. It's my opinion.

Seek the concurrence of the particular employee, and if he/she agrees, you can arrange celebrations. Withdrawing a scheme that may be liked by the majority is not advisable.

Pon

In my organization, we put it on the notice board but do not have a celebration. We provide some money to each employee on their birthday as a token of their birthday gift. This money is included with their previous month's salary, and the same is mentioned in the respective salary slip. This money is from the company.

Personalized Birthday Greetings from HR

The Chief or Head of HR at your company can send a special birthday greeting to individuals on their birthdays. A special letterhead may be printed for this purpose to add a personal touch.

Dear Elsa, Don't stop a good practice; this is a great employee motivation tool in many organizations. In our organization, we have created a separate email ID called "Greeting" from which we can send employees birthday wishes, festival wishes, etc. Additionally, we have printed some greeting cards with our logo. Once an employee's birthday arrives, we take signatures from seniors and other departments. Along with the card, we issue chocolate packets in a cover and call everybody to assemble in one place for well-wishing. At the end of the month, we organize a cake-cutting.

Regards, S. Vijayaraghavan

Thank you for sharing your views.   I am also of the opinion that carrying out such practices will motivate employees and imbibe a feeling of being a part of an organization that cares. But how shall I convince the few who oppose this practice as a waste of time and money? Also, I don't want an employee's birthday to be a day of emotional burden or stress for him/her. Is there a solution to these?

Regards,
Elsa

What you can do is, along with cake cutting, you can also provide some snacks like samosas, sandwiches, etc., and announce it as the birthday party of the birthday boy or girl. This way, people will not bother the person for an additional party, and the person will not feel overwhelmed.

Regards,
Supriya

You can do one thing - you can give a small tea party at lunchtime with a few snacks, just for 1 or half an hour, so that other employees will not create any burden for the employee whose birthday is being celebrated.

Talk to the individuals who do not support the practice and try to identify the reasons why they are showing their disapproval. Try to make them part of the solution rather than simply adopting processes used by others. All situations are different, and cultures vary. If individuals who shape the culture help develop the solution, then it is more likely to be accepted and can yield sustainable results. Ensure that employees understand why this is being done in simple and clear terms so they grasp the meaning, avoiding language that may be unfamiliar or vague. For example, instead of saying, "the company will give a bonus after a target sales and margin is achieved," communicate that "benefits will be shared with employees after EBIT reaches Rs xxx lacs for the quarter."

Another thought I would like to share is about reflecting on when you initiated the celebration of employees' birthdays. Did the employees embrace it, or did they have indifferent feelings about it?

Did the response change over time? If the answer is "Yes," then you must identify the cause(s). What changed? How was it communicated to existing employees and new employees who joined, etc.?

In some of the organizations I have worked for, the company provided employees with a paid holiday on their birthday or on a day of their choice if approved by the individual's supervisor. This approach to celebrating birthdays was implemented based on a poll conducted among the company employees, and the results were shared.

Before the polls, it was communicated that the method chosen by the majority, with agreement from company management, would be used to celebrate employee birthdays.

Employees were given the opportunity to suggest new ideas on how to celebrate birthdays in the first round, and in the second round, a decision was made based on the majority vote and management's decision.

Hope this helps.

Regards,
Ashok

In organizations I have worked for, we had a small morning tea on the last day of each month for the people who had birthdays that month. Each staff member was requested to bring a small offering of food to be shared.

Things like this help to foster team spirit and, in a smaller company, provide a chance for all members to get together. In a larger company, it may be easier to do this on a branch or division basis.

It may be necessary to issue a friendly notice to tell people that expecting others to provide birthday treats is to stop immediately, or management will withdraw the privilege of celebrating birthdays in the office. They are adults and should be able to work it out.

Management Initiatives and Employee Perception

I have experienced many times that when management initiates something for employees, it is assumed to be a privilege for employees. Does management verify that this assumption is correct? They spend a lot of time and money, but from my experience, front-line employees do not consider it a "value add" for them. Unless the internal customers of the management team (front-line employees) are satisfied and happy, all such efforts do not deliver the expected results. My two cents' worth.

Regards,

I think the practice is a good one. Try to see whether the company can provide the employees' wish as a gift - a surprise. There will always be people who would not agree with all these things, but if the majority agrees, then continue the same - because others value this. Maybe you can ask the group that disagrees for their opinion - what do they want differently?

Best Regards,
Inki

This is a good practice for getting employees together to celebrate. I don't think it should be called off.

Regards

Birthday Wishes and Employee Treats

Wishing an employee on their birthday is certainly a good practice. If the wishing is done publicly, the idea is that others should also wish them. It is customary for friends to nag the birthday person for a treat. The best idea would be for the person being wished on their birthday to keep a sign on their desk: "Thanks for your good wishes - no gifts please!" This will convey that they are not in the mood to give a treat.

Regards

The person who is being wished on their birthday can put up a sign on their desk: "Thanks for your good wishes - No Gifts please." This will convey that they are not in the mood to give a treat.

Alternative Birthday Celebration Approach

Cake cutting is a good initiative, but when employees are not happy to celebrate their birthday due to the expectation of giving a treat, it is not a good HR activity. The best approach is to give chocolate along with birthday greetings through the concerned HOD. If the candidate is interested in giving a treat to their subordinates, they can take the initiative by informing the HOD, who will decide when, where, and how to proceed.

Regards,
Prasad & Mallikarjun
HR Officers

I strongly believe that this is a very good initiative. These types of activities will integrate and motivate all employees, fostering a feeling of togetherness in any organization.

Suggestions for Enhancing Employee Engagement

If you face any challenges in this regard, consider the following shifts:

1. Celebrate your employees' birthday parties at nearby disabled schools, orphanages, etc., to instill a sense of social responsibility.
2. Encourage your birthday buddies to spearhead a CSR initiative, involving them in the planning and execution with the support of your CSR team. This will not only benefit your target audience but also enhance the brand image of your organization.

Regards,
Sarkar
[Phone Number Removed For Privacy Reasons]

Alternative Birthday Celebration Ideas

Birthday celebration is a good idea. However, there may be some shy employees who may not want the cake cutting, etc. In my opinion, a nice birthday card with all the signatures of the department wishing a happy birthday can be given, and sweets can be distributed, of course, at the expense of the company.

In my organization, we celebrate employees' birthdays by cutting the cake at the end of the month. The company also arranges for snacks and soft drinks. On their birthday, employees distribute sweets or ice cream. This has become a custom in the organization, and employees do not feel the burden of the party.

Regards,
Rashmi

Hi Sudhir, I worked as an HR Supervisor in a reputable hotel, and I often found myself involved in organizing activities such as arranging birthday parties for executives and staff members. These moments were truly special for the employees. In cases where the employee was absent, I would personally drive to their home with a cake and a thoughtful greeting card for their family.

Regards,
Sudhir Kumar

Whenever there is a good initiative, you will have 7 out of 10 people supporting it while a few always oppose. Either they do not understand the purpose, or they want to create problems. In general, people appreciate such events as it motivates them, fosters team building, develops better understanding, and brings people closer to one another.

Addressing Opposition to Initiatives

So, what do you do with the people who oppose? Call a meeting of all such individuals, make them understand the purpose of such functions, and how it can be beneficial for everyone. It is the best way for employees to take a break from the monotony of work and spend time in pleasure and enjoyment. Therefore, this should not be seen as a burden or stress.

Engaging Senior Management

Please provide some write-up and involve seniors in the organization who can communicate the purpose and end objective to the employees. It requires a lot of understanding, but once people comprehend, they will participate and enjoy with others. Eventually, they will also have their turn for a birthday celebration, and at that point, they will truly realize the value of such events. Once this feeling resonates with them, they will become a part of it and not feel left out.

Successful Implementation at Deutsche Bank

At Deutsche Bank, we have been running this program for years—dedicating one day each month to cake-cutting, fun activities, games, etc., allowing employees to relax and enjoy themselves. Those who are not interested do not have to participate, but fortunately, 90% of employees join in and make it a success. This approach has been proven successful in many organizations, and I am confident it will work for yours as well. So, do not lose heart; keep up the good work. Remember, life beyond work is equally important. Good luck!

Regards,
Ravi Narayan
AVP- Deutsche Investors Services Pvt. Ltd.
Mumbai

This is the encouragement. Don't stop. This is the employee motivation. It is a good practice. You can do it continuously.

Celebrating Employee Birthdays

In our organization, we celebrate every employee's birthday, from low level to high level. There is no partiality in that. We purchase the cake and used to cut it. In every organization, it should be followed because this is a small motivation from the organization's perspective, but from the employee's perspective, it is an unforgettable moment. So, it should be followed.

Treats and gifts are their wish. So we should not force the employee.

Thank you.

In our organization, we also celebrate the employee's birthday. On their birthday, we invite the employee to the HR department along with their department head. The department head presents them with a birthday gift, which includes a "Lunch Box" and a one kg sweet box.

Such small things make a substantial difference for the organization as they inculcate among employees a sense of belonging to the company and also motivate one to contribute to the interests of the organization. Keep it up.

Regards,
S.K. Johri

A good practice, once started, need not be stopped. In our organization, an email is sent to all announcing birthdays and wishing the individual. A flower bouquet, along with chocolates, etc., is arranged by the HR department and handed over to the employee by the concerned HOD in that particular section. Others may join, but most of the time, it is a departmental celebration. Employees are mature enough not to nag the individual for treats, etc. In fact, his/her friends may bring chocolates, etc.

Thank you.

Dear Elsa,

There would be many a "Doubting Thomas" who may not appreciate camaraderie and team spirit, which evolves from bonding over a simple affair, aka, a birthday celebration. Primarily, as a Manager, I definitely encourage such occasions as I think every employee whose birthday is remembered and celebrated would certainly feel important and will be the focal point of discussion away from the routine affairs of the office. Ultimately, I am sure it would be entrenched in the human psyche that each of us certainly wants to feel wanted and important.

These kinds of initiatives promoted by the management are primarily catered to a broad spectrum of employees, and as said earlier, doubting Thomases exist and will always be there. Regarding them giving treats, obviously, it would be an individual call based on the person's relations with the other team members.

"Optimism, Teamwork, Camaraderie" are the keywords here... you continue with the great initiative.

Regards,
Raghavan

[Phone Number Removed For Privacy Reasons]

That's a good practice, and we follow the same approach. Instead of displaying the birth dates every day on the notice board, collect the dates of all birthdays in a month and put them on one page to display on the notice board. This would be effective, and the celebration can be held at the end of the month by cutting one cake for all the birthday individuals in that month, inviting all the employees to one place.

Once the birthday celebration starts, please do not stop it. Kindly inform the Head of Department (HOD) to cease individual birthday celebrations. Let's avoid causing irritation to individuals. If there are no objections, we can proceed accordingly.

Thank you,

Regards,
K. Ramu
Leighton, Tril Infor Park

What I think and have seen is that it's a good way to motivate employees and keep them attached to the firm. However, you must consider the employees who are not interested in such things. You can ask them in person and then just celebrate for those who are interested. Do not write on the boards, but you can drop an email for birthday wishes nonetheless.

That's what I would suggest to you. Rest assured, you are a better judge as you can see how things work. Best wishes from my side.

Regards,
Axita

Your initiative is good. In the beginning, such types of complaints or discomfort are bound to occur. Instead of cake cutting, you can give birthday greeting cards or send birthday greeting cards to the employee's house. If possible, you can inform everyone not to expect treats from the birthdayers.

Regards,
C. Subramanian

Last month, we had New Year's celebrations at the office. There, we had a word with the employees and explained to them the organization's real motive behind organizing such get-togethers like month-end birthday celebrations. Employees were also encouraged to contribute by sharing more suggestions regarding the same.

Doing this received positive acceptance and feedback from the employees. I'm glad to share that we have decided to continue with the birthday celebrations in our office.

I would like to "Thank you all" for sharing your views and wonderful suggestions. They really helped in taking this final decision.

Hoping for continued support and guidance in the future as well.

Regards,
Elsa ❤️