(Published October 27, 2008)
Years ago, our office celebrated Halloween with a costume party. These celebrations have since died, but I think it's a good time to resurrect the idea (if your employees are into it, of course).
I liked being able to put on my New York Rangers jersey and a pair of long red shorts on top of white long johns, and carry around a hockey stick for a day. Just like that, I was a defenseman for the NHL! My favorite was partnering with a fellow editor and wearing sandwich boards that we created in the likeness of two of AHI's newsletters. She and I still laugh about it to this day.
After a few years, though, enthusiasm dwindled until there was no point in doing it any more. Although I am one of the employees whose interest in dressing up waned, at the same time, I do miss this once-a-year treat. It was a fun bonding experience, and it was neat to see the creativity and humor of my colleagues. It was just one more reason why I liked working here.
I'm already girding myself for the flak I imagine I'll be getting from those who think that office costume parties are a frivolous, childish waste of time. But, if your employees would enjoy dressing up, you should consider the benefits it could reap. In this day and age when raises and bonuses are slim to none, and when end-of-year holiday parties are being cancelled or scaled back, employers should be exploring other no/low-cost morale boosters. It really doesn't have to cost your company a single penny, unless you want to provide candy or another treat; even then, the cost is nominal. Carving a little time out of the workday seems a small price to pay.
No, I'm not foolish enough to think that a costume party will solve all of your workforce's morale woes. But I do believe that the little things do count.
And, of course, you should consider whether employees interact with clients or the public or must wear uniforms or protective gear. I'm not saying it's something that every employer must do, just something that you may want to consider.
Beware Of Mischief
If you decide to do this, you'll need to set some ground rules before employees get carried away.
Prohibit costumes labeled "naughty" (naughty nurse, etc). Nothing sexy, period. Although a Wonder Woman costume, for example, is not considered "naughty," it is too revealing for the workplace. Men should take note, too. Do you really want to be working next to a shirtless Tarzan?
With the Presidential race at fever pitch, Obama and McCain masks are popular. Political costumes should have two caveats. One, this does not give employees the license to campaign for their candidate or to engage in super-charged debates during work hours. Two, the costumes cannot be worn as a way to ridicule or disparage.
The same can be said if employees want to dress up as a colleague. Paying homage to one another is one thing; poking fun is quite another. Be sure employees understand the difference. Shortly before my former boss, a proud Notre Dame alum, retired, his wife helped with "dress like Brian day." She supplied the staff with ND emblazoned hats, shirts, ties, you name it. It made a nice photo op!
Speaking of dressing like other people, people often find it funny to dress as controversial figures. Remember the media frenzy a few years ago when a photo was published of Prince Harry dressed as a Nazi?
I also don't understand why people want to depict tragic events. At (non-office) Halloween parties I've been to, I've seen people dressed as Princess Diana, post-car accident, and Sonny Bono on skis. I attended the Halloween parade in NYC shortly after Roy Horn of Siegfried and Roy was attacked by one of his white tigers. Sure enough, someone was wearing a bloody shirt and carrying a stuffed white tiger.
And beware of those who drag an appropriate costume over the line of offensive. Make sure that the jersey-wearing, basketball-bouncing "Shaquille O'Neal" doesn't also show up in blackface.
Above all, limit costume wearing to the party itself. That way, employees will have something to change into if you find they haven't followed the ground rules.
Gloria Ju
Editor in Chief
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