How would you handle this? Work Xmas party issue

[Sinnia]

We had our work Xmas meal last night.

I manage a team of around 20 people, my managers were also there. One member of staff I’ve had repeated issues with over the last year (turning up late, gossiping, not pulling their weight)

Towards the end of the evening I was having a conversation with some people on our table about some of the food options (the food was a disaster but it had become a kind of running joke of the night). We were all laughing and joking. Member of staff I’ve had issues with turned around from another table and very loudly shouted

“Oh will you shut the fuck up” at me

My table had my managers on it. Two of who looked at me like WTF. I just looked at member of staff and raised my eyebrows.

What would you do about this?

Presumably they are on some sort of performance plan due to the fact they're often late and crap at the job? As it's a work function I do actually think this is something you can address at work formally.

Take advice from your HR people if you have them. It's not your manager's role to resolve the issue - it's yours. It would be good though to discuss what you plan to do with your line manager and if they could provide some support. I would be as tough as I could. If you do anything less you will look weak and ineffectual in keeping your team under control. I'd be thinking written warning at the very least.

@Sinnia

Technically we were outside of work so not sure I can really do much here. They had been drinking. But everyone in the team heard them say it. I’ve had a few messages this morning from other people. One manager messaged me to say how inappropriate they were behaving. Not sure how to tackle this

Nope not outside work, it's a work do.

If a staff member was sexually harassed, racially abused etc. your company would have to deal with this as if it happened in the middle of the office.

So its call to HR in Monday on how the company want to deal with it.
You can't do it in isolation as if the decision is made to discipline or sack the employee it will be you as LM doing most of the assessments and you can't leave yourself open to accusations of retaliation over a "drunken mistake".

Speak to HR on Monday for guidance on the way forward. Do not speak to colleague about it.

At our company we used to send an email out the day before the Christmas party reminding all staff that whilst everyone was invited to let their hair down and have fun, that as it was a work event it was an extension of the office and as such, work- appropriate behaviour was expected.

We did this because for several years running we had to fire employees the Monday after the party for:

• Getting drink and being totally belligerently rude to managers and other staff members
• Punching a Director (not joking, police were called!)
• Drink driving home, despite our paying for taxis/putting on minibuses if people asked or needed
• Taking drugs quite openly
• Shagging in the toilets and very obvious groping on the dancefloor (along the lines of boobs being out of tops and hands up skirts!)

It was a delightful company I worked for I was teetotal a couple of years owing to being pregnant and honestly the chaos that I used to sit back and witness was a sight to behold. It was always the quiet ones too!

Even after we sent the email round we still had incidences like this, especially the being really drunkenly rude and falling out with each other.

I would see if your company has a similar 'work events are an extension of the office' policy, and if so, I would formally discipline the member of staff!

@AnFiaRuaNua

Wow. I think she made herself look bad there.

But, it is a clear sign of disrespect in front of people you do have to manage?

I was out on my christmas party last night too. OUTSIDE brrrrr
But even after a few drinks I'm still conscious of my line manager.

I have told him what I thought of his management on one occasion !!(he was pushing down not up) but I did it behind closed doors and I was sober.

I can't imagine telling somebody I had conflict with to shut up, with an audience!

I am in conflict all the time with my line manager and frequently feel like telling him to STFU. But yes I can't imagine ever saying that either.

"One member of staff I’ve had repeated issues with over the last year (turning up late, gossiping, not pulling their weight)"

Hopefully you are already down the line with a disciplinary process and can use this to get it completed. I wouldn't "have a word", I would start a formal process (if not already on the go) as soon as I got in on Monday.

Absolutely do not leave it and do not approach the staff member yourself to discuss it.

Escalate to HR first thing on Monday and ask them to check policies on misconduct. You have witnesses. Arrange a meeting with HR present. If she’s been there less than two years get rid of her as you don’t need a reason as long as it’s not discriminatory but that and the performance issues are enough reason anyway. If she has, you need it properly logged and then to log everything so you can get rid of her on performance.

They are due a disciplinary. It's a work do as they should treat it as work.
How bloody rude in any case. WTF does that.

Definitely don't leave it as that makes you look like a crap manager. If you can do something that makes you look strong (but merciful if you want) that'd be best. I'd say request a written apology for behaviour to everyone who was there - but check with HR.

@HumunaHey

They were at a work Christmas meal and should behave as such. Totally inappropriate.

You should speak to them about how rude, inappropriate, and aggressive the behaviour was. What disciplinary steps are there? A stern warning should be issued with info about disciplinary action that will be taken if they don't make speedy positive changes to their behaviour all round (including those things you mentioned besides the xmas meal).

Definitely this,Op. I think your raised eyebrow was enough for that night as they may have been gearing up for a full on fight.

insubordination and gross mis conduct.

arrange meeting with HR

get rid