Stories of ghosts, ghouls, spirits, and paranormal activity are not hard to come by in the modern world. The media is inundated with gothic movies, tv shows, and literature, and for many people a good ghost story gets their spine tingling.

However, while the idea of ghosts may be entertainment for some, for others, the concept of apparitions, hauntings, and possessions are very real. According to a 2019 IPSOS poll, 46% of Americans believe in ghosts (a percentage that has increased by 14% since 2005). That’s almost half of the entire country.

So I pose you this scenario: what do you do, as an HR professional, if someone in the company believes the workplace is haunted?

Belief is a very powerful force; whether you believe in ghosts or not, for someone that does believe in them, you have to accept that as their reality. This means that while their fear may be intangible, the psychological effects that their fear will have on them are very real.

And there are many instances of hauntings causing chaos in the workplace to prove this. In Orlando, a Japanese restaurateur backed out of his lease because they heard that the premises were allegedly haunted by ghosts and apparitions. The landlord even offered to exorcise the building, but they still refused, and this resulted in a messy court case.

In another occurrence at the Eisenhower Executive Office Building in Washington D.C., many workers reported instances of seeing a woman’s face in a third-floor window. They would also hear a female voice call out their name, followed by footsteps running down the hall – on one occasion they even found a co-workers visiting child talking to an invisible woman in the third-floor conference room. One worker had to quit his job because of this alleged supernatural torment, as he kept finding the photos from his office walls neatly arranged on the floor every morning.

There was even one case of a law firm’s office building being haunted, which lead them to move to a newer building where the unexplained phenomena (keyboards typing by themselves, files shuffling in cabinets in empty rooms) finally ceased.

Whether these hauntings were truly paranormal or not, the effects of them are undeniably real: legal issues, lowered engagement and productivity, loss of staff, and the costs of relocation. These are all big red flags in the corporate world, and so regardless of what has caused them, HR is responsible for managing them accordingly.

What we’re trying to get at here is that whether they believe it or not, an employer has to take these things seriously in order to manager the very real effects that these beliefs have. In countries that are less westernized, the belief of ghosts and spirits is much more prevalent, and so having to deal with a haunted workplace may be much more commonplace somewhere like China, where they still celebrate their Hungry Ghost Festival to avoid the wrath of ghosts. Similarly in Mexico, they celebrate el Dia de los Muertos (the Day of the Dead), where families will welcome back the souls of their deceased relatives.

Belief and superstition can run deep – ever find yourself knocking on wood or crossing your fingers? – and so it is important that these instances are taken seriously and handled expertly so to avoid any of the disruptions that were listed above.

And if that means having to be a Ghostbuster, then grab your overalls.

It seems fitting that the days get darker around Halloween – preparing for all the costume-clad kids to take the streets in search for candy corn and fun-sized chocolate bars.

Every year, the celebrations for Halloween seem to get bigger and bigger, and with its rising popularity comes the want to mark the spooky season in the workplace. And whilst this can add a bit of festive flare to the office and create opportunities for team building, it’s important to keep a few things in mind so to avoid any HR horror stories:

  • Fancy Dress – dressing up has become a staple for Halloween. This tradition initially stemmed from the ancient Celtic celebration of Samhain, where it was believed that the boundary between the living and the dead became blurred, and to ward off these spirits from staying behind, people would dress up to hide their identity from the dead. Nowadays, Halloween is used as a fun excuse to throw on a costume, and if employees are given the option to do this, it’s important for employers to reiterate their dress code policy to ensure that all costumes remain appropriate. Equally, make it clear that ‘controversial’ characters and offensive/outdated costumes will not be tolerated.
  • Health and Safety Scares – it’s highly likely that if you are dressing up for Halloween you are probably decorating your workplace for Halloween too – so be sure to keep health and safety regulations in mind when doing so! Be mindful where you might be hanging ropey spiderwebs or if you will be using some candles to make a spooky ambiance (in this case, we recommend battery-powered ones!).
  • Halloween Party – when planning a workplace Halloween party, it’s crucial to ensure it is inclusive and accessible to all employees. Avoid planning activities that could unintentionally exclude certain groups or individuals – for example, consider dietary restrictions when planning snacks, and make sure the timing of the event allows for participation from employees who might be working different shifts. Equally, if you are going to include a costume contest, make sure to have multiple categories that employees can win to encourage creativity and avoid creating this perception of what a ’good’ costume is – instead, celebrate your team’s innovativeness!
  • Be Mindful of Diverse Perspectives – some employees may choose not to celebrate Halloween for religious or cultural reasons, and so it’s important to take this into consideration when planning any festivities around the holiday. Ensure that you are creating a culture where participation is optional and non-participation is respected.
  • Potential Harassment Issues – Halloween can sometimes open the door to inappropriate behavior in the workplace, so employers must be proactive in reminding employees that all workplace policies, especially those related to harassment and discrimination, are still in full effect during the Halloween period. Pre-Halloween reminders can be a great way to set the tone, and this can be as simple as a friendly email that reinforces the company’s commitment to maintaining a professional and respectful workplace during any and all celebrations.

Halloween allows for a bit of fun and innovation to take place in the workplace, but only if managed correctly. If you want support on how to avoid any HR horror stories over the Halloween season – or during any festive season – then please get in touch with us today via our website. Or, you can book in a 1-hour consultation with one of our seasoned HR professionals for instant advice through our OrgShakers CL!CK consultation service.

Happy Halloween!

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