Beyond the BBQ: Why Summer Gatherings Are a Strategic Investment, Not a Splurge

🎯 Not Just a Jolly: The Strategic Value of Summer Socials

Too often, summer parties are labelled as “soft” spends - easy to slice from the budget when times get tight. But I see them differently. These aren’t just social events—they’re culture accelerators.

They transform values from abstract concepts into tangible experiences. When your team’s clinking glasses, laughing over shared stories, or dancing to a questionable playlist… they’re bonding. Trust is being built, walls are coming down—and that’s worth more than any away day worksheet.

For most of my working life as a civil servant, a summer party funded by your employer would be unthinkable. “What would the Daily Mail say about that” would be the question being asked. So, they didn’t happen. Since leaving my pin-striped suit behind, I’ve enjoyed several summer (and Christmas!) events and they were a great chance to connect with people you work less closely with, as well as those you do – especially in a post-Covid world which kept everyone apart for so long.

💡 Culture, Like a Good Stout, Takes Time to Settle

That creamy head on a well-poured stout? It doesn’t rush. It settles, deepens, and then it shines. The same goes for company culture. You can’t manufacture it overnight. It’s nurtured through consistent signals, moments of connection, and spaces where people can simply be themselves.

A summer party may feel like a pint and a playlist on the surface, but underneath, it’s a quiet investment in belonging, retention, and shared momentum.

🚫 Five Things to Watch Out For

1. Treating it like an afterthought
   If it feels like a last-minute bolt-on, it’ll land that way. Even informal events need a bit of structure – think timings, food options, and a loose plan for the day.
2. Forgetting inclusivity
   Not everyone drinks, eats meat, or thrives in loud social settings. Offer non-alcoholic options, veggie/ vegan food, and quieter spaces for those who prefer a chat over a dance-off.
3. Scheduling outside work hours without buy-in
   Evening or weekend events can clash with personal commitments. If you’re asking people to give up their own time, make sure it’s optional – or better yet, host it during work hours to show it’s a valued part of the culture. With enough notice you can work customer commitments around this, and most customers would see it as a great thing to do for your employees, not a hindrance to them.
4. Overcomplicating activities
   A simple BBQ and a few lawn games can go further than a jam-packed itinerary. Avoid too many structured “team-building” exercises. They can feel forced if not handled well.
5. Skipping the follow-up
   A quick thank-you message, a few photos, or a light-hearted recap helps reinforce the positive vibes. It also signals that the event was intentional, not just a tick-box exercise.

✅ Bonus Tips for a Smooth Day

• Weather-proof it: Have a backup plan if it rains—gazebos, indoor space, or even a café or pub option.
• Delegate: Don’t shoulder it all yourself. Let team members own parts of the day – it builds buy-in and spreads the load.
• Keep it light on speeches: A short toast or thank-you is great. A 20-minute strategy update? Not so much.
• Capture the moment: Even a few candid snaps on a phone can go a long way for internal comms or future recruitment content.

🤝 Togetherness Isn’t a Perk—It’s a Performance Multiplier

High-performing teams don’t thrive on KPIs alone. They thrive on psychological safety, on trust, and on feeling part of something. The kind of connections built over burgers and banter can lead to breakthroughs back at the whiteboard.

So here’s to moments that matter.

To the leaders who invest in more than just systems.
To the teams who know that culture isn’t a spreadsheet.
And to the creamy pints in Donegal that remind us—some things are better when you let them settle.