World Cup 2014
The World Cup is always an exciting event for football fans; many nations and many people come together in celebration to watch the FIFA cup. However, as with every exciting sport event, there is always a worry for employers that their workforce might significantly dwindle or become coincidentally less productive. Since the event lasts just over one month (Thursday 12th June 2014 to Sunday 13th July 2014) and most of the matches kick off between 5.00p.m. and 11.00p.m. GMT, employers may find that there are significant problems in the workplace.
Managing these problems and recognising potential issues before they come around is the easiest way to try and prevent a detrimental impact on your workforce. Here is our brief guide.
Recognise the potential issues
· An increase in requests for annual leave
· Sickness absence (either the day of the match or the day after due to employees being a little worse for wear!)
· Lateness (due to fans staying up late to watch the match or celebrations afterwards)
· Use of news websites/social media during working hours
· Use of social radios or televisions during working hours (please remember that you need to have a license if you decide to show these or allow your employees to watch them on site).
You may also find that your employees are a little worse for wear during the days after the matches which may have a significant impact on employee performance and output.
Be transparent
Let your employees know what you expect of them and communicate what is and what is not acceptable (it may be best to put it in writing). You may also have some World Cup antics so you may be more understanding than others. Flexibility may also be the key to sustaining your productive business and engaged workforce.
Make it is easy to deal with potential problems; if your employees are unclear then they may use this to their advantage. Communication is the key. If you can’t take a flexible approach, remind your employees that business is running as usual.
It is important to remind your staff that an outing to the pub organised by work is still a ‘works party’ and therefore you may liable for their actions. Any unacceptable behaviour may result in a disciplinary sanction.
Annual leave
Don’t forget, the World Cup is a only a month so if you are over whelmed with annual leave requests you may be able to accommodate them as it’s only a temporary arrangement. Try and come to an agreement with your employees. You may even let them take it off as unpaid leave.
Communicate how many people are allowed to take time off at one time and come to an agreement over annual leave as soon as possible. You may want to extend your normal policy for the temporary period. Make sure these requests are fairly treated and that you don’t discriminate those who don’t like football and those who haven’t asked for the time off for the football.
Be flexible. If employees can’t take the time off they may want to swap their shifts. If this is their suggestion then it should be the employee that comes up with the solution. You don’t want to find yourself running around like a headless chicken trying to find cover for your employees.
Sickness absence
If your employees start dropping like flies during this period then remember not to charge straight in with accusations. Remind your employees that the disciplinary procedure is there to prevent conduct issues and deal with them in an effective manner and monitor any absenteeism.
Sit them down and have a return to work interview as per your normal absence process. If it comes to light that your employee just had a heavy night then follow the correct process and get in touch with your HELP HR consultant. This is not an acceptable excuse for absenteeism.
Drinking or being under the influence
Remind your employees what is acceptable and what is not acceptable regarding alcohol at work. Some companies may be less strict than others on having a couple of drinks the night before work. Other companies may have drivers or fork lift truck drivers so it may be pertinent to remind your staff of the seriousness of drink-driving. Your employees may also be on call. If this is the case employees also need to be reminded that the same rules apply and are extended to the employee wherever they may be.
If you have a zero tolerance alcohol policy (this may be particularly important if you employ drivers), then remind your staff or reissue the policy on a memo. The World Cup does not mean that employees can discard important rules. Treat your employees fairly and follow your disciplinary procedure correctly.
Use of the internet and mobile phones
If you don’t mind your employees checking the score every now and then then let them know how much is acceptable. Alternatively, you may find a way to inform them as it is easier for you to control. That extra flexibility will more than likely help and not hinder the morale in your workplace; it could even be used as an incentive for your staff. You may reward them with time off to watch the match, or give them extra time during their lunch breaks.
Make your policy clear. If your staff are not permitted to use social networking sites or the internet at work then reiterate your Company policy to all of your employees before the problem escalates.
Fixtures
Please also be sympathetic towards those employees who support other teams from outside England. Other matches might be relevant in this case; therefore, these should be taken into account and employees should be allowed the same treatment as England fans.
Remember
Your employees are much more likely to feel happier and therefore engaged at work if things are communicated to them clearly and they understand what is expected of them. If you appear to be being reasonable then they are less likely to feel disgruntled. However, do not allow this flexibility to haze your expectation of employees’ conduct and performance.
If you come across any issues or need advice then please don’t hesitate to get in touch with your HR advisor.