Cleardocs guide to helping your business and your staff through The World Cup 2010.
Download the Employers World Cup guide as a PDF
The 2010 World Cup will be upon us very shortly: it is likely that many employees will be looking forward to it and starting to think about how - and where - they will be watching matches. Most companies in the UK have a diverse workforce and as such, business owners need to remember that it is not only matches involving the UK teams that staff may wish to follow.
Whilst as a business owner and employer, you are not obliged to accommodate your staff’s interest in sporting events (and the World Cup is no different) there is, however, some evidence to suggest that where employers are seen to be sympathetic towards their staff’s outside interests, employees are more likely to go the extra mile for the organisation. Some business owners may see the World Cup as a morale boasting opportunity after the difficult conditions of the past year or so.
There are a number of things that business owners can consider to help staff make the most of The World Cup without compromising the needs of the business:
Allowing staff to ‘go’ to the World Cup
Supporting flexible working
- Staff flexibility over starting and finishing work earlier or later, providing core business hours are covered, and/or
- Time off to watch games - providing of course that time is made up on another day.
Enabling staff to change shifts
Allowing staff to change shifts is another way of providing employees with the flexibility to watch games while ensuring that business is not compromised.
Allowing unpaid leave
As long as it does not have a negative effect on the business, employers might consider a scheme for unpaid leave.
Bringing the World Cup ‘into work’
Showing the matches
If the business can accommodate a dedicated space (or a rest room) in order to show games on a television, this option would mean a few hours of distracted work rather than potentially an entire day out of the business and could be a good compromise. Alternatively, employers may chose to screen matches but only allow staff time to view during their breaks. The temptation exists however for staff to get settled during their break and have extended time away from their work areas.
Of course, not everyone wants to be exposed to The World Cup so those who do not have an interest in football also need to be considered.
Radios on in the background
It may be straight forward for some businesses to accommodate staff requests to listen to radios: equally there maybe health and safety considerations if staff distracted from their tasks. For other businesses, where employees need to concentrate on customer requirements such a call center or sales office, having a radio on is probably not acceptable.
Using the company’s computers to access the internet for updates
Business owners really need to have computer and internet use, plus monitoring policies in place – if they do, staff need to be reminded of those policies. It is up to each business owner to decide whether or not they are prepared to make an exception to the policies and allow staff to watch games or receive updates via the internet.
If the business does not have a computer use, use of the internet and monitoring policies in place, this is a good time to introduce them.
Either way, the key is to communicate the position of the business regarding use of company equipment, including access and use of internet while at work, to all staff. Equally important is that when sanctioning ‘offenders’ the policies and procedures are followed and correctly implemented.
A final note on bringing the World Cup into the work place
Some staff may resent that they are having to work harder and perhaps longer to cover for absent and/or distracted colleagues. It seems only fair to acknowledge (and perhaps reward) when staff step up and are prepared to go that extra mile for the business.
Serious offences
Major sporting events, including The World Cup, have a strong correlation with significant increases in sales of alcohol. In fact many supermarkets reduce prices and increase their marketing to coincide with such events.
It is down to the business owner to make certain that the company’s policies on absence and misuse of alcohol are communicated; making it clear that is unacceptable to call in sick when in reality it is an excuse to stay at home or join friends watching The World Cup. Business owners and employers also need to let their staff know that sick leave due to the excesses of a night celebrating, or turning up for work but being so hung over that work is impossible, will not be tolerated.
Business owners need to ensure that the company has the most up to date and ACAS complainant discipline and grievance policies and procedures in place – and that they have been communicated to all staff. Employees who ‘offend’ need to understand the consequences of their actions: this is important for two reasons;
- A business cannot run smoothly when staff misbehave, misrepresent themselves and/or fail to perform, and
- Failure to deal with staff who ‘offend’ creates resentment and poor morale among employees in general, and sends the message that it is ‘ok to break the rules’.
If your staff handbook is out of date, does not include all of policies you feel your business may need or if you would like to create an up to date, comprehensive and ACAS aligned staff handbook, or speak to a member of the Cleardocs team on 0845 474 0372. Prices start at £49.95 +VAT and include free updates for 12 months.