Whether you love it or hate it, there’s no escaping from football at the minute. We’re currently slap bang in the middle of Euro 2016, and England have gone through to the knock-out rounds (skill or luck, opinions are divided…. especially here at the HRREV offices!).
Between now and 10th July, when the tournament draws to a close, there’ll be some key considerations that you’ll have to make to ensure that it’s business as usual in your workplace, as far as possible. Here, we tell you what you need to know.
Be flexible wherever possible
Trying to bury your head in the sand is very rarely a good idea. Acknowledge that the football is a topical issue at the moment, and that you may well have members of staff who want to tune into the games. Consider reworking your timetables to accommodate any requested time off, or make provisions for watching big matches in your office environment.
Operational requirements should always be at the top of your agenda, but if you’re organised, it’s very possible to offer a degree of flexibility without it having an impact on productivity and output. In fact, you’re likely to find that it will boost morale and motivation, which is always a positive thing.
Always apply your existing people policies
You don’t have to start from scratch and create a policy that handles the implications of sporting events. It’s very likely that everything you need will already be covered in your current policies and practices, including provisions around annual leave, sickness absence, and alcohol in the workplace.
If you suspect that your documentation is no longer fit for purpose, or that changes need to be made to ensure that you’re compliant with relevant legislation and best practice, then take this as you cue for getting things sorted.
Consider your stance on social media usage
Social media usage is another consideration that you may well already have covered within your existing policies. It’s a relatively new issue though, and it’s important to consider the fact that your staff may be turning to social platforms and online news sources to stay up to date with the latest scores and commentary.
A web use policy should encompass what’s acceptable and what isn’t, and it should be very clearly communicated to all employees. Remember to keep things fair. It wouldn’t be a good idea, for example, to allow football fans to use social media during Euro 2016, and apply a blanket ban on usage for other reasons. Remember that not everyone is interested in the game!
In just a couple of weeks, football will become a distant memory for many people. In the here and now though, it’s important that you consider your role as a leader and ensure that problems and issues are sidestepped wherever possible.
Not to offend any of our European colleagues and clients but…. COME ON ENGLAND!
If you need any guidance, please do not hesitate to give HR Revolution a call 0203 538 5311.