How to manage football fever in the workplace…

Whether you love it or hate it, there’s no escaping from football at the minute. The FIFA World Cup 2018 has begun in Russia and apparently Goldman Sachs have devised an algorithm that says Brazil will win, so let’s hope that you’ve picked them in a sweep-stake!!!

England played their first game yesterday evening winning 2-1 (opinions are divided as to how well they played…. especially here at the HRREV offices!).

So between now and 15th 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.

And lets not forget Wimbledon too!! So 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 employees 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.

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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 employees 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 Russia 2018, 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 colleagues or clients but…. COME ON ENGLAND!

If you need any other pointers do give HR Revolution a call and see how we could help: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

HR Blogger

 

 

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