anyspacedirect news

Dealing with absences during the World Cup

14th June 2010
The World Cup is easily the biggest occasion in the annual sporting calendar. Many workers are football fans and enjoy travelling to matches to enjoy the festivities that always occur alongside the World Cup’s biggest matches. In fact you’d be hard pressed to find a business that didn’t employ several football fans who got geared up for the occasion months before the opening ceremonies.

This may worry employers who think that staff are likely to phone in sick during the World Cup, leading to a reduction in available man hours and reducing overall productivity throughout the sporting occasion. This could be particularly detrimental if the company is going through its high season or is suffering the after effects of the recession and needs maximum resources to drive behavioural change and emerge strongly in the post-recession climate.

The best way to avoid truancy during the World Cup is to talk frankly to staff about your expectations of them and understand that football is very important to many workers.

Here are some tips to help you get the best of them:

Flexibility is important
Alter start and finishing times and extend lunch breaks when important matches are being played so staff don’t consider phoning in sick.

Be crystal clear
Staff should be informed exactly what is expected of them during the World Cup in relation to their attendance, attitude, performance and productivity. Be empathetic and compromising but ensure all workers understand that you still have a business to run and insubordination will not be tolerated.

Communicate effectively
Talk to senior leaders about operations during the World Cup and ensure that information trickles down to where it needs to be. Dedicate a substantial time slot to working out a suitable policy that meets everyone’s needs.

Be fair
A lot of people are football fans. Not recognising this could seriously alienate your workers and cause severe and long-term productivity drops. Where possible meet needs; in cases that you can’t, ensure staff understand why it is not possible. This prevents resentment and helps foster a healthier employee-employer relationship.
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