As an employer you have probably noticed keeping staff motivated during summer months can be difficult. Add to this major sporting events, and there are plenty of these this summer, we’re right in the midst of Euro 16, Wimbledon has just started and the Olympic Games are on the horizon. Keeping your staff focused could prove to be quite challenging this summer.
Have you already noticed a few more absences or some distracted staff on social media keeping up with the latest score? How are you ensuring that it is business as usual without further demotivating your staff? Here are some key tips with how you can deal with these sporting events in the work place.
Be flexible wherever possible
Trying to bury your head in the sand is very rarely a good idea. Acknowledge that the sporting event is a topical issue, 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 or events in the canteen.
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. We can carry out a review of where you currently are, and make recommendations for moving forward.
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, games 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 or sporting events.
It’s important that you consider your role as a leader and ensure that problems and issues are sidestepped wherever possible.
If you’re concerned about the implications of big sporting events, and you’d like to take the opportunity to chat with an expert HR consultant about your responsibilities as an employer, then get in touch for a no-obligation chat about how we might be able to help.