This is a guest post from 3103 HR – The people change specialists providing measurable value to clients through effective talent management.
2012 is a big year for events – the Queen’s Jubilee, Shakespeare, the sinking of the Titanic. England’s success at football’s Euro2012? We live in hope!
Of course, most employers are used to managing employee expectations, shall we call it, when it comes to allowing time off for football’s World Cup. And let’s face it, there is a huge amount of interest and good will that is achieved when employers take a flexible approach. Even those employees who do not like soccer appreciate – in my experience – the more relaxed atmosphere that such sporting events create, e.g. the chance of winning the office sweep stake.
The Olympics though create a different challenge for employers… but a great opportunity too. Whatever your attitude to sport, surely it is a chance to get your employees more engaged in the company and create a better working atmosphere – and some fun?
There is a lot out there on the web on what employers and employees need to know about the Olympics. Employees will fall into two categories, namely: those who plan to take time off during the Games because they are either a spectator, or a volunteer if they have been lucky enough to be selected as a Games Maker, OR those who have no plans to take time off during the Games but may either: hope to watch some TV or internet coverage while at work or may wish to discuss some sort of temporary flexible working arrangement.
All of this means that you need to be aware of the impact it will have on your business for the two weeks in August but also on your staff. Do you have a policy or an approach that is understood by staff on access to internet, social media and so on? It is more likely now that employees will access events via internet feeds and smart phones and have Twitter / Facebook data sent to them. No different to what occurs now? Maybe so, but with such an event and general interest – every day for two weeks, rather than for 90 minutes every five or six days in the World Cup – the chances for business interruption and staff discontent increase!
And of course, the non-sporty employees may well be annoyed with all the fuss and any perceived favouritism shown to those with sporting interests. Equally, the event comes right in the middle of the school holidays!!
So – as an employer, how are you going to manage attendance, ensure you can still work flexibly, manage business performance or handle volunteers?
What plans do you have for your employees for the Olympics … will you bury your head in the sand, or treat it as a chance to get your staff over the finish line? Call us to discuss your questions and how we can help you get a Gold Medal from all your staff.
John Hepworth
3103HR Hub Associate
0844 579 3103
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