subject: Managing Workplace Expectations During the World Cup [print this page] Managing Workplace Expectations During the World Cup
With the 2010 World Cup just around the corner, football fans everywhere will soon be gearing up to watch and support their favourite teams. Some will experience the event via television, while others plan to journey to South Africa to witness the games in person. Either way, many people are likely to want time off from work in order to enjoy this year's World Cup.
For employers everywhere, this could mean various things. It could, for instance, mean that many of their employees will be requesting time off at the same time which could result in some people not getting that time off. It could also mean that some employees will call in sick especially if they're not given the time off due to so many requests being made at once. The event will also likely change expectations of employees in the workplace. For example, many employees might expect more flexibility in hours, so that they're able to watch the games. Employers, on the other hand, might fear a decrease in productivity due to such expectations. With expectations and fears such as these running rampant in the workplace, tensions can run high meaning business could suffer. But there are various ways to manage expectations, attendance, and holiday requests even during an event as significant as the World Cup.
To begin, it's essential that employers devise a clear - but flexible - plan regarding attendance and expectations during the World Cup. As an employer, you might consider implementing "flexi" hours - where employees can alter the times they come in and leave work, as long as they complete a certain number of hours a week. Or maybe you're thinking about offering your employees a longer lunch break to watch the game. Whatever your terms may be, your employees are sure to appreciate some flexibility during this exciting sporting event.
Next, you'll want to ensure you clearly communicate these terms and your expectations with regard to performance - to all your employees. You'll want to make it clear that while you're making exceptions due to the event, productivity should not falter. You might also want to express that any exceptions being made during the World Cup are only temporary. At the same time, if you won't be able to make certain employee accommodations for example, approving time off for more than a certain number of people at any given time you should be honest about this fact up front. In addition to any verbal communication you share with your employees regarding the matter, you might consider handing out a short guide to these temporary terms, inclusive of any applicable employment law.
Last but not least, keep in mind that while many people will be tuning in to or attending the World Cup, not everyone is going to be interested in watching the games. As such, you'll want to ensure they're not treated any differently (as a result of workplace changes during the World Cup) than those who are interested in watching the games. By compromising and acting in the interest of everyone involved, the workplace can be a fun, flexible, professional and productive environment during the World Cup.
