World Cup Glory or World Cup Woe?

World Cup Glory or World Cup Woe?

Will employers be greeting the tournament with excited anticipation?

No doubt some will, but the majority will be approaching it with some trepidation. If previous World Cups are anything to go by, it’s widely recognised that staff absence and sickness rises significantly on match days and perhaps more worryingly, on the immediate day after a crucial match.

As the most exciting domestic season in years recently concluded in a dramatic fashion, many of the UK’s football lovers will already be looking forward to Thursday 12th June when the eyes of the world will descend on Brazil as they host the 20th Fifa World Cup. The month long fiesta of football in the home of the most glamorous footballing Country has got the true round ball romanticists eagerly awaiting the big kick off.

In previous non – European World Cups, anti – social kick off times have contributed to the issue. We all remember getting up at the crack of dawn to watch games when the competition was held in Japan and South Korea back in 2002 and also the grainy pictures of afternoon kick offs during USA 94. Fifa have specifically tailored kick off times to accommodate European audiences but with the earliest time of 5.00pm and the latest time being 2.00am it is still expected that businesses will feel the impact of people wanting to be in front of their TV in preparation for the early kick offs or flagging the morning after a grave yard shift match. Live streaming of matches by people sat at their desks could also have an impact on Company’s internet efficiency.

With an estimated 20 million + people in the UK expected to watch the final, it’s fair to say that there’s the potential for some disruption from the 64 match tournament so do Company’s need to put in a contingency to avoid any possible .

The CIPD recently carried out a survey that showed almost nine out of ten employers have not developed any plans to manage staff absence during the World Cup. They’ve also uncovered research that points to the fact that if employers demonstrate they care about their staff and their non-work interests, employees are more likely to “go the extra mile” for the Company.

So what could work?

A guide developed by the CIPD suggests adopting subtle approaches for employers that could help employees enjoy the tournament without disrupting the needs of the business, some of which include:

• Flexible working hours

• Shift swaps

• Unpaid leave

• Screening games on the company premises

Whoever lifts the trophy on 13th July will go down in football folklore and who knows, any manager who develops a contingency for their staff during the World Cup could also be held in such great esteem by both the Company and the staff alike.

You Can’t Build a Great Company by Tolerating Mediocrity

You can’t build a great company by tolerating mediocrity

The market is picking up and most companies seem to have recruiting plans for the next 12 months, however, although many Managers and IT Professionals are still nervous to move, preferring the safety and security of their current employer, regardless if they are 100% happy or 100% effective in their role.

And, is there anything wrong if they haven’t done anything really wrong – but, have they thought about things they have done that are really right? Are companies infected with people who don’t drive excellence? Do they want their IT team to become better or somehow different to cope with the upturn or future growth plans? Do they aspire to change and improve? Questions need to be asked if those that they currently have in place are capable of helping attain and sustain a higher level of performance.

This has left many companies with staff; permanent and contractors who were adequate to see them through the quieter times, but now, when companies are looking to grow, are those barely sufficient employees really up to the job?

There is also the very real possibility that Directors are now expecting staff to perform more than one role within the business due to an increase in activity or headcount and they may be struggling to keep all the balls in the air and be effective. Are things slipping through the net? Do they need an additional member of the team to be able to allow focus on those vital areas?

So, what’s the difference and how can we all spot an ineffective employee? There may be a person that is perfectly capable in the current scenario, but are they capable of doing their part to lift performance? Great teams are engaged and can produce optimum results.

If your current staff are pushing boundaries, raising the bar, obsessed with improving results and performance and creating an atmosphere where people can perform their best – then we must all congratulate them. Making sure companies do what they can to keep these employees happy and engaged will ensure that they continue to perform at such a high level.

However, if this is not the case, it may be time for a change? Wanting to avoid rocking the boat by not dealing with ineffective employees will only give the company the same results they are currently getting and this may damage the team. However, we have all seen mediocre employees become fantastic with a little mentoring, training and motivation. Getting this right will mean that they will not only perform well, but will also be able to coach and mentor the next group of new recruits. If they can’t hack it, then it’s time to do something radical.

Directors have a duty to find and keep great employees. Not only to take the company forwards, it will also help attract high calibre candidates who want to be part of the organisation and this in turn will make people within the company up their game – it’s a win, win!

Here at Langley James, we pride ourselves on finding the best candidates in the market and this is something we have been doing for the last 15 years. Why not talk to one of our specialist IT consultants to see how we can help you find that superstar. And remember, Recruit someone worth Recruiting.