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.
