Keeping a work-life balance during the World Cup can be difficult. So much so that the UK’s Advisory, Conciliation and Arbitration Service has provided some useful guidance:
- Flexible, where possible – for example, by altering start and finish times during the working day or allowing longer lunch break. Remember to balance the needs of your whole workforce including those who don’t have an interest in the World Cup.
- Clear about what you expect from employees – in terms of attendance and performance during the World Cup. Managing employees expectations of what might be possible is key to keeping them onside.
- Communicative – start talking to each other now about the World Cup and how you hope to manage leave and working hours
- Open and honest – if you cannot accommodate any changes to your work practices then say so. Also, you may need to remind employees that any special arrangements for watching matches are only temporary.
- Fair – you need to be seen to be fair about the way you respond to requests for time off and avoid favouritism – don’t forget to ensure those people who aren’t interested in football aren’t in some way treated differently as a consequence, such as those with caring responsibilities, for example.
With the World Cup getting interesting, it would be a shame to let the chance to watch your team’s game slip through your fingers because you are on the road after a meeting. Why not use this as an opportunity to try out our web conferencing or remote team collaboration tools?