7th June 2010 / Posted in: Business efficiency, Absence management, Alcohol in the workplace, Hangovers at work, Human Resources, Operational management, Productivity, World Cup
Recent research, by the charity Drinkaware, revealed that nearly one in 10 go to work suffering from the effects of too much alcohol at least twice a week, and this is likely to rise during the World Cup. The news has sparked concern amongst many employers who see that any compromise in productivity is yet another, unwelcome set back in this challenging economic climate.
The challenge of meeting the needs of the business, and those of the football fans you employ, isn’t easy so here are 10 tips to help you through the World Cup:
Avoid an “Us and Them” scenario by suddenly imposing new policies about drinking, absences during the World Cup and coming to work with a hangover.
Communication, is a two way dialogue ,and is the lifeblood of every organisation. Consult with your managers, or staff representatives, by asking them what problems the World Cup may cause the business and what solutions they suggest. (download Acas’s Advisory Booklet – Employee communications and consultation from www.acas.or.uk)
The TUC warn against imposing a blanket ban on watching football during the World Cup as it may demotivate staff and result in unauthorised sick days. Again, discuss with your managers how the needs of the business and those that want to watch the football can be met. Don’t forget that not everyone’s home side is England, or that if you have staff that work outside normal office hours their opportunities to watch football may be compromised.
Not everyone is a football fan and staff need to be treated equally. Those that aren’t interested may resent covering for colleagues watching football.
Use the World Cup to raise awareness of the issues surrounding excessive drinking. There’s lots of useful information on www.drinkaware.co.uk a charity that promotes responsible drinking and is working to find innovative ways to challenge the national drinking culture to help reduce alcohol misuse and minimise alcohol-related harm.
As Medical Director of Bupa Health and Wellbeing, Dr Katrina Herren said that employers should be aware that if someone is regularly coming into work with a hangover this could be a sign of wider alcohol or mental health problems, and that as an employer, it is important not to ignore the effects of alcohol on employees or the adverse effects it can have on the workplace environment.
Drinkaware’s poll found that of those who are hungover, almost one in five, admit to struggling with their workload and to making mistakes. Drink may affect workplace performance – but so can going to bed too late (sober), personal issues at home etc etc. Underperformance should be treated fairly and equally whatever the cause. It can affect productivity across the organisation and resentment amongst other employees.
Much of the advice about how to manage staff during the World Cup focuses on watching matches on television. Don’t forget that if staff are listening to matches on the radio, having discussions in chat rooms, posting comments on social media websites etc etc their productivity may also be affected.
Be positive. The economic forecast isn’t good, we’ve been swamped with the election and the coalition for weeks, so a good performance by anyone’s home team is worth celebrating. Make the most of it to engage with your staff and build morale.
Be fair and reasonable – and be recognised for being so. See Acas’s advice on teamwork during the World Cup – www.acas.org.uk/worldcup
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