As anticipation builds for the Women’s World Cup final this Sunday, SMEs might be gearing up for potential employee relations challenges.
Sporting events such as this can serve as a dynamic and compelling way to enhance team engagement by fostering a shared sense of excitement, camaraderie, and competition among team members. However, while these events can bring excitement and passion, it’s crucial for employers to effectively manage situations where employees fail to show up for work or exhibit inappropriate behaviour.
Jo Chambers, HR Consultancy Operations Director at WorkNest explores the possible scenarios SMEs may encounter including handling employee absence and addressing any repercussions that might arise on Monday.
“Issues you may expect to encounter are employee absence on the day of the final if your business operates seven days a week, as well as addressing the aftermath on Monday.
“First of all, ‘sickies’ on the day. If an employee calls in sick or does not show up for work it’s important to avoid an own goal by not jumping to conclusions without clear evidence.
“Approach the employee privately and enquire about their absence, rather than immediately accusing them.
“However, if an employee is posting pictures on social media enjoying the match during their supposed sick leave, this should be dealt with as a disciplinary issue. Follow a fair disciplinary process that involves gathering evidence and giving the employee an opportunity to explain their side of the story.
“Monday morning could be more impacted for many businesses that operate Monday to Friday. Set up expectations ahead of time by communicating the importance of punctuality and reminding people that their lateness affects team cohesion and the smooth running of business operations.
“Do approach late arrivals with a balanced perspective though. Occasional lateness is different to the impact consistent lateness has on the business.
“Consider using progressive disciplinary measures for repeated tardiness, including verbal warnings and written notifications if necessary.
“Another Monday challenge could also be post-match hangovers. Employees turning up in a less-than-optimal state on Monday could impact productivity, disrupt the workflow, and lead to mistakes being made.
“Proactivity is key again. Promote accountability by establishing clear guidelines on alcohol consumption and emphasise the importance of personal responsibility
“Encouraging employees to plan their schedules responsibly, accounting for potential post-event fatigue.
“If an employee does arrive at work hungover, it’s important to handle the situation discreetly and professionally. First, ensure that their behaviour doesn’t pose a safety risk to themselves or others. If their condition is affecting their ability to perform their duties, consider assigning them less critical tasks for the day.
“Avoid embarrassment or confrontation; instead, have a private conversation to remind them of workplace expectations and the impact of their condition on their performance. Isolated incidents might be addressed through a more informal conversation or a reminder of company policies. However, if such behaviour happens repeatedly and affects the workplace and its operations, it could potentially lead to formal disciplinary measures.
“Finally, turning up worse for wear is one thing, but some employees may not turn up at all on Monday morning if their enthusiastic World Cup celebrations continued late into the evening.
“If this happens, follow your company’s absenteeism policy. This might involve providing sufficient notice or utilising available paid leave options.
“By handling these situations delicately and professionally, employers can ensure that their business runs smoothly while fostering a culture of responsibility and trust. So, keep your eyes on the goal – a harmonious workplace long after the final whistle blows.”
For more HR and business advice visit www.worknest.com
