HR OLYMPICS SPECIAL


Sportingchance A


lmost there… and the excitement is mounting. The world’s biggest sporting event will impact on virtually every aspect of British life. But where does this leave employers? With so much negative press around absenteeism and perceived loss of productivity due to the Olympics,


can business turn it around? How should HR directors deploy long-lasting engagement


strategies to make the best of this unique situation, turning it to everyone’s advantage? What sort of ideas should they be looking at to maximise productivity – and engage staff? A small group of office workers crowd round a screen


linked to a Playstation, which can access competitive sporting games. They can pick any game they like. One young admin assistant has discovered it will play her childhood favourite: the hula-hoop. As she clicks away enthusiastically, the whoops of laughter around her create a happy office buzz. But an outsider could be forgiven for wondering what on earth they’re all doing, playing computer games during working hours. Have we stepped back onto the set of The Office? Why aren’t the staff working? Who is running this show? “The staff thought it was hilarious,” recalls Iain McMath,


MD of engagement solutions company, Sodeko Motivation Solutions. He decided to use the 2010 FIFA Football World Cup in South Africa as an opportunity to engage employees in a big sporting event, rather than risk a drop in productiv- ity or an increase in absenteeism. It worked. Like a charm. “We had people supporting teams by department or by


individual. We had dress-down days each week, where people could wear football gear or the national costume of the country they supported,” says McMath. “We decided if there was a risk people would take time off


and we would lose focus, why not allow them to be engaged by saying ‘you can watch this game at this time, but make sure you cover your work at a later point, or come in earlier’? It ensured they were effective when they were at the desk.” What about those who have no interest whatsoever in a big


sporting event? “We got round that with the Playstation linked up to all the sporting games you could play on the


14 HR March 2012


On the day of the 100m final, why should you accept there will be massive absenteeism? Set a telly up in the boardroom, says JACKY HYAMS, and then get the staff back to productive work after the big race


computer. A lot chose the hula-hoop, because it’s fun. Apply that sort of approach in the Games, get everyone involved, interested or not, and you’ll find that anything that adds vibrancy, that staff can engage in, will work.” McMath says HR directors need a well thought out plan to


present to their bosses, rather than a vague ‘oh, let’s all play with the Olympics to engage staff ’. “The plan has to show why it will encourage people more. It is believed there will be an upsurge in sick leave over the Olympics of 15%-20%. Add that into your cost and the upside is, this plan reduces sick leave and raises a much better focus in the organisation. “You can even link bonuses or commissions in an Olympic


way. Use the five rings of performance, for example. And it doesn’t just have to relate to sales targets. It can be on staff answering phones in the right way.” One Olympic hurdle for employers is when large numbers


of staff all want time off simultaneously, given that the Olympic weeks come in peak time for annual holidays. “The starting point here is to look at your existing policies,”


warns Paul McFarlane, partner and specialist in employment law at legal firm Weightmans. “One way round too many people requesting annual leave is to limit the amount of time anyone can take off during the games, in order to be seen to be fair. Everyone gets time off, but only a certain amount.” Using the Games as a team-building exercise is crucial,


adds McFarlane. “It can be outside the office, so there are set times when they go to watch an event and when they return. That way, the employer has more control over it.” As for employers that don’t want deskbound staff to be


endlessly distracted by watching the games, McFarlane says the solution is in the planning. “They can block access to desk television viewing via the internet: they do have a choice.” Companies based in other parts of the UK can use exactly


the same team-building approach. “Many cities are using multiscreens. Again, that can engage people outside the office. Or even take staff to a restaurant where the games are being shown. That is another way to create a sense of cohesion around the workforce,” says McFarlane. Ana Svab, Ways of Working programme manager at


charity, Business in the Community, says flexible working has a huge role to play in pre-Olympic planning, because it


hrmagazine.co.uk


Simon Brader


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30