Travel industry employers are urged to clarify policies on watching sporting events during work hours. This step is vital to managing productivity and employee expectations effectively.
Recent discussions in a webinar stressed clear communication from employers in hybrid work environments, highlighting unchanged work model statistics.
Hybrid Work Environment Challenges
The transition to hybrid work models requires clear communication from employers about work expectations during major sporting events. This necessity was spotlighted during the C&M Travel Recruitment’s webinar titled Euros & Olympics: The ABC Guide to Curing Staff Headaches in Summer 2024. With 45% of roles hybrid, 35% remote, and 20% office-based, the challenge of monitoring staff work hours intensifies.
C&M Travel Recruitment’s managing director, Barbara Kolosinska, highlighted the challenge posed by employees working from different locations. The lack of change in work model statistics since last year emphasises the industry’s need to adapt effectively. Kolosinska noted that communication clarity is crucial in managing staff engagement and productivity.
Legal and Ethical Considerations
Ami Naru, a Travlaw partner and head of employment, underscored that businesses should not necessarily create specific policies for sporting events. However, she emphasised the importance of understanding the fine line in hybrid working environments between what is acceptable and what is not.
Naru advised that organisations remain flexible and handle situations on a ‘case by case’ basis, particularly when most sporting events are scheduled during weekends or evenings. She mentioned the importance of communicating policies to remote workers, ensuring those at home are aware of their responsibilities when others are in the office.
Importance of Employer-Employee Communication
Effective communication between employers and employees is essential, stressed HR expert Claire Steiner during the webinar.
Steiner highlighted the necessity for clarity in organisational expectations regarding taking time off to watch sports. She explained that if time is made up later, watching sports during work hours could be permissible. The emphasis remained on defining and communicating these expectations clearly to all staff.
Steiner also addressed the issue of absenteeism following major sports events, where employees might call in sick the day after. Organisations should be ready with measures to handle such occurrences effectively.
Handling Misconduct and Disciplinary Actions
Naru recounted instances where businesses identified staff attending sports events while on sick leave, advising companies to follow usual disciplinary procedures if employees are not genuinely ill. She encouraged businesses to enforce their policies without hesitation when necessary.
These instances underscore the importance of having a defined disciplinary process to maintain operational integrity and fairness across the workforce.
Strategies for Maintaining Productivity
Employers are encouraged to develop contingencies that address temporary drops in productivity surrounding major events. Being proactive can mitigate potential issues.
Businesses might consider flexible working arrangements, such as allowing staff to adjust their hours to accommodate viewing preferences, thereby maintaining morale while ensuring work commitments are met.
An open dialogue about expectations can foster a better understanding between staff and employers. This approach can be instrumental in maintaining a harmonious work environment.
Preventative Measures and Policy Implementation
Firms should evaluate their current policies and consider implementing or updating them to address the unique challenges posed by significant sporting events. Clear guidelines can prevent confusion and foster a more transparent work culture.
Understanding the impact of such events on business operations can guide the development of policies that balance employee satisfaction with business needs.
Conclusion
In summary, employers must clearly articulate their expectations and policies regarding sporting events during work hours to maintain productivity and staff satisfaction.
Employers are advised to establish clear, comprehensive policies regarding sporting events to uphold work discipline and productivity.
The proactive approach of clear communication and appropriate disciplinary measures can effectively support both business operations and employee morale.
