HR Planning and Strategy during the FIFA World Cup 2022:

From Sunday, November 20, until Sunday, December 18, Qatar will host the FIFA World Cup 2022. This is an exciting sporting event for football enthusiasts.  However, it could be challenging for employers, as many matches will be shown during odd hours in Malaysia. This could lead to an increase in unplanned absences as employees may be overtired after watching the FIFA World Cup with their friends at the 'Mamak,' which can be costly and leave companies understaffed.

This year, a survey conducted by YouGov for Trusaic, a provider of equal pay software, revealed that "Paid Celebration Recovery Leave" tops the wish list of new fantasy job benefits, with 23% of respondents in favour.

While most employers are unlikely to go so far as to provide this as a benefit, there are ways for employers to manage employees successfully during the World Cup while minimizing the impact on their business. 

 

#1 Early reinforcement of expected behaviour

Ahead of the first match on November 20, reminding employees of appropriate and unacceptable behaviour due to the intense competition between nations is vital. Make it clear that racism, sexism, and homophobic language and conduct are inappropriate in the workplace. National pride cannot be permitted to cause workplace friction.

 

#2 Ensure that the policies and procedures are clear

Having the proper policies and procedures in place is crucial, and employees should be reminded of them. Policies should specify the World Cup-related rules, such as who is allowed to take time off for games and watch matches on screens while at work, in addition to the standard sick leave policy.

Establishing necessary cover levels and keeping track of time is a good idea so that employees can use their leave as substitute time off. Additionally, make sure employees working from home realize that during the World Cup, the same office procedures apply to them, and establish a strategy for how this will be monitored.

 

#3 Plan for an increase in requests for annual leave

HR can anticipate a greater number of annual leave requests than usual. To increase employee engagement, strive to meet these requests wherever possible, but inform employees that not everyone will be able to take the requested time off. For example, if people want to take Monday off for the final, this could be a problem, so it's important to emphasize as soon as possible that it will be on a first-come, first-served basis to maintain fairness.

 

#4 Consider showing matches.

If some of the matches fall on business days, it may be worthwhile to show them at the office. Make it apparent that time will have to be made up. Early evening matches are an excellent team-building opportunity; as for the odd hours' game time in Malaysia, you can have a playback of the game with some food and drinks in the office. Getting into the World Cup atmosphere could increase engagement and productivity!

 

#5 Have a clearly defined absence management strategy

It is essential to implement a solid absence management process. Prior to the start of the tournament, it may be beneficial to remind employees of the sickness policies. HR should be aware of when popular game matches s will be broadcast so they can prepare for an increase in sick days.

 

#6 Educate employees in advance

The World Cup provides an opportunity to remind employees of the detrimental effects of unapproved absences on the business. Frequently, employees need to be aware that short-term absence significantly impacts the bottom line and can be more disruptive than long-term illness. Employers could subtly discourage unauthorized absence by asking employees to book Friday or Monday off before weekend fixtures, if applicable, and subject to availability so that employees know their excuses are unlikely to be accepted.

 

#7 Track absences and use interview and return-to-work forms

Sporting sickies almost always have repeat offenders – usually the same people who take the lead. However, without data, HR is unable to contend with unapproved absences. Utilize tools that can assist HR in monitoring sick leave and identifying patterns and trends that can aid HR in addressing the issue. Additionally, it prompts return-to-work interviews. When employees know they will have to meet with their manager upon their return to work, they are less likely to call in sick if they are not truly ill.

 

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