Oh lay, Oh lay, Oh lay – the African beat

It probably hasn’t escaped your attention that the build up to the World Cup is almost over…

Now being Scottish and being a woman does not mean I have no interest in the year’s event especially as my husband is both English and a man!

However, he has told me that, if England do well, he will be watching the footie ‘down south’ in the latter stages, having had the neighbours make rude signs at him when Portugal beat England last time round.

This blog is not about racism, by the way… I’m not even going to mention the Police visit to a shop in Aberdeen that was selling T-shirts with A.B.E. printed on them.

That’s Anyone But England for those of you not in the football know.

No, this blog is about a recent bulletin that’s come from the Chartered Institute of Personnel and Development. On the same email there was both the light hearted (I almost said funny, but that wouldn’t be true) and the serious aspects of the World Cup for employers.

Here is the CIPD top ten ways of making sure productivity and employee relations remain intact through June and July, together with our comments:

  1. Make it a team bonding event (EB comment: don’t make us laugh)
  2. Embrace diversity (EB comment: errr, not sure what you mean)
  3. Reward attendance (EB comment: what? For turning up and doing your job?)
  4. Use flexitime (EB comment: obviously this person has never worked in EB. We’re all on permanent flexitime – in other words we work any number of hours to get the job done)
  5. Offer unpaid holiday leave (EB comment: do us a favour)
  6. Shift swapping (EB comment: swap with whom, pray tell?)
  7. Leave it to the line manager (EB comment: that would be me, then)
  8. Link the World Cup to reward policy (EB comment: okay, if England win, my husband buys the drinks)
  9. Do nothing (EB comment: almost a winner in its own right, this one)
  10. Allow people to watch at work (EB comment: hooray, what a fab idea. Except the CIPD didn’t like it… to much disruption and what about time off for those who don’t like football?)

On a serious note the CIPD does say that firms should have their Absence and Alcohol Misuse Policies reviewed and offer guidance for this.

Well done the CIPD.

Footnote: Our sincerest apologies if this blog has offended our colleague Dirk van Dijl, who can’t work out if he’s American or Dutch, both of whom are playing in the World Cup, but neither of whom are going to win.
Response from the editor: better to play and not win than not to play at all.

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