Lessons to learn from a summer of sport

Leaders in the HR world like ACAS and the CIPD are not shy in coming forward with guidance on the back of this sporting event or the other, so what is different this time round?

The Paris Olympic Games (which run from 26 July to 11 August) and the Paralympics which follow them later in the summer, represent the biggest and most inclusive sporting event to have occurred in a European time zone since the London Olympics of 2012.

The size and timing of the events in Paris bring into sharp focus two HR-related themes that are commonly addressed in this context. The first revolves around seeking to translate inspirational sporting virtues like fair competition, teamwork, enthusiasm and sheer hard work into a workplace context, while avoiding the equivalent of sporting negatives like cheating or bullying.

The second theme is a more practical one. How can employers give their staff the opportunity to enjoy these events without detracting from their performance? Employers are used to flexing working arrangements where possible, and, more exceptionally, setting aside time for staff to watch key sporting moments together, if these occur during working hours.

Given the size and scope of the Olympics and Paralympics it will not be possible to keep everyone happy all the time, so it is a good idea to stress test your flexible working policies to check that they are up to the task.

It is also worth revisiting any policies around personal access to the internet during working hours. No one wants their operating systems to crash while Andy Murray makes his farewell appearance, or during any other key Olympic moment.