Human Resources and the World Cup

World Cup fever is close to crippling the country of England. 32 other nations are also tensing up tighter than a David Batty penalty routine. Staff memos have gone out weeks in advance, in some futile attempt by bosses (to appear considerate and) to assuage the fever and its likely affect on staff performance. The World Cup threatens productivity regardless of how the results turn out. Come what may, the general reaction is likely to be one of inebriation and sickness, win or lose.

The canny HR officer will embark on a series of damage limitation exercises, accounting for every instance before, during and after important matches. For most, these will involve England matches, and the memos will ambiguously combine harsh threats with soft words of sympathy. What HR needs to do is to write off the behaviour of the humans that are their main resource and for once see them as human beings and not commodities, numbers, statistics or operatives.
If the World Cup is to be the galvanising force for the people of England, thrusting forth a burst of national energy and enthusiasm, lust for life and refreshed vigour for the tasks in front of them, so craved by HR people, then showing solidarity would be the most effective action in the month ahead. People will do what they need to do, and pick up the pieces later. Just please please please, if England lose on penalties, with 2 men sent off for violent conduct, give some spare ground to those worst hit by both the result and the self-administered liver poisoning.
They will be back to work in good time, rest assured. Bitter and depressed, but back at work.