Practical steps in managing the game at work
* Address it upfront: You don’t need to “catch em all” before telling employees that playing obsessively during working hours is not acceptable conduct. Make sure that employees know that, as an employer, you are aware of the game and will be taking steps to limit its impact on productivity.
* Set the boundaries: Tell employees what you deem to be acceptable use of the game in the workplace. This might be to limit play to non-working time, which includes lunch, or to ban the use of the app. The employer’s approach should be measured against the potential impact on its business - if the app has gone viral in the workplace and the entire workforce could benefit from PA (Pokemoners Anonymous), then perhaps a “cold turkey” ban would not go amiss.
* Inform employees of the consequences: Alert employees to the fact that when they are found to be flouting the employer’s workplace rules, including neglecting their duties and responsibilities (either intentionally or negligently), disciplinary action will be taken against them. The severity of the misconduct (and whether the employee has been previously disciplined for the same or similar misconduct) should inform the action taken against the employee, including the sanction issued.
Where playing the game results in damage to a person or property, this would likely justify a harsher sanction than where the employee is taking long lunches in order to visit the nearest Poke Stop.
* Set an example: Employers and managers should lead by example. Having double standards for this sort of behaviour may affect team dynamics and potentially morale. In addition, where managers seek to enforce rules to which they do not seem themselves bound, employees are less likely to adhere to them.
In managing Pokemon GO in the workplace, employees should:
* Not play at work: Avoid playing the game at work. Sure you can do so during lunchtime, but if you have a so-called addictive personality, rather avoid playing at work.
* Take the initiative: If your employer hasn’t set down any rules regarding the game, initiate talks with him/her and with your colleagues. It’s better to agree on rules beforehand than deal with consequences later.
It is not only about you playing or not playing - a playing colleague may interfere with your productivity, even if you are a non-player.
VIA - iol.co.za
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