Employee clubs is an idea that we are all familiar with. Most of us in schools and colleges were part of groups, clubs and societies to further our extracurricular interests. These groups and clubs provided a great place for bonding among students belonging to different classes and ages. Employee clubs are doing exactly that now in organizations. Companies are keen to give fillip to common interest groups. They feel that it is a great way to encourage and realize diversity and inclusion. HR is involved very closely in helping and even regulating these common interest employee clubs.
Apart from that, workplace social clubs are important as they allow employees with common interests to bond in an environment other than workplace. These employee activity clubs encourage abiding friendships and build self esteem among employees. They are great stress busters and improve fitness and health. Such clubs in the workplace facilitate better understanding of work across different functions in an organization as well. When employees bond they help one another in their work thereby cutting down bureaucracy and delays due to hierarchy.
Bonding over common interests also helps to increase inclusiveness leading to overall positive corporate culture. Companies also fulfil their diversity and inclusion agenda. These benefits at the corporate level translate into better employee retention and satisfaction.
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Workplace social clubs provide a sense of security and a safety net to people in need of emotional support. Employees belonging to a common group can be a great support to those facing problems at work or in their private lives on account of the close bond shared by them. Employee clubs provide a great platform to employees belonging to different generations to come together and bond which is not possible otherwise.
How should companies go about facilitating such employee clubs? Depending on the company’s budget, workplace social clubs can be formally or informally organized. They can be managed by interested employees themselves or through wellness staff. HR can make resources available to such clubs. HR can also help in publicizing these activities within the organization to attract more employees. Logistics support and perhaps getting sponsors are also areas where HR help would be especially useful to these employee clubs.
Employee activity clubs are great in creating a positive organizational culture but companies need to exercise caution. Employee clubs need to be monitored lest they take an unwarranted political turn. At no point in time these clubs should be allowed to affect the overall operations of the company. The clubs goals should pose no threat to the organizational goals. This can be easily achieved by setting guidelines and monitoring activities from afar.
At times the bonding shared by members of the employee clubs can lead to awkward moments for HR. for example if a member is fired or disciplined the other members might protest. Such situations need to be handled by HR with tact, in fact by watching employee clubs carefully can give better control over such situations. HR should also encourage senior employees to manage and coordinate these workplace clubs. Leaders of employee clubs should be chosen in a manner that gives a chance to all members.
References:
- Employee clubs good for organizational culture. Arindam Goswami. Nov 22, 2019
