If you’re the leader, have an open spreadsheet on your desktop or smart phone to document who contributed. That person will oversee collecting the money from individuals and tracking contributions as they come in. Here are some additional tips for starting the pool and in creating the agreement: Once an agreement has been written, that can be used as a master template for all pools going forward.
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A simple agreement can cover how this would be handled and there are free templates available online. There should be rules set for how the money is collected and how tickets will be bought and any winnings distributed.
That person, or persons, will be responsible for collecting pool funds and tracking contributions as they come in. When forming a lottery pool, have a trusted, designated person lead the pool.
Their religion may frown upon gambling, they may already be in a pool among family or friends, they may not have the financial freedom to participate, or they may just want to buy their own tickets individually. When organizing the pool, consider that not everyone will want to play, for a variety of reasons. If there’s not too much disruption to the workday, most employers agree that this is a good way to build team spirit and stir up excitement. Also, if the pool organizers need advice with such an agreement, they may wish to consult with an attorney. But there are pitfalls to consider before the pool is established and considering what would happen if the pool wins.Įmployees should check with Human Resources or Executive staff member to be sure they are agreeable to the use of company email and company time for a pool. Chipping in a few dollars buys a short-term fantasy of winning big with your coworkers. They can be great fun as employees build camaraderie and add excitement to the work day. You’ll almost never offend someone with a handshake.Īs big-game lotteries more frequently have hundreds of millions of dollars in the weekly pot, office lottery pools are becoming commonplace. If you’re not sure whether a hug would be welcome and you don’t think it’s a good idea to ask, then don’t hug. Most importantly: Err on the side of not hugging. A duration of no more than three seconds is acceptable. If you routinely see this person and nothing our-of-the-ordinary has occurred, then a hug probably isn’t warranted.Ī hug can go from natural to awkward if you keep it going for too long. The same may apply if the person in question has just had a piece of very good, or very bad, news or is struggling to deal with a difficult situation. If you haven’t seen a colleague in a long time, or you’ve just gone through a powerful training or other experience together, or you’re at a celebration, then hugging might be appropriate. For a manager, the safe bet is to not hug an employee under any circumstance. A subordinate may feel obligated to reciprocate, even if they feel uncomfortable. Because of your status in the office, you may be perceived as using your power to disrespect another person’s boundaries or personal space. Managers should be extremely cautious about hugging. If a person seems uncertain after you ask, distance yourself from the situation either by stepping away or moving on to another subject.Ī boss hugging an employee is a very different matter from two business associates hugging at the conclusion of a meeting.
The only down side to this is that some people may feel embarrassed or uncomfortable saying “no.” So if you’re getting a negative or uncertain vibe before asking, don’t even ask the question. If you want to hug someone and you think it’s welcome, but you aren’t positive, just ask the person “May I give you a hug?” That question indicates both affection and respect for the other person’s feelings and will likely be appreciated. Are the feet pointed toward you or away? Is the person leaning in, or distancing him or herself? Follow your gut feeling about what this person wants and, if there is any doubt, do the following. Pay attention to the person’s stance, body movement, and facial expression. The following are some tips from “Poised for Success” author Jacqueline Whitmore that can help you decide if or when such an action is appropriate.Īnother person’s body language will tell you whether he or she is willing to accept a hug or not. First and foremost: Always treat your colleagues and clients with respect and in a way that you would want to be treated, or have your close friends and family treated. Personal interactions in the workplace have taken on a new focus based on recent workplace harassment allegations. When is it appropriate to hug a colleague or a client? Do you enthusiastically open your arms and move in for a hug, assuming it is alright? Do you wait awkwardly for a colleague or customer to initiate it? Some people are determined huggers and other definitely don’t want to be touched.
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