Six ways to make your workplace more fun – and the serious reasons for having a laugh on the job
Humans are social creatures. Our DNA is genetically programmed to spend time in communities, working with others to solve problems, create and learn.
It's what has enabled us to dominate the world as the most successful organism to ever exist. Our ability to socialize is our superpower.
The working population spends about 70% of their days “at work,” so the work environment and relationships we have there are extremely important to our well-being. Strong social connections in the workplace make people happier and physically healthier, which translates into work performance. Play is a basic psychological need for us to achieve.
Play fosters a sense of community and turns the workplace into a safe space where employees feel included, known as a positive social environment. To learn more, I have attended several INNOPLAY sessions at Fun university. It was founded by Martin Quiners, Senior Lecturer at the University of Exeter's School of Medicine and Health, and Adam Losby, the School's Director of Entrepreneurship and Innovation Education. Both Martin and Adam are big believers in play and creating environments that encourage social interactions can change the energy in a room positively and measurably, and I couldn't agree more. So how can we do this? Here are the six most important recommendations.
Be social
In order for a person to learn, he must play. In fact, it's not just about learning – we are so hard-wired to play that if we don't, we can get sick. It is absolutely essential to our productivity, health and ability to grow that we make the environment in which we work socially positive, providing the opportunity to socialize and play with colleagues in a way that supports us and the work we want to do. He achieves. Accepting and surrendering to anti-social practices can be less obvious than anti-social practices, and can be a silent killer when it comes to workplace communication, wellbeing and creativity.
After three socially limited years, we have developed some very anti-social practices that are having serious impacts on society. They are especially acute at work, where they become a productivity killer.
If you are in a workplace now, how social is it? Do you sit in rows of desks behind screens? Are you in a conference room or office closed from your colleagues? How much social interaction do you enjoy, or is it frustrating because it takes you away from a task or task that requires maximum concentration?
If you work in an office, you're probably in a very anti-social work environment dominated by online meetings, working from home, and managerial practices that encourage silence and focus. It's the kind of environment we enter, at the age of four, when we start school, and it has conditioned us ever since. You are asked to sit still in rows of desks with little contact, the older you get the less built-in interaction or even encouragement.
Embrace the fun – even if it feels uncomfortable
Play is recognized as an essential part of the human experience and a basic biological need at every stage of life. While play and work may seem contradictory, there are many synergies. Children are encouraged to learn through play – it has been shown to increase their physical and mental abilities – and business leaders should have a similar focus on supporting their employees to discover new ideas and learning experiences, even if it makes them feel uncomfortable.
We know that humor, fun, laughter and joy are essential to fully using our brains. The success of fun at work comes down to psychological safety and a shared belief that it's okay to take risks among people as a group – whether that's sharing creative ideas or speaking up when there's a problem.
As with all workplace initiatives, the fun has to start at the top with senior involvement. As a leader, you must lead from the front, even if you feel uncomfortable too. But such discomfort should be embraced. Society hates uncomfortable things, but creating new connections — and maintaining existing ones — always requires a certain level of discomfort at some point. By reducing risk, play provides an environment in which we can practice how to cope and a space where it can be shared and celebrated.
According to leading play researcher Brian Sutton Smith, the opposite of play is depression, and it was Dr. Stuart Brown, founder of the National Play Institute, whose studies confirmed that depression and anxiety can be caused by a “play deficit” in adults. As much as in children. Just as sleep deprivation leads to ill health, lack of play can lead to mental illness. Deficit play is a serious problem, so let's make sure our employees aren't at risk and provide plenty of opportunities for that.
Don't force yourself to have fun, but a gentle push is good!
Forcing fun is a killer. Don't let this happen, but feel free to give it a gentle nudge, if necessary, because it's based on embracing what's uncomfortable – disrupting the status quo or reminding us that we're actually playful social monkeys.
The drive towards fun can be through the availability of resources, or through intentional and gentle social pressure – a good reason for those who prefer to mostly stay away to rejoin their mates. The smartest business leaders are those who work to identify the types of “fun” their employees will enjoy—things they will come to because they want to, not because their arms are twisted.
Although there are many definitions of play, it should always be activities that are fun, push boundaries, are freely chosen, and encourage our imaginations to benefit from social interaction. It can be meetings, parties, activities and games that relax your focus and make you feel refreshed, comfortable and connected. Use music to reach a positive or energizing state, create rituals, and a more relaxing atmosphere; Use different types of “prototyping” materials to test ideas.
It can be planned and unplanned, formal and informal. But most importantly, pleasure cannot be imposed by force. There must be no guilt; There is no obligation and the option to withdraw must be given. This type of meeting has the most positive impact.
Make workspaces flexible
Put desks on wheels – In fact, put everything on wheels so it can be moved to perfectly suit our changing needs. This allows employees to create an office every day – facilitating more collaboration and a focus on teamwork that is often required to deliver short-term projects in temporary settings.
Using flexible furniture to shift energy, create focus, or change communication is just one approach. Also consider how we can intentionally create spaces and environments that encourage desirable and positive work behaviors. Use the floor to embrace informality, create natural relaxation, and go outside to invigorate and create a different perspective.
Also consider resources and how new and more effective ways of working can be enjoyed through engaging multi-sensory materials and media, which promote connections and belonging.
Have people go to the office sometimes
Many employees are still reluctant to return to their offices, and several reports have recently been published, highlighting the harmful consequences of its mandate. So, I think it's important for business leaders to ask themselves what the purpose of the office is now. It remains an important aspect of working life, but its function today is radically different from what it was just a few years ago.
To entice employees back to their offices, business leaders need to think about how to make on-site work better than remote work. It's hard to socialize properly online, and it's much more fun and healthy in person. Everyone needs human connection, so make the office a social and fun place to bring colleagues together.
Building purpose and communication
The most successful workplaces are where colleagues are not just coworkers, but collaborators, united by a common vision. These organizations are the ones most likely to achieve higher levels of employee engagement and satisfaction, leading to increased productivity and creativity. This is another reason why company culture is so important, and why we should hire with the culture in mind. This means that you not only attract like-minded colleagues to your business, but you also retain them by providing a purpose beyond a payslip.
By collaborating with those who share your passion and purpose, you will also be able to form stronger, more authentic connections that enrich the work experience and open doors to new opportunities. When we work alongside others who share our values and goals, work becomes more than just a job—it becomes a source of joy and fulfillment. It has been proven that those employees who feel this sense of purpose are more likely to stay with their company in the long term and are more engaged in their roles.
As Simon Sinek, leadership expert and author of several best-selling books, puts it, the goal is not to work hard and play hard, but to make work and play indistinguishable. I think this is the ambition that we all strive to achieve.
Tyler Grange employs over 100 staff across its seven strong office network in the UK. He is a member of Better business network And supports Better Business Law – Both work to promote a cleaner, greener and more just future for all.
