January 26, 2022
Fun at Work
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January 26, 2022
Fun at Work
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“It’s not supposed to be fun. We aren’t Google.”

I had recently completed an interactive training module to highlight features of a new workflow organizer my company was rolling out when I was hit with that gem. I wasn’t surprised to hear that not everyone likes their work to also be fun, but I was surprised to hear a professional trainer attest to the evils of fun in a training product. Even more perplexing was the comparison to one of the world’s most successful companies. Finding clever ways to add humor or levity to training, especially mandatory training, is a fundamental tactic to improve the efficacy of training sessions and products. Resources abound affirming this concept [1, 2, 3]. From the Association of Talent Development:

…a positive emotional state stimulates the brain to take in more information.

So the colleague who told me it’s not supposed to be fun was clearly flat-out wrong. She wasn’t just talking about the training product, though. She meant the entire organization. Should work be fun?

Yes. But let’s examine why. The vast majority of American workers report stress at work, which, at 80%, is a finding that should astonish no one. The National Institute of Occupational Safety and Health has some pre-9/11, pre-Great Recession statistics that show roughly a third of us are extremely stressed out thanks to our jobs, a finding that (predictably) did not diminish over the past two decades and through a pandemic, according to Gallup. The FBI suggests a careful examination of workplace culture and its impact on stress is crucial to formulating a plan for responding to workplace violence. The notion that work-related stress could inspire coworker-directed violence shouldn’t sound completely absurd to me given how frequently incidents occur, but it does. All work and no play makes Jack a dull boy while increasing turnover and lowering productivity.

By contrast, every perk the “fun” company Google offers is designed to lower stress, boost morale, and encourage loyalty. If you’re wondering how Google’s strategy has panned out in the fast-paced, high-stress tech industry, consider they’ve been in Glassdoor’s list of top ten places to work since they began giving the award and currently contend for Forbes’ list of the world’s best employers. But I don’t work for Google, and neither do you (well, you might). 30 billion in annual profit means you can afford to comp lunch, dry cleaning, and yoga. Companies not in that enviable position look to trim their staple and thumbtack budget as the end of the fiscal year approaches.

The fun to be had at work is the fun of discovery and triumph [4].

Incorporating fun and improving employee morale doesn’t have to cost a fortune. Simple strategies including treating one another with respect, supporting having a life outside work, and allowing flexibility in office hours can have a profound impact. Parties, day trips, games, and office contests can be great but present a hazard if trust is a scarce commodity in your group.

Undoubtedly, this can be challenging in a large, highly bureaucratic organization where policies govern whether you can have an NCAA bracket with your buddies, line your desk with protective/decorative troll dolls, or hardly even see the other people on your remote, dislocated team. If that’s the case, make the best out of your time working by being kind, checking in with your colleagues (and actually listening when they answer), seeing each assignment as an opportunity, and getting out of there to do something recreational.

When creating training products, strive to make them genuinely enjoyable. Of course, sound instructional design is paramount, but enjoyability is a viable metric… fun and professional aren’t conflicting concepts. Parameters here are loose and depend on your workplace (or client’s) culture, so consider the following list as simply a starting point for ideas:

  • Incorporate levity/jokes/bits/characters
  • For narration, consider your tone (have some caffeine and smile when you record)
  • Engagement promotions (seek funding from HR/OD teams)
  • Diversify your media with engaging imagery & videos
  • Hide a few Easter eggs to encourage exploration
  • Try gamification (thoughtfully)
  • Keep it short

Above all, seek to understand the culture you’re creating products for while connecting with and listening to your learners. If they say training is long and boring, it probably is!

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