Fun Is A Necessary Ingredient For A Highly Productive Workplace

Having fun at work suffers from an image problem; hence it gets no respect.  It has come to imply that you’re goofing off or messing around instead of attending to the business at hand.  Well, that’s simply not true.  Fun acts as a turbocharger in that it releases energy in people that they didn’t even know they had.  As a result, they’re able to work much harder than they normally would.  In addition, when work becomes a source of enjoyment or pleasure, whatever you’re doing never gets old or boring which means people look forward to coming to work every day—even on Monday.  On the other hand, when fun is restricted or prohibited at work, unhealthy and costly symptoms quickly appear—boredom and negativity set in, people become irritable and crabby and their energy level goes down.  As a result, people apply far less effort toward performing their jobs and productivity takes a big hit.  The lesson here is that if there’s no fun, there can be no highly productive workplace.

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About Ross Reck

Who am I? I am the author of The Engagement Formula, Turning Your Customers into Your Sales Force, The X-Factor and my popular weekly newsletter: Ross Reck’s Weekly Reminder. I'm also the coauthor of Instant Turnaround!, REVVED! and the best selling The Win-Win Negotiator. I've also spoken at hundreds of meetings, conferences and conventions throughout the United States, Canada, Latin America, Europe and Asia. My consulting clients include Hewlett-Packard, John Deere, American Express, Janssen-Ortho, Inc., Shire Pharmaceuticals, Philip Morris International, the Chicago Cubs, Rolls-Royce and Xerox. I received my Ph.D. from Michigan State University in 1977. From 1975 to 1985 I served a Professor of Management at Arizona State University. During my career at ASU I was the only two-time recipient of the prestigious “Teaching Excellence in Continuing Education” award and was identified by the university as an “Outstanding Teacher.” In 1985 I left my position at ASU to search full-time for a new "Management Model" to replace the current model with it's emphasis on authority, control and formal communication channels. Last February, I found it (it's actually a leadership model) and it's featured in my new book, The Engagement Formula: Three Simple Steps that Guarantee Full Employee Engagement.

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