• book

From the Publisher

The most successful organizations add a healthy dose of play into their daily or weekly routines. In fact, research has shown that when people actually enjoy their jobs they're more creative, more productive, and more committed to doing their jobs well. Companies like the Colorado Health Sciences Center and Southwest Airlines attest to the positive effect of fun at work. Both trace increased job satisfaction and decreased employee downtime to concerted efforts to make fun a part of their corporate identity.
With 301 Ways to Have Fun at Work , Dave Hemsath and Leslie Yerkes offer a complete resource anyone can use to create a dynamic workplace that encourages and inspires fun-and-games camaraderie among employees. It combines thorough research with practical hands-on tools, and features hundreds of ideas real companies have used to lighten up the workplace.
The authors surveyed over 1,500 individuals from organizations around the world and received enthusiastic responses that yielded a broad range of ways to spice up the work day. The suggestions in 301 Ways to Have Fun at Work include humorous training films, dress-up and dress-down days, silly job titles, awards for people who go "above and beyond the call of duty" when a coworker is on vacation, "ritual dances" at the completion of a project, a fashion show when it's time to choose a new uniform-even foam dart fights after meetings.
Hemsath and Yerkes offer ideas for instilling an element of fun into various business functions-from office environment, to meetings, training, communication, hiring, recognition, team building, and "simple acts of fun." In addition to the fun ideas in these chapters, a series of side bars, called "fun facts," "fun quotes," and "fun resources" offer humorous and interesting facts and statements about the effects of fun on workplace performance and job satisfaction, and direct readers to useful sources for products and services to enhance workplace "funativity."
Hemsath and Yerkes show that creating a fun atmosphere in the workplace increases productivity and morale and has a positive effect on the bottom line. Most importantly, they give readers the tools to have more fun at work, no matter where they work, or what position they're in.
Published: Berrett-Koehler Publishers, Inc. on
ISBN: 9781609943066
List price: $17.95
Read on Scribd mobile: iPhone, iPad and Android.
Availability for 301 Ways to Have Fun At Work
With a 30 day free trial you can read online for free
  1. This book can be read on up to 6 mobile devices.

Related Articles

Entrepreneur
2 min read
Tech

The Tech That Helped This Restaurant Fix Its Scheduling Woes

Foodies and critics alike quickly embraced Ellary’s Greens, a 3-year-old natural-foods café in New York’s Greenwich Village. But in the back of the house, owner Leith Hill and her managers were using a very stale (though organic!) approach to scheduling employee shifts. “We were making schedules by hand, on paper,” recalls Hill, who in April launched an uptown, quick-serve version of her eatery. “We’d spend hours working on the schedule. Then someone would say, ‘I can’t work Tuesdays anymore,’ and we’d go back to the drawing board.” To solve her woes, Hill turned to Planday, a workforce-manage
Entrepreneur
2 min read
Leadership & Mentoring

10 Up and Coming Leaders to Watch

Among the many inspirational mottoes, signs and posters that adorn the walls of Next Jump's New York City headquarters, none is as important or illuminating as the one that reads "Better Me + Better You = Better Us." It isn't rhetoric: It's the cornerstone of the e-commerce company's culture, a call to arms that shapes a multitude of in-house fitness, mentorship and employee-recognition programs designed to foster a healthier, more contented and more committed work force. "The culture we're building is predicated on the concept of long-term, sustained happiness," says Charlie Kim, Next Jump's
Inc.
4 min read

Beyond The Cash Bonus

COELI CARR LEON RBIBO, CO-FOUNDER and president of the Pearl Source, in Los Angeles, which sells pearls online, accidently discovered that noncash bonuses speak as eloquently as greenbacks. The 10-year-old firm with annual revenue of $10 million was keen on attracting high-caliber, customer-oriented talent. “We wanted our team members to feel empowered, vested in and committed to the company,” says Rbibo. But year-end cash bonuses failed to excite many of the younger workers, who were on the lookout for something else to motivate them. One night in 2012, as the owners were considering how to