Why can’t work be fun too?
In my experience implementing workplace wellness initiatives, I have found that the most successful programs are the ones in which wellness is “baked into the culture” of the place. Stemming from an attitude, not an initiative, it requires “flipping the script” about work and what works means. For example, viewing work not as burdensome, disempowering, overwhelming, or lacking, but exciting, challenging, interesting, and fun! Thinking about work as an honor and a privilege. An opportunity to impact the lives of others. To help and be of service.
I also believe people are the key – the “influencers,” so to speak. These are the ones who elevate the spirit of the entire group. The ones whose energy is infectious. The ones who make coming to work more enjoyable, more pleasant, the ones who make work-life more tolerable. Achieving wellness starts with recognizing and tagging these folks. Mostly because “opposition forces” are at play, and their voices carry farther. The naysayers, the ones who complain or protest or poke holes. Their energy is infectious too, unfortunately. Promoting wellness is a boots-on-the-ground kind of thing. And, to be honest, it’s not necessarily about making people’s work-life “easier,” but changing the dialogue about work itself.
The “condition” we call burnout is driven in large part by our attitudes, assumptions, and actions (or inaction as the case may be). If we believe work sucks, then it will. If we assume that our administrators “don’t get it” or “are out to get us,” that, in turn, will influence how we receive their messages. Which will then, in turn, affect our willingness to participate and “go the extra mile.” We run the risk of resigning ourselves to a “clock-in/clock-out” mentality and its resulting effort and interest (or lack thereof).
My dad, the engineer, used to say: “Work is work, if it was fun they would call it fun.” My question to him is this: “Why can’t it be both?
To better assess your attitude toward work, finish this sentence: “Work is________.”
Is “Fun” the first word that comes to mind? How about “Hard?” “Boring?” What about “Interesting?” “Challenging?” “Fulfilling?”
Then, maybe, ask yourself why it is that way for you. You may discover something important about yourself – your values.
Happiness at work doesn’t come from working less, it comes from working in ways that are more in line with what’s important to you. Research on values-driven action would suggest that values-driven work (which requires clearly articulating what’s most important about the work you do and then acting in ways that are consistent with that) may be one key to reducing burnout and improving work-life satisfaction. People are more likely to feel empowered, satisfied, fulfilled, internally validated, and supported. Like, the opposite of burnt out.
As a psychologist, I’m always going to err on the side of individual factors in the context of the environment. In other words, what can I as an individual bring to the situation today that will provide the most benefit/fastest relief/biggest change? To reclaim your sense of autonomy and satisfaction, start by assessing your work values. Then, look for opportunities to better align with those. Today.
