Innovative Solutions for a Happy, Healthy, Connected Workplace

The LEADx Show
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Automatic TRANSCRIPT

Lot of people have perceptions about what funding the workplaces some of you may have been traumatized by creepy team building stuff. It's not that it's really really not so. I think you'll be surprised and pleased that there's there's alternatives to that and establish fun as a process. Ask Not an event and that was one of my moments years ago when I was doing this in the workplace. We'll we'll talk a little bit about that. that God wouldn't it be better if you took those euphoric but fleeting feelings that you get from an event once or twice a year and break those up consistently throughout the course of the year wouldn't that yield better revette better results and in fact it did and that's that's how we really got started with this model and then finally teach you how to easy effective affordable programming again. I think you'll be pleasantly surprised tries so let's get into it so the agenda terms you will not recognize that's because we made them up. The first is easy. We're going to talk a little bit about the evolution of fun the work place the why and the Roi So so why is fun your competitive advantage thankfully. There's a lot of people out there today. A lot of brilliant mind Sean Acre Simon Sinek Tony Shay others who have done a lot of the the research and have the experience about the Y. Fund and we're going to talk about that it. It's usually frames frames up a conversation about the health too but know that our expertise really GonNa talk about today is how to successfully implement fund or place place so after we do the the the evolution of wine or why the laws of fun in these are the things that we learned over the course of a more than a decade of delivering of funding workplace in every conceivable vertical market that you could imagine any is companies doesn't matter these laws or universal truth. I WANNA call them our our standard within any application and then the shared experience agreeance and this is where the model really gets different. We talk about what's fun for you. Your culture your environment not inflicted fun on on you as some people may have experienced in the past and then how to develop your creative inventory. This is literally how to put it together and create brief but organic in fun activities in the workplace that really will get you moving on your way to establishing a culture of funded happiness at work and then finally finely design activate and sustain so you know it's all words and talk unless you actually make the commitment to do it and put it on the calendar even make it happen so that's the agenda. Let's let's get started so the first peers the Lucien end of the why are are alive fun at work. I'm going to spend a little bit of time just credentialing if you will so what makes us the experts and you know why is this information meaningful and what I want you to take away in this piece of it is that this is all based on practice and experience right so it's not a theoretical this is based on practice and experience it all started many many years ago at a company. United Electric Supply or there for many years and they had a work hard play hard ethic act before culture was even a term that was used in business but work hard play hard ethic ethic and I just naturally gravitated towards the play hard. I already knew how to work hard so but my my hunters suspicion was that that was was this companies competitive advantage that play and fun. I'm led to all these wonderful results. This company had on high productivity high retention high profitability on paper. They shouldn't have even been in business because there's a lot bigger competitors that could take them out from a pricing standpoint but wonderful customer service great place still is today but we formed the circuit club and many of you may be on on committees at at work trying to fund plan fun activities in the workplace or engagement committees culture committees so we had the circuit club we met every two weeks ten people and we learned a lot through that process but I started to see that it wasn't just appropriate to have fun after work work while we did those events in Annual Holiday Party and summer picnic as many of you made may still do what I noticed over the period of years as they became Louis and less popular as people's demands for the personal time just became more and more evidence. There was less attendance at at those events so I thought Jeez. Let's plan things brief but consistently throughout the course of the year and we did in that model really seemed to work so my fascination continued. You'd I started to research fun workplace and this guy came up so if anybody can guess who that is and you can type it in Dan. I'll give you send you two dollar bill or a book or something. I don't know but that is Dr Paul McGee and he's one of the foremost authorities is on fun and humor laughter and very well published and just really awesome guide. He happened to live in my home town or when house research in it. I thought what the heck this guy's from my neighborhood so we met and you know he he really thought that this theory theory I had about starting a company called the fun department to to change the model of of traditional team building you know was was a good one but he he said be prepared for a long haul. there's a lot of nonbelievers out there and then before. I got started. I thought wow jeeze. Maybe I should get some professional help. Somebody who really cleaners deliver fun so I got this guy so Dave Raymond is the guy who who created the best mascot of all all time he lived as the philly fanatic for many many years and it was a friend of mine and I thought Jeeze if anybody knows how to have fun at stave so God together with Dave and and we created this this company fun department back in five did this team building events for many many years until today and we still do lots of team building events and then wrote a book documented or process. We wanted to teach people this model in process that you're GONNA learn today so we started a training consulting part of the business and then we got out into the product business in two thousand seventeen actually shipping subscription a services as of boxes of fun and then finally in very proud to be partners with delivering happiness twenty eighteen we started a partnership with the age age and if anybody knows that company born out of Tony Shays experience with ZAPPA's starting a company based on culture the happiness and fun and taking a very tradition no boring business online shoes and making it mega successful so one of many examples of companies today that are disruptors in the marketplace that are starting with culture starting with happiness happiness and fun and and building a company from there so much like the experience at United Electric where nothing fancy or glamorous about electric electrical supplies allies but they had this amazing culture that was based on funded happiness at work so that's enough credentialing sorry if it seemed like a commercial just wanted to give you a little history and background and and why you know why it's important to recognize that this again is based on practice and experience so the more data and we're going to again talk about the how to but I I want to cover the why because most conversations about funded happiness happiness at work. Somebody's gotTa be convinced. It's leader you know. CEO CFO somebody's gotta say Jeez. Why do we WANNA do this. What makes it important so this. Is You just one statistic and it's one of my favorites because it says eighty one percent of employees not this is not from leaders. It's not for management. eighty-one birth sign of employees in companies denoted as great in fortunes one hundred best companies to work for say they work in a fun workplace. Environment Arment so that's significant because from an employee standpoint fun has the highest correlation of any other thing that makes up a the culture and what people think denotes a great company so it's important to know that from your employees perspective that fun ranks very vary hi it's sixty to seventy percent correlation to a great company so important to notice if you're GONNA start with culture why not start with you know with fun

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