Games At Work: Say What?



Posted: Saturday, August 22, 2009

by Todd Dewett
TVA Inc

A common rule at work: no playing video games on your computers! It is often a formal policy introduced with much fanfare. Wow. It's interesting that some managers still view playing games (or other things that don't fit the traditional notion of workplace behavior) as odd or problematic or just plain wrong. Corporate America has been waking up to a new view of productivity at work for the better part of three decades but old ways of thinking are hard to shake. In the face of many successful companies who aggressively advocate play at work there is still resistance. Even though play of different types is a stress reliever (thus potentially lowering health care costs) and a stimulus to creative thinking (supporting innovation) it still receives a bum rap.

Here is the crucial question progressive leaders must ask: is this person (or group) achieving what they are supposed to be achieving? The question speaks to the need to manage outcomes, not processes. The goal is always to manage outcomes (monitoring what is expected of the employee or group the deliverables, the goals, the metrics) and not the process (the specific ways they use their time to accomplish their goals). When you manage outcomes and avoid micro-managing the process you signal to employees that you trust them. Boy do we need more trust in organizations! In return, employees who feel this type of autonomy typically respond by showing more responsibility for their work and by espousing the value of their work to others. I understand that not all employees should be given a lot of freedom and autonomy. Fine. The rule is to give as much as is reasonable given their ability and the requirements of the task at hand (e.g., when is the deadline, how important is the task for the unit's overall performance). The point is, if you are actually using adequate goals and holding people accountable, providing autonomy is an amazing boost to positive working relationships.

Guess what? Reasonable doses of not working while at work actually facilitate better work for many people play is not all bad. If you see excessive playing and there has been a pattern of outcomes that are not what they are supposed to be intervene. Until then, let them play whatever it is they are playing. It just might lead them to the next great idea for your company. Think of it like this, most people can't work at 100% of their potential all day. "Playing" is frowned upon so most employees simply fall into a trance like state half the time while trying to complete their work. This results in the average employee performing at about 65% of their potential. If we let them "play" for 5 -10% of their time, I promise the remainder of their effort will be at 90% or higher. What would you rather have? Employees consistently at 65% all the time or employees at 90%+ of their potential 90% of the time. That's what I thought. Let them finish that game of Sudoko.

Dr. Dewett is a nationally recognized leadership expert, professor, author, professional speaker and consultant specializing in all aspects of organizational life. As quoted in the New York Times, BusinessWeek, CNN, the Chicago Tribune, MSNBC and elsewhere. He is the author of Leadership Redefined. Podcasts, blog, free newsletter and more at http://www.drdewett.com . Copyright 2009 TVA Inc.

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