The Game of Work

1. Apply the Motivation of Recreation to Work

People will pay for the privilege of working harder than they will work when they are paid.

Harness recreational motivation. The enthusiasm and dedication people show in their hobbies and sports can be channeled into work. This phenomenon is evident in how individuals willingly endure challenging conditions for leisure activities, such as skiing in freezing temperatures or hunting in harsh terrain.

Identify key motivational factors. Recreation is motivating because it offers clearly defined goals, better scorekeeping, more frequent feedback, a higher degree of personal choice, and consistent coaching. By incorporating these elements into the workplace, employers can create a more engaging and productive environment.

Transform work into play. When work incorporates the same motivational elements as recreation, employees become more invested in their tasks. This approach can lead to increased productivity, creativity, and job satisfaction, ultimately benefiting both the individual and the organization.

2. Set Clear, Measurable Goals for Success

Goals that are not written are merely wishes.

Write down goals. The act of writing goals makes them tangible and permanent, removing them from the realm of fleeting desires. Written goals can be regularly reviewed and revised, increasing the likelihood of their achievement.

Establish SMART goals. Effective goals should be:

• Specific: Clearly defined and unambiguous
• Measurable: Quantifiable to track progress
• Achievable: Realistic and attainable
• Relevant: Aligned with broader objectives
• Time-bound: Have a specific deadline or timeframe

Align personal and organizational goals. When individual goals are in harmony with company objectives, it creates a powerful synergy. This alignment fosters a sense of purpose and motivation, driving both personal and organizational success.

3. Implement Effective Scorekeeping Systems

If you can't measure it, you can't manage it.

Develop objective metrics. Create clear, quantifiable measures of performance that are relevant to the job and aligned with organizational goals. These metrics should be easy to understand and track.

Encourage self-administration. Allow employees to keep their own scorecards, fostering a sense of ownership and accountability. This approach mimics the self-scoring systems in sports, which are highly effective in maintaining engagement.

Key elements of effective scorekeeping:

• Simplicity and objectivity
• Self-administration
• Comparison to past performance and accepted standards
• Dynamic and real-time updates
• Visibility and transparency

4. Provide Frequent and Meaningful Feedback

When performance is measured, performance improves. When performance is measured and reported back, the rate of improvement accelerates.

Increase feedback frequency. Regular feedback helps employees understand their progress and make timely adjustments. The more frequent the feedback, the faster the rate of improvement.

Use visual representations. Graphs and charts can make feedback more impactful and easier to understand. Visual representations help employees quickly grasp their performance trends and areas for improvement.

Implement feedback loops. Create systems that allow for continuous feedback and improvement:

1. Set clear expectations
2. Measure performance
3. Provide timely feedback
4. Discuss improvement strategies
5. Implement changes
6. Repeat the cycle

5. Offer Choices to Increase Engagement

Work consists of whatever a body is obliged to do, and play consists of whatever a body is not obliged to do.

Promote autonomy. Allowing employees to have a say in how they accomplish their tasks increases their sense of ownership and motivation. This autonomy can lead to increased creativity and problem-solving.

Provide options within boundaries. While maintaining necessary structure, offer choices in:

• Work methods
• Project assignments
• Skill development opportunities
• Goal-setting processes

Foster a culture of empowerment. Encourage employees to take initiative and make decisions within their area of responsibility. This approach builds confidence and develops leadership skills throughout the organization.

6. Establish a Well-Defined Field of Play

Freedom is greatest when the boundaries are clearly defined.

Create clear guidelines. Establish and communicate explicit rules, expectations, and boundaries for employee behavior and performance. This clarity reduces uncertainty and allows employees to focus on their work.

Key components of a well-defined field of play:

• Clear job descriptions and responsibilities
• Explicit performance expectations
• Defined authority limits
• Established company policies and procedures
• Transparent reward and consequence systems

Minimize uncertainty. When employees understand the "rules of the game," they can perform with greater confidence and take calculated risks within established boundaries.

7. Cultivate a Winning Attitude and Mindset

Everybody is born with an equal chance to become just as unequal as he or she possibly can.

Foster a growth mindset. Encourage employees to view challenges as opportunities for learning and improvement. This perspective promotes resilience and continuous development.

Characteristics of winners:

• Preparedness
• Expectation of success
• Specificity and positivity
• Personal responsibility
• Adherence to rules
• Willingness to pay the price
• Goal-oriented approach

Celebrate small victories. Recognize and reward incremental progress to build momentum and reinforce positive behaviors.

8. Optimize the Results-to-Resources Ratio

If winning isn't important, why do we spend all that money on scoreboards?

Focus on efficiency. Develop metrics that measure output relative to input, such as sales per employee or production per hour. This approach helps identify areas for improvement and optimization.

Apply the 80-20 Principle. Recognize that often, 20% of efforts produce 80% of results. Identify these high-impact activities and allocate resources accordingly.

Steps to improve the Results-to-Resources Ratio:

1. Identify key resources (time, money, personnel)
2. Define measurable results
3. Establish baseline ratios
4. Set improvement targets
5. Implement strategies to enhance efficiency
6. Monitor progress and adjust as needed

9. Select and Develop High-Potential Employees

All coaching is, is taking a player where he can't take himself.

Identify key attributes. Look for candidates who demonstrate:

• Past success in relevant areas
• Alignment with company goals
• Coachability and willingness to learn
• Self-motivation and drive

Create growth opportunities. Provide challenging assignments and development programs to help high-potential employees reach their full potential.

Implement effective onboarding. Ensure new hires understand the company culture, expectations, and their role from day one. This initial clarity sets the foundation for future success.

10. Coach for Peak Performance and Growth

Motivation is a motive for action.

Understand individual motivators. Recognize that different employees are driven by different factors. Take the time to learn what motivates each team member.

Key motivational factors to consider:

• WIIFM (What's In It For Me?)
• WSI (Why Should I?)
• MMFI (Make Me Feel Important)
• Personal goals and aspirations

Balance challenge and support. Provide employees with stretching assignments while offering the necessary resources and guidance to succeed.

Foster a coaching culture. Encourage ongoing dialogue, feedback, and mentoring throughout the organization. This approach promotes continuous learning and improvement at all levels.

Last updated: April 15, 2025