Play is human nature. Science tells us that on an individual level, engaging in playful play can

provide cognitive, physical and emotional benefits. From the end of the last century to the

beginning of this century, emerging companies such as Google began to introduce the concept

of playgrounds into office design. Indoor slides, theme conference rooms and candy-colored

hammocks hanging from the ceiling...all kinds of whimsical features have become the business

card of Silicon Valley's entrepreneurial culture and technology companies. 

 

 

 

Game theory and fun offices 

 

There is a wealth of data showing that employee participation in teamwork benefits individual,

interper-sonal, and team performance. Gaming not only has a positive impact on physical and

mental health, but is also an important part of a thriving, creative and engaged office culture. 

 

The argument that games are good for work is also supported by neuroscience research. Games

have been proven to be one of the drivers of learning, creative thinking, motivation at work, and

other positive outcomes and states. It is also closely linked to improved problem-solving skills,

enhanced social cohesion and neurological growth and development, even in adults. 

 

Still, a fun office doesn’t have to be designed to look like a playground, and designers don’t need

to rely solely on rides to make their offices more fun.

 

Some simple and effective methods can also help create a relaxed working atmosphere and

encourage employees to participate creatively in their work. From the selection of textures, pops

of color, and office furniture, to the application of multi-sensory elements, to the investment in

advanced technological tools and amenities... they can all make the office space full of energy and

encourage employees to actively work.

 

 

 

How to create a fun office 

 

From an academic perspective, fun in the workplace is defined as fun, enjoyable activities. These

activities can be social, fun, learning or task-based, but they all have one key word in common:

games.

 

A fun workplace benefits employee health and well-being, increases engagement, fosters collabo-

ration and fosters creativity, but it requires designers and employers working together.

 

 

1. Plan a playroom in your office

 

To bring games into the office and use them at work, designers first need to plan a game room in

the office. 

 

Psychology professor and game researcher Rene Proyer divides games into four types: other-

oriented, relaxed and enjoyable, intellectual development, and imagination-expanding. 

 

Other-oriented games have social functions and aim to provide an interesting social experience;

lighthearted games are entertaining and advocate treating daily life as a game to make life more

interesting; intellectual development games are mainly used to exercise thinking Ability, judgment

and brain reaction ability; brain-opening games mainly cultivate imagination and provide a pleasant

and lively atmosphere for the development of people's initiative, creative spirit and thinking ability.

Utilizing the above diverse games can provide a unique and fun office experience. 

 

The game room can arrange games of different natures from time to time, and invite 4-10 people

to participate at a time. In the process of playing, employees can not only relieve stress but also

enhance their feelings. 

 

Some games can also be applied to work. For example, brain-expanding games can be applied to

taskbased needs.

 

 

 

2. Reserve space for fun activities 

 

In addition to configuring the game room, the designer also needs to reserve some space for various

activities that the client may hold in the future. 

 

These spaces should be conducive to social activities other than games, such as debates, interest group

activities, candlelight dinners, costume parties, etc. These activities that combine work, play, and social

interaction can arouse employees' interest and make the office more interesting.

 

However, during the planning process, it is necessary to fully communicate with the employer and its

employees to see which activities they are interested in and want to truly participate in. Catherine Price,

author of The Power of Fun: How to Feel Alive Again, makes a distinction between "fake fun" and "real

fun."

 

She believes that real fun comes from the heart, it makes people fully engaged, happy and interesting,

and it contributes to physical and mental health. Pretending to have fun is the opposite. It is passive,

does not allow you to devote yourself to it, and has no sense of accomplishment. It will only waste

precious time.

 

 

 

3. Leave decision-making power to employees 

 

When an office is put into use, it is up to the employer and employees to decide whether it is interes-

ting or not.

 

While designers plan game rooms and related event spaces, it’s up to employers to keep track of the

scale and frequency of events.

 

When the work is too busy, employees are overworked, or the team is not cohesive, or the senior

management is too busy taking care of the current work, organized activities will be counterproductive

and may feel like a burden, such as the current " "Team-building" activities have reached the point of

being annoying.

 

Therefore, company entertainment activities, especially those that occupy employees' leisure time or

important work time, should be conducted at the employee's own discretion.

 

The purpose of games or entertainment is to make employees feel happy, and heartfelt participation

is the prerequisite for happiness. Companies need to ensure employees know they have the right to

participate and to withdraw. What the company needs to do is to provide resources to help them

implement it, so as to achieve the motivating effect and make the company and office interesting and

charming.