Playful Work Design: From Monotonous to Meaningful

What if work could be more flexible, fun, and fulfilling than we ever imagined? 

In a time where burnout, stress, and demotivation are on the rise, it’s no surprise that many of us are rethinking the way we experience our working hours. Increasingly, both individuals and organisations are embracing flexibility, adaptability, and the search for purpose at work. And with that, a new approach is gaining ground: Playful Work Design (PWD) — a refreshing way to turn routine into reward. 

At its core, PWD is about proactively shaping the way we approach work, not by changing the job itself, but by changing our mindset. It builds on the idea that “play” isn’t just an activity — it’s a way of doing things (Scharp, 2022). Whether through humor, imagination, competition, or challenge, PWD helps us transform even the most repetitive tasks into something more engaging. 

Unlike job crafting, which involves seeking out new roles or resources, PWD focuses on how we interact with existing tasks. Research points to two main styles of playful work: 

• Fun design, which brings humor, curiosity, and enjoyment into the workday 

• Competition design, which adds challenge, structure, and goals to boost motivation (Dishon-Berkovits, 2024) 

This approach aligns closely with Self-Determination Theory, which highlights our psychological need for autonomy, mastery, and relatedness. When work feels like play, we’re more intrinsically motivated — and that leads to greater performance, satisfaction, and well-being (Bakker, 2020; Scharp, 2022). 

So why do people engage in playful work design? Because it works. 

Play is inherently satisfying. It helps us stay energized, avoid boredom, and get into a state of flow. On days when work feels playful, people report more creative ideas, higher performance, and greater authenticity. It reduces self-consciousness and procrastination — and even buffers against stress and burnout. 

But the real game-changer? Organisations can actively support and encourage PWD. Whether it’s through team rituals, themed days, friendly competitions, playful challenges, or simply giving people the freedom to explore their own ways of working — creating the right environment matters. These interventions don’t have to be costly or complex. Often, it’s the small shifts that make the biggest difference. 

While playful work design isn’t one-size-fits-all — and may not suit every personality or profession — it opens the door to a new, dynamic way of working. One where performance and well-being go hand in hand. 

This is an evolving field, and there’s still much to learn. That’s why sharing personal experiences with PWD — however small — can help inspire others and build a culture where meaningful and joyful work is the norm, not the exception (Scharp, 2023). 

Because when we make space for play, we make space for purpose.  And maybe — just maybe — work can become something we look forward to. 

References

Bakker, A. B., Scharp, Y. S., Breevaart, K., & de Vries, J. D. (2020). Playful Work Design: Introduction of a New Concept. The Spanish Journal of Psychology, 23, e19. doi:10.1017/SJP.2020.20 

Dishon-Berkovits, M., Bakker, A. B., & Peters, P. (2024). Playful work design, engagement and performance: the moderating roles of boredom and conscientiousness. The International Journal of Human Resource Management, 35(2), 256-283. 

Liu, W., Bakker, A. B., Tse, B. T., & van der Linden, D. (2023). Does playful work design ‘lead to’more creativity? A diary study on the role of flow. European Journal of Work and Organizational Psychology, 32(1), 107-117. 

Scharp, Y. S., Bakker, A. B., Breevaart, K., Kruup, K., & Uusberg, A. (2023). Playful work design: Conceptualization, measurement, and validity. Human Relations, 76(4), 509-550. 

Scharp, Y. S., Bakker, A. B., & Breevaart, K. (2022). Playful work design and employee work engagement: A self-determination perspective. Journal of Vocational Behavior, 134, 103693.