Why we need to act more like kids at work

Let’s face it: we might have professional jobs, but we’re all kids at heart. Kids just want to have fun, but so do grown-ups! People don’t always associate work with fun, but this can change. By adopting a new, playful mindset, you can unleash the child within you. 

We can learn a lot from children. The natural traits of a child are often used within an organisation’s mission and values – and for good reason. They are key elements to the foundations of a great employee who shows potential and growth.

Curiosity

According to the Centre for Educational Neuroscience, most learning happens in the first 3 years. This includes the development of cognitive skills, emotional wellbeing, social competence and physical and mental health. During these years, kids have an unwavering thirst for knowledge, asking non-stop questions and wanting to know the how, why and what of everything. No question is too silly. They just want to know and understand more about the world around them. This inquisitiveness is a highly valued trait in an employee. It’s the key to upskilling and broadening knowledge, which can be echoed throughout the team.

Imagination

A creative imagination is critical to innovation. Kids love pretend play and fantasy worlds. In a work environment, this could be likened to brainstorming or workshops. Think outside the box and generate unique new, collaborative ideas. We need to adopt a fresh perspective in order to drive an organisation forward, which can be achieved through listening to others. Everyone has a different background with unique experiences that can be drawn on to create new business opportunities.

Build relationships

Play is socially interactive. UNICEF’s Learning through play report discusses how children communicate ideas through social encounters, which form new connections and build strong relationships. Traditionally, organisations have used a number of ways to connect their teams, from corporate team building days to office ping-pong tournaments. Some might be cliche, but if they help foster relationships and elevate the employee experience, they’re adding value to the organisation.

Courage

Kids have no filter. They’re not afraid to say what they think. This can be awkward for those around them, but it’s actually a great trait as long as what is said is appropriate and not offensive! As an employee, having the courage to speak up shows that you care about what you do and the organisation you work for, even if the conversation ruffles feathers or brings conflict. As a leader, it demonstrates authority but also fosters trust and respect in the workforce.

As kids grow they’re faced with new experiences and challenges, and they learn along the way. With courage, you can face these challenges and push yourself out of your comfort zone. Taking calculated risks is sometimes inevitable when trying to move a business forward. Having the courage to push yourself to do something new can be daunting. Overcoming that fear will help build resilience, another important trait in a great employee.

Play

It's proven that kids learn better when they’re having fun. If you turn a learning task into a game, it’s more likely to engage, and employees may also retain more information. Adding an element of fun at your workplace (but not forced fun, there's nothing worse) can have a beneficial impact on the morale, productivity and culture of your organisation. The employee experience is also improved, which adds value to the employer brand.

Harvard Business Review published The future of employee upskilling lies in gamified training. This article is based on the idea that if we make learning fun, employees will react positively. This could be through integrating an element of competition or providing instant rewards for positive actions. This concept can be integrated into the workplace. Leaders have the power to make subtle changes and additions to the employee experience to engage the inner child in every person. This could be through an official training and development program or a casual quiz at a team lunch.

Professional services firm KPMG developed a training resource called KPMG Globerunner, where employees designed a character for themselves and virtually raced around the world, answering questions about the organisation. By inadvertently learning about their business offering, they were in a better position to identify new business opportunities. This kind of innovative thinking could be applied to all stages of the employment lifecycle, from onboarding to health and safety.

Final thoughts

We all have the innate traits of a child that can be applied to our jobs. Think like a child. It will not only make work a little more fun, but it might help build a more engaged workforce with greater retention. For more insights, visit the Heart Talent blog.