Rethinking "Fun" in Corporate Culture

I wanted to share a moment from my Saturday walk with my wonderful friend Annette. We found ourselves deep in conversation about life, work, and something that always seems to come up in corporate circles: fun at work. Is it really fun? Or is it "forced fun"? And why does it often feel that way?

I remembered a past job where, every month, there was a "fun" team activity. It was always announced as mandatory, never a choice, and never once did anyone ask the group what they'd enjoy doing. There was no conversation about the why behind these activities, connection to team building, growth, or a genuine good time together.

It got me thinking:

• What if leaders started with why?
• What if we asked our teams what would help them connect, relax, or grow together?
• How much more meaningful (and, yes, fun!) could these experiences be if they were co-created rather than handed down from above?

Annette and I started talking about what makes a company culture thrive. It's not about trendy perks or obligatory team outings. Authentic culture is built on trust, genuine connection, and belonging. It's leaders who listen, invite input, and help everyone understand the purpose behind what we do together. When people feel seen, heard, and valued, that's when real engagement and growth happen.

Companies with Great Cultures

Google or Zappos are intentional about building trust and inclusion. Google is known for creating spaces where employees feel safe sharing ideas and being themselves, and Zappos offers new hires money to leave if they don't feel aligned with the culture because they know true connection matters.

Companies with Toxic Cultures

Uber or Wells Fargo have shown that when leadership ignores values and employee well-being, the results can be disastrous. High turnover, low morale, and even scandals can follow when people feel pressured, unheard, or undervalued.

I've learned that true team building isn't about ticking a box or filling a calendar. It's about creating space for people to show up as themselves, feel heard, and build trust. When it's authentic, it's powerful. When it's forced, everyone feels it.

If you're a leader wondering how to create real value and connection in your team, or if you've ever sat through a "mandatory fun" session and thought, "There has to be a better way," I'd love to chat. Let's talk about how to build a culture that feels real, not required.

If you have a story about "corporate fun" gone right (or wrong), I'm sure everyone would love to hear it! I'm looking forward to your comments!

Reach out if you want support, ideas, or just a sounding board. I'm here.

References:

• Zappos: About Us & Core Values
• Commonwealth Joe: An Insider's Look at Google's Organizational Culture
• NY Times: Inside Uber's Aggressive, Unrestrained Workplace Culture
• Daniels Fund: Wells Fargo's Corrupt Culture and Its Consequences