The Power of Play in Organizations: Why Motivation Isn’t Just Purpose
I’ve spent years talking to employees across hundreds of organizations, trying to answer a question that seems simple but is surprisingly complex: Why do organizations exist?
What I’ve discovered is that most organizations don’t have a single, clear answer. Even within the same company, people interpret purpose differently. And here’s the fascinating part: while purpose and potential matter, “play” often motivates more than anything else.
Why Play is the Most Powerful Motivator
By play, I don’t mean games or fun breaks, I mean the freedom to experiment, explore, and learn while doing your work.
Research from Lindsay McGregor and Neil Doshi in Primed to Perform confirms this. After interviewing 20,000 people, they found that intrinsic motivation driven by play often outweighs purpose or the promise of potential. The closer motivation is to the actual work, the more engaged people become.
Play connects people to their tasks in a way that mission statements or promotions rarely can.
Freedom to Experiment Drives Fulfillment
The speaker shares a personal story: even without fully understanding their organization’s “why,” they found fulfillment through the freedom to play testing ideas, innovate daily, and learn on the job.
This shows that motivation doesn’t always require a perfect mission statement. When employees have autonomy and tools to experiment, engagement naturally follows.
Play as a Catalyst for Innovation
Organizations that embrace play don’t just create happier employees, they unlock creativity, accelerate learning, and drive digital transformation.
When curiosity and experimentation are encouraged:
Teams generate innovative solutions
Organizations adapt quickly to change
Employees feel ownership and purpose in their work
Play becomes both a cultural and strategic advantage.
Moving Beyond Traditional Motivators
Many organizations still rely on conventional drivers:
Economic pressure
Hierarchies and authority
Recognition and rewards
While these can produce short-term results, they rarely foster deep, sustainable motivation. Play, by contrast, taps into intrinsic motivation, inspiring people to contribute their best work consistently.
How to Build a Culture of Play
To create a playful, motivating culture:
Encourage experimentation: Reward curiosity and the willingness to try.
Provide autonomy and the right tools: Employees need freedom to explore safely.
Integrate play into daily tasks: Make creativity part of the job, not an add-on.
Support innovation in fast-changing industries: Play accelerates learning and adaptability.
By embedding play into the work itself, organizations cultivate motivation that far exceeds traditional incentives.
Final Thought
Purpose gives direction, and potential gives hope but play brings work to life. It turns tasks into meaningful experiences, inspires curiosity, and empowers innovation.
For any organization aiming to thrive in today’s fast-changing world, the real question isn’t just: “What’s our purpose?”
It’s: “Are we giving our people the freedom to explore, experiment, and play every day?”
Frequently Asked Questions
Q1. How motivation plays a significant role in the success of an organization?
Motivation drives employees to give their best, improving productivity, engagement, and performance. Motivated teams are more creative, committed, and resilient, directly contributing to the overall success of an organization.
Q2. What is the purpose of motivation in an organization?
Motivation encourages employees to work harder and smarter. It boosts productivity, drives proactivity, and helps employees reach their potential, ensuring the organization achieves its goals efficiently and effectively.
Q3. What are the 4 R's of motivation?
The 4 R's are: Reward, Recognition, Responsibility, and Relationships. Together, they encourage employees to stay engaged, feel valued, take ownership, and collaborate effectively, fostering motivation and performance.
Q4. How is play intrinsically motivated?
Play is intrinsically motivated because people freely choose it, follow their interests, and control how they engage. It comes from curiosity, creativity, and enjoyment rather than external rewards or pressure.
Q5. How does motivation affect organizational performance?
Motivated employees are more engaged, productive, and satisfied with their work. This increases efficiency, creativity, and collaboration, leading to stronger overall organizational performance and business success.
Q6. How motivation can impact leadership?
Motivated leaders inspire their teams, foster collaboration, and build trust. High motivation encourages positive attitudes, teamwork, and shared goals, which strengthens team dynamics and leadership effectiveness.
About the Author:
Shawn Kanungo is a globally recognized disruption strategist and keynote speaker who helps organizations adapt to change and leverage disruptive thinking. Named one of the "Best New Speakers" by the National Speakers Bureau, Shawn has spoken at some of the world's most innovative organizations, including IBM, Walmart, and 3M. His expertise in digital disruption strategies helps leaders navigate transformation and build resilience in an increasingly uncertain business environment.