How to Make Work More Fun (Without Losing Your Professional Edge)
- Mamie Kanfer Stewart
- Aug 5
- 4 min read
Once upon a time, “fun at work” meant beanbags, beer taps, and a ping-pong table in the corner. Those days are long gone. Modern workplaces and modern teams need something deeper. Real fun at work isn’t about gimmicks. It’s about creating an environment where people feel engaged, valued, and free to bring their full selves to the table.
In my conversation with Bree Groff, transformation expert and author of Today Was Fun, we dug into what it really takes to make work joyful and productive. Her ideas challenge outdated notions of professionalism and offer practical ways for managers to create teams that thrive.
Professionalism Has Two Sides
Ask ten managers what “professionalism” means, and you’ll get ten different answers. Bree simplifies it into two categories: functional professionalism and performative professionalism.
Functional professionalism is about what really matters: doing great work, delivering on time, and making a meaningful impact.
Performative professionalism is about looking the part—wearing the “right” clothes, speaking in jargon, or projecting a perfect image to seem competent.
Here’s the problem: performative professionalism often masks our humanity and limits creativity. As Bree put it, “A business doesn’t get the most vibrant, interesting parts of a human if what you’re trying to do is round out the edges of your personality.”
As managers, this is our call to shift the focus. Celebrate and reward the behaviors that drive outcomes, not the appearances that only look like professionalism.
Ditch the “Business Mask”
Many of us put on a “business mask” when we show up to work. It’s not just the blazer or the heels. It’s the way we tuck away parts of our personality to fit in.
But that mask comes at a cost. It’s exhausting to maintain and, worse, it deprives the team of our best thinking. When people are too focused on fitting in, they’re less likely to share bold ideas or take creative risks.
For managers, breaking this cycle starts with small signals. Bree suggests something as simple as letting people show little pieces of their personality—a pair of fun socks, a favorite mug on camera, or even daring to wear glitter eyeshadow (my personal preference). Those tiny acts of authenticity send a big message: You can be yourself here.
Clients, Teams, and Finding the Balance
It’s one thing to create comfort inside your team. But what about when you’re dealing with clients or external stakeholders? Is it possible to show your humanity and still maintain a professional edge?
Bree believes it is, but it’s a dance. Early client relationships often require more formality while trust is being built. But the goal should always be to show as much of your real self as possible from the start. If your team thrives on creativity and collaboration, let that shine. The right clients will lean in; the wrong ones will self-select out.
Over time, as relationships deepen, you can relax into more natural ways of working. Something as simple as eating lunch on a Zoom call or using more casual language can normalize the human side of work as long as you deliver the high quality outcomes your clients expect.
Set Team Norms Together
If there’s one practical takeaway for managers, it’s this: don’t leave professionalism to guesswork. Co-create team norms instead.
At the start of a project, a new quarter, or during an offsite, take time to ask:
What does professionalism look like for our team?
Where do we draw the line between internal and external expectations?
What flexibility do we want to build in?
When everyone is part of setting the standard, no one has to wonder if they’re “doing it right.” And because the conversation is open, you can address unique situations (like someone who needs to keep their camera off for health reasons) with empathy and clarity.
The Little Things That Speak Volumes
Often, the most professional behaviors are the simplest ones. Bree highlighted how much respect is communicated through everyday actions:
Responding to an email you receive on Monday, even with a quick “I’ll get this to you by Friday,” keeps people in the loop and builds trust.
Showing up to meetings on time (and ending on time!) respects everyone’s day.
Being transparent about challenges or uncertainties fosters problem-solving and better outcomes.
None of these require a suit or a fancy title. They simply require valuing the people you work with and the impact you want to create.
Be Kind When Team Members Struggle with Professionalism
What if someone on your team doesn’t quite hit the mark, whether they’re chronically late, too buttoned-up, or not meeting expectations? Bree’s advice is to start with curiosity.
Overly formal behavior often masks insecurity. Underperformance might signal unclear expectations or personal challenges. Either way, lead with a one-on-one conversation framed around support, not shame.
Humanity Drives Performance
At the heart of all this is a bigger truth: when managers lead with humanity, teams perform better. Bree shared how protecting her team’s time, even encouraging early sign-offs when the work was done, earned her their trust and loyalty.
When the crunch time came, her team showed up fully because they knew she had their backs. That’s the magic of balancing joy and professionalism. It’s not about extracting more work. It’s about maximizing impact while minimizing unnecessary strain.
As a manager, you set the tone. If you want a team that’s engaged, creative, and committed, you have to create a space where they can be human first and professional second.
That doesn’t mean letting go of standards. It means focusing on the standards that actually matter: great work, mutual respect, and real impact. When you prioritize functional professionalism over performative habits, you free your team to bring their best selves to the table, and that’s where the fun begins.
Listen to the entire episode HERE to learn more about making work fun while staying professional.
Keep up with Bree Groff
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