Could unstructured play hold the key to remote work productivity?

As workplaces continue to navigate the evolving landscape of remote work, the conversation around flexibility, autonomy, and productivity remains at the forefront.

Christina Zammit La Rosa, Founder at Zed Consultancy and Director at Zammit La Rosa Footwear Ltd, recently shared an insightful perspective on LinkedIn, drawing a fascinating parallel between unstructured play in children and the benefits of remote work for adults.

Reflecting on an observation of her child at play, Ms Zammit La Rosa had what she described as a “revelation – one that might sound daft at first, but bear with me for a minute or two.” She noted that her child quickly loses interest in structured play, where rules and set goals dictate the activity.

However, when given the freedom to explore and experiment without constraints, engagement levels soar. “She’s fully immersed, focused, and creative,” she wrote, before posing a compelling question: “Isn’t this how adults feel when comparing remote work to traditional office life?”

Autonomy leads to engagement

In her analysis, Ms Zammit La Rosa argued that, just as children thrive in unstructured play, employees flourish when given autonomy over their work. Employees who have the flexibility to structure their own schedules, she noted, often report increased productivity, higher engagement, and even greater job satisfaction. “Why? Because they can work in a way that aligns with their natural rhythms rather than being confined to arbitrary structures.”

She further pointed out that the conventional workplace setup, with its rigid schedules and excessive meetings, can be draining. Comparing it to structured play that quickly disengages children, she explained that many employees feel similarly stifled by “the infamous ‘clock-watching’ syndrome.” The traditional assumption that productivity can only thrive under supervision, she suggested, is outdated and does not reflect how people work best.

Challenging the structure equals productivity mindset

A key takeaway from Ms Zammit La Rosa’s reflection is that, while structure has its place, too much of it can be counterproductive. “Despite concerns that unstructured play might lead to chaos, research actually shows it fosters problem-solving, innovation, and deeper engagement,” she noted. Similarly, remote work does not necessarily equate to lower productivity. On the contrary, many businesses that offer flexibility see their workforce become more efficient and motivated.

Far from being unproductive, many remote workers actually struggle with the opposite problem – knowing when to stop. The removal of office constraints often leads to a deeper focus and a tendency to extend work hours beyond what is expected.

A lesson from childhood

Ms Zammit La Rosa’s reflection calls into question why companies hesitate to trust employees with the same autonomy that children are given during play. “If we trust that children learn and grow best when given freedom to explore, why is it so hard to trust that adults work best under similar conditions?” she asked.

To be clear, she does not advocate for a workplace devoid of structure but suggests that companies consider integrating more flexibility into their operations. “Some guidance is always needed,” she acknowledged, but added, “perhaps it’s time we take a page from childhood: Give people the freedom to play (or, in this case, work) in ways that bring out their best.”

As the corporate world continues to balance in-office and remote work models, Ms Zammit La Rosa’s perspective offers food for thought. If unstructured play can keep a toddler engaged, she suggests, then perhaps a little more autonomy in the workplace could unlock untapped potential among employees. It may be time for organisations to reconsider their approach, loosening their grip on rigid structures and instead fostering an environment where creativity, autonomy, and productivity can flourish.