Creating a Supportive Work Environment With Peer-to-Peer Recognition
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Having jokes at the tip of your tongue can help ease tension, make work less of a grind and make the day pass quicker.
Work-life can often be stressful, especially when deadlines are looming and projects are dragging on. But, workplace jokes are made for times like these.
Having work jokes at the tip of your tongue can help ease tension, make work less of a grind, give people more energy, and make the day pass quicker. Everyone likes to laugh, and it's even better if that laughter can be appreciated across age groups and cultures.
Workplace funny jokes aren't just for fun and comic relief; they are also beneficial to improving workplace morale and productivity.
So, in the spirit of lightening up our workplace, here are 48 work-appropriate jokes to share, whether it's a time of high stress or just a time to break the monotony.
Lunchtime jokes are suitable for casual and relaxed gatherings with co-workers. For those times at work when there's a need to diffuse the tension in the air with funny jokes or a funny short story. And you begin with, 'Wanna hear a joke?'
Here are some of our favorite funny work jokes:
He hears someone whisper, "Pssst...I like your tie." The man looks around but doesn't see anyone.
"Pssst...that color looks nice on you." He asks the bartender, "Excuse me, but...are you speaking to me?" The bartender rolls his eyes and says, "No, sorry about that. It's the peanuts... they're complimentary."
Teacher: "I'm sure there are some stupid students here!" *Little Johnny stands up* Teacher: "Ohh, Johnny, you think you're stupid?"
Little Johnny: "No, I just feel bad that you're standing alone."
Whether in-person or remote, we can all agree that work meetings can often get intense.
Managers can break the ice with stories, funny jokes, or even icebreaker questions to help team members feel more at ease. And when in doubt, you can always use an Icebreaker Flow.
When sharing office jokes, it's best to blend 'why' jokes or 'knock, knock' jokes with others. This allows for more people to attempt to guess the answers to the questions, and the more relaxed they would feel.
Here are some to get you started:
Supervisor: 'Are you okay?'
New Employee: 'I'm trying to get this thing to work?'
Supervisor: She takes the wad of paper from his hands and feeds it through.
New Employee: 'Oh great, thanks! But, where do I get the copies from?'
Job Applicant: Sir your search ends here! In my previous job whenever something went wrong, everybody said I was responsible.
When sharing funny jokes with workplace buddies, it's okay to share inside jokes and adult jokes when you're sure about their sense of humor (you probably have more room to say corny jokes and stupid things with your work buddies). Also, the jokes don't always need to be about work.
Here are some funny work jokes you can share on Friday afternoons( or any other circumstance):
Me: That it's only Wednesday?
Boss: Do you believe in life after death?
Employee: No, because there is no proof of it.
Boss: Well, there is now! After you left yesterday saying that you had to go to your grandma's funeral, she called the office looking for you.
I said: 'That's great. Well, I have a serious drinking opportunity.'
Me: 'So, should I stay or leave? I'm confused.'
1. What are the potential risks of telling jokes in the workplace?
Offending someone: Jokes can be subjective and what one person finds funny, another might find offensive, especially if it targets a specific group or individual.
Creating a hostile work environment: Repeatedly telling jokes that are offensive or discriminatory can create a hostile work environment for some employees.
Damaging your professional reputation: Telling inappropriate jokes could reflect poorly on your judgment and professionalism.
2. How can you tell if a joke is appropriate for the workplace?
Avoid jokes that are discriminatory, offensive, or based on stereotypes.
Consider your audience and their sense of humor.
Err on the side of caution if you're unsure about a joke.
3. What are some alternatives to telling jokes to lighten the mood at work?
Sharing positive stories or anecdotes.
Engaging in lighthearted conversations about non-work-related topics.
Playing games or participating in team-building activities.
4. Are there any specific industries or professions where it is generally not advisable to tell jokes at work?
Healthcare settings
Legal professions
Educational institutions
5. How can you handle a situation where a joke you tell offends someone?
Acknowledge their feelings and apologize sincerely.
Avoid making excuses or trying to justify the joke.
Learn from the experience and avoid telling similar jokes in the future.
6. What are some tips for delivering a joke in a way that is likely to be well-received?
Deliver the joke with good humor and a positive attitude.
Be mindful of your body language and tone of voice.
Read the room and stop if the joke isn't landing well.
7. Are there any cultural differences to consider when telling jokes in a workplace with a diverse team?
It's crucial to be sensitive to cultural differences and avoid jokes that rely on stereotypes or references that might not be understood by everyone.
8. How can you tell if a joke is appropriate for someone's age group?
It's generally advisable to avoid jokes that rely on outdated references or humor that might be considered immature in a professional setting.
The modern workplace has seen the rise of various unique work cultures and personalities - from startup geeks to overworked techies. Finding workplace-appropriate jokes and icebreakers to share with your co-workers will depend on your work. It'll also depend on the personalities of the people on your team. Use the Icebreaker Flow to lighten the mood at work and bring some fun.
Every workplace has its unique blend of drab and comical situations, and many employees often have lots of good stories and hilarious jokes for a casual Friday. So, while this list isn't exhaustive, we think just a list of these jokes will hit the right notes when the time comes for those much-needed laughs (or simply while you all drink coffee in the morning).
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Explore GuideYes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
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