Thank you very much for your comment, Sarah, and the question!
What we need is to increase awareness that each of us is the designer and the player of whatever we are up to and that each project is already a game. The question “How can I (we) adjust the design of my (our) project in such a way – and just with the smallest of changes – that I (we) can’t wait to start “playing” (engaging in) it?” can work wonders.
All we have to do for that is be, first of all, curious scientists. Anthropologists are some of the best role-models for that with their non-judgmental approach to the cultures they study. Each of us is a culture of one, and then together, we make up collective cultures. Then, while being anthropologists, we should allow ourselves to move in small steps, be compassionate toward ourselves through both of that, as well as make and appreciate those steps in a fun way.
Each of us is a designer and the player of our own games. That is the “self”-part.
But in the “group” games at work, at home, and communities, we are co-designers and co-players in the games we share and play together.
Teams of designers and not single designers are often behind many of the successful games and toys, and they enjoy testing/playing their games and playful creations. Any project can adopt this attitude.
Seeing what we do as games can be utterly helpful. And using the game design dictionary can already start the magic. You can re-formulate the goal in your project to be the quest (or the mission). The milestones can become levels, the managers might become game masters (and the role of masters could circulate among players as it is done in some role-playing games), fun challenges can be added, and most importantly, the space for safe (=non-judgmental) testing and gameful “failing” provided.
If a manager wants to gamify their team’s work, then they should start with turning their work and lives into games.
We need to educate managers and whole companies in self-gamification. Non-judgmental seeing, kaizen (including its lean approach), and gamification can work wonders. After all, they provide a simple and efficient turn in attitude because people might suddenly start experiencing fun and joy in the activities they resented previously.
Oh, I could talk for hours on this. 😉 But here’s one more thought: yes, studies show that many people are unhappy in their jobs. But in modern days many people take on a job offer because something interests them in that position. Money is often a factor, but in many cases, it is also what the job is about. So many people take the job because they are interested in the tasks it contains. Then some things happen while they are doing their job that goes against their preferences and makes the job feeling like that is not what they wanted. I think both the employers and employees could improve the design of their games to make the play of these employment, project, project management, team management, and other games together to make them fun and engaging for all involved.

Thank you very much for your kind words, Michael! It is an exciting field, and I am thrilled to be testing and sharing further the synergy of anthropology, kaizen, and gamification, which are united by Self-Gamification, in various contexts and situations.