What is your policy on Nerf Guns being used at work?

As an alternative view, I work in a late stage tech start up and we have a large box of nerf guns which are regularly used at all levels of the business. They were here pre-HR and they are part of the culture, along with other quirky things.

The employees enjoy them and occasionally break out in an inter-departmental nerf gun fight - but that is part of our culture. The issue we have, as many other start-ups, is attracting and keeping talent in an environment where salaries aren't always the highest, benefits are limited, and you're fighting with the large well known tech companies to attract good people, so the business seeks to find other ways to encourage people to want to work for them - and it seems to work for us.

It is a risk having nerf guns in the office but the business are aware of those risks and have chosen to accept them, and (so far!) I've had no complaints.

As an alternative view, I work in a late stage tech start up and we have a large box of nerf guns which are regularly used at all levels of the business. They were here pre-HR and they are part of the culture, along with other quirky things.

The employees enjoy them and occasionally break out in an inter-departmental nerf gun fight - but that is part of our culture. The issue we have, as many other start-ups, is attracting and keeping talent in an environment where salaries aren't always the highest, benefits are limited, and you're fighting with the large well known tech companies to attract good people, so the business seeks to find other ways to encourage people to want to work for them - and it seems to work for us.

It is a risk having nerf guns in the office but the business are aware of those risks and have chosen to accept them, and (so far!) I've had no complaints.

Thanks for sharing your experience Sarah.

Can't help thinking: 'But if ALL tech start-ups have nerf guns'... what's the difference?

Are the accepted risks written down anywhere?

An interesting article www.cracked.com/.../ A minor note, this article is 4 years old

Good point - but hopefully it's a collection of quirks which make us different.

We haven't documented the risks anywhere, we're too busy trying to avoid the foam bullets ;-)

Thank you Sarah. Do you think things would change if you recieved a complaint? What steps would you take to give people of different view points a voice and opportunity to find an workable / acceptable solution. How do we encourage workplace diversity when an accepted culture can leave people feeling out of step?'

Angela
Surely though it is up to an employer to try and create a culture that is fitting for their organisation and the type of candidates that they are trying to attract. Otherwise all we end up doing is creating identikit cultures and organisations?

Is it really a workplace diversity issue or an issue of diverse workspaces?

Vive le difference!

Hi Steven thank you for taking the time to share this I appreciate it.

Hi Angela,

If we received a complaint we certainly would review and carefully consider it. I think it depends on the environment you work in. For us, we're open and encourage individuals to have a voice and we also encourage people to have fun at work. Not everyone uses the nerf guns - myself included - but it's generally understood if someone doesn't want to get involved then they are not 'targeted'.

How do you avoid being a target in an open plan office, when your desk is amongst those wishing to shoot? Have you set up a designated play zone?

I agree we must not forget those we wish to retain and strike a balance. The article that has been shared on this discussion draws a similar conclusion about identikit cultures. When we provide dedicated areas for individuals who pray, smoke and wish to express milk/breastfeed should we provide dedicated areas for those who Nerf? How do we best embrace differences in a safe, positive and nurturing way?

I think you are missing the point a little. The organisations who want to create this sort of culture are not trying to do it (I think) in some separate discrete area but as part of their mainstream everyday. Its likely that people who aren't comfortable with that wouldn't be the sort of employees they are looking for. Of course they maybe missing out on some talented people but that's their choice. We embrace difference by accepting that not everyone will be comfortable in every organisation.