What does a Chief Happiness Officer actually do

这个新的C-Suite标题周围有很多混乱 - 首席幸福官。While some call it out as being a `BS` position, others are building successful companies with the help of a Chief Happiness Officer.

我承认,研究这个话题并不像我期待的那样简单。与此标题有很多职位。其中一些包括特定的幸福相关的职责,而其他人则只是命名指示。

它真的是一个新的位置吗?

A Chief Happiness Officer is, in its essence, an HR Manager with a special qualification: he/she believes happy employees make better employees.

从事员工,激励他们并提高性能水平都是人权归因。虽然这些是用于描述CHO位置的最常见的责任,但有更多的人力资源领域幸福的事项。

Every single action towards a person regarding their relation with the company, meaning all HR processes, can be re-defined to ensure a happy experience and a happiness-driven workplace. Recruitment and onboarding, career planning, performance management, succession management, engagement and recognition, off-boarding and retirement, these are all areas that can benefit immensely from a happiness-oriented approach.

确保员工幸福是BHAG(大毛茸茸的大胆目标)。作为一个人力资源管理器,您可以通过将一系列价值或原则与该员工(未来,当前或前雇员相似)应用一系列价值或原则来追求它。

1. Treat every person as a human being who matters

它确实听起来像是明显的事情,但不好的治疗是最大的营业额司机之一。员工应在尊重,词汇,行动和承诺方面像客户一样。没有任何东西可以让雇主尊重他们的工人,如一个大实体或没有履行标准的叛逃的资源。

Nina Ramseypoints out that, globally, only 44% of employees say that they feel valued by their employer.Respect is an essential component of a healthy work relationship.

2. Ensure the basics

Following Maslow’s principle, if the basic needs of an employee are not covered, there is no point in offering them a corner office with a view. Before you set out to make them happy, reward their work with an on-time salary and no unnecessary administrative struggles.

3.给员工一个声音

The unique individuals working for your company need to be heard. For that, they need proper channels, guidelines and an action path that ensures a response to their needs and ideas.

在面试后是否是后续电话或电子邮件或对其活动的反馈,他们需要知道有人正在倾听它们。

4. Make sure your company values are demonstrated

Almost every article or report on employee engagement will tell you that values are important. They are the foundation on which your company is build and they bind together your external image (your brand) with your internal one (your culture). Whenever you have a decision to make, a conflict to solve or a need to innovate, your starting ground should be those company values.

It’s not enough to have them on a piece of paper. You have to state them and constantly re-state them, put them into actionable behaviors and ensure that people demonstrate those values. For that to happen, you need to recruit people based on those values, evaluate them accordingly and reward them as such.Download our free personal development framework for employees and use it in your value-based recruitment process.

5.提供自由

Take it from Laszlo Bock, senior vice president of people operations at Google: “If you give people freedom, they will amaze you.” (Source)

Offer them the freedom to manage their time and productivity, the freedom to personalize their working space and the freedom to implement their own ideas. If you’re in need of some inspiration, Shelley Prevost has5 ways to create more autonomy at work你可以尝试。

6.支持增长

有时人们需要有人相信他们可以成长。作为一个人力资源经理,您可以通过推动他们建立在他们的优势并采取更多机会的工作经验中,在他们的工作经验中可以成为那个人。

创造和促进增长机会,以收获你所招募的才能。即,如果你想保持它。

7.鼓励一个愉快的环境

I didn’t use the word fun because it tends to mislead people into believing that it’s all about ping-pong and unending breaks. Instead I’m talking about the joy in having a qualitative conversation with a colleague or learning something new. Of course an occasional darts game can help re-energize you.

是的,人们不时放松一下,这并不意味着他们并不富有成效。它回到前一点,让他们自由,相信他们明智地使用它。

8.鼓励有效的团队合作

团队如何表演是公司如何整体执行的明确指标。您可能已经招募了最好的人,但您需要使他们共同努力并达到结果。很少有人自然是在团队中表现出色的。

This is where an HR Manager should step up and offer preparation, teambuilding exercises and constant support.Try the Happiness at Work Card Game for teams– the game consists of over 50 common workplace scenarios and over 100 science-based solutions. Each scenario identifies and provides context for a common workplace situation, followed by a succinct scientific justification for why it is a problem at work. The cards provide many unique practice opportunities that meet the needs and working styles of diverse teams.

幸福 - 秘密成分

Happiness in the workplace has become a valid concern for both employees and managers alike. Dismissing it without further research and analysis is not a wise thing to do. We’ve recently discussed this idea in an article onEmployee happiness as a business strategy.

For a CHO, happiness is the secret ingredient to add to your planning. By monitoring and analyzing the happiness levels in your organization, you will be able to accurately predict and manage employee engagement and employee retention.

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