How HR can Play a Role of Chief Happiness Officer
It doesn’t require too much logic to know what contentment does to a person. If I am not happy with what you offer, naturally I would seek some other source that would satisfy my inclinations. Globalization made the world smaller, and the intertwining of the world has led to a culture of rising expectations. Be it, the customers, or employees, everyone expects more.
If your employees are not happy with your company, they will not be invested in the cause obviously, and it doesn’t take much to realize how detrimental it would be for a business. High turnover, less productivity, employees not working to their full potential.
So, companies today invest in a lot of unconventional concepts, for that extra edge and one concept gaining a lot of traction today is that of a chief happiness officer (CHO).
Who and What is a CHO (Chief Happiness Officer)?
A chief happiness officer, as the new C-suite title implies, is responsible for the happiness of the employees. It’s the concept that happy employees make for better employees, which led to the emergence of this designation. Be it the technological giant Google, or other high-end businesses; companies have started investing in this unique concept to stay afloat. Traditionally put, it is safe to include the designation in human resources, as it strives to guarantee the wellbeing of employees.
How can HR play the role of CHO in the company?
Happy employees make for better employees. As an HR manager, you can do a lot to ensure that your company’s culture incoherent with the overall wellbeing of its employees.
Treat the human resource as both human and a resource
Very often, we fail to do the obvious thing. Respecting your employees gives them a sense of value and importance, making them more accountable. We all know as we sow, so shall we reap. Give them space and respect they deserve, and they will come back with greater loyalty, efficiency, and higher quality work.
Maslow’s need for hierarchy
Each of us has a set of physiological and psychological needs to thrive. There is no point in perks like an onsite gym or a corner view office if their basic demands are not fulfilled. A timely settlement of salary or basic needs like access to clean air and appropriate lighting is the way to go.
Let them speak
More often than not, creativity gets stifled because opinions are not respected and voices are not heard. When this becomes a pattern, a valuable asset is lost. Each person is different with their unique set of talents. That’s why you hired them in the first place. As an HR manager, promote a culture of the free flow of ideas, you never know which one might reap the company a bounty of rewards.
Related Article: How HR can Contribute toward Employee-Centric Workplace.
Help them trust you
According to research, 93% of the employees say trusting their manager is important for their overall happiness. Promote a culture of freedom and trust in your organization to let everyone work with their utmost efficiency.
As an HR/CHO, you can coordinate with other departments to implement employee-friendly policies, for instance, allowing pets in the office, working from remote or napping at the workplace and more.
Promote a friendly culture
Organize outings, fun games sessions, potlucks, fitness activities, ice-breaking exercises, mindfulness sessions, etc., periodically to keep the environment charged up and in good spirit. Everyone needs to de-stress once a while. Be it a blue-collar job or a white one.
There is an array of things that can be done for a positive work environment and the rewards are multifold. Every dollar invested in the employee wellness programs reaps four times as ROI. So, choose wisely the kind of culture and values you want to promote at your workplace.