Can a Chief Happiness Officer Improve Workplace Morale?

Research shows inflexible logic behind boosting corporate joy

Oliver is a freelance writer and journalist, with a particular interest in sustainability. He writes regularly for The Guardian, The Telegraph, The Times, Financial Times and a range of specialist business press, including Ethical Corporation.

He is the author of three travelogues (‘Viva South America!’, ‘India Rising’, ‘Under the Tump’) and recently completed a PhD at Cambridge University on responsible business. He currently resides in Porto. He reviews non-fiction titles for the Times Literary Supplement, The Spectator, The Literary Review and the FT, among others. He is currently working on a book about the Amazon.

Engagement in the workplace is a favored indicator. On the happiness spectrum, nearly eight in 10 (77%) employees fall somewhere between discontent and actively resentful, according to Gallup’s latest global study



At The Happiness Camp Foundation in Portugal, meeting rooms were labeled “Playful Pitstop” and “Dopamine Hub.”

The two-day “happiness in the workplace” conference in September could easily be dismissed as a corporate fantasy. But the list of international companies present (Ikea, Lidl, Adidas, among others) shows that more and more companies are taking the issue seriously.

“We all know that happy employees are more productive, more creative and more motivated, and yet study after study shows that happiness levels at work are often very low,” says António Pinto, 26, founder of the conference.

Some companies are creating a role to solve the problem: the chief happiness officer.

Initially a mix of wellness manager, entertainment organizer and unofficial corporate advisor, the role of “CHO” began with a joking appearance. Google’s first candidate for the position in the early 2010s also liked to be known as a “Jolly Good Fellow.”

But research on positive psychology and employee performance shows a stricter logic behind boosting corporate joy

Workplace engagement is a favored indicator. On the happiness spectrum, nearly eight in 10 (77%) employees fall somewhere between discontent and actively resentful, according to Gallup’s latest global study. The cost in lost productivity is estimated at 8.8 billion dollars.

So if the problem faced by CHOs is quite obvious, what are their approaches to solving it?

Helen Lawrence, co-founder of advisory firm Happy Consultancy Group

Based in the UK, she says it’s important to set some conceptual parameters. “Happiness is a very subjective topic, with so many different definitions,” she says. “That is perhaps to be expected for such a broad topic, but it also fuels a degree of cynicism.”

Helen Lawrence is clear about what happiness is not: “drinking beer on a Friday” or “playing ping pong”

These may be important (providing moments of joy at work), but their impact, like their duration, is short-lived.

Instead, Lawrence points to deeper factors that drive psychological satisfaction, such as purpose, recognition, fulfillment, and belonging.

In particular, few if any are directly related to money, even though pay increases are often the preferred option for companies to please employees.

Similarly, Friday Pulse, a management tool that measures well-being, cites five fundamental pillars: connection, challenge, justice, empowerment and inspiration.

Being constantly friendly is not necessarily the prerogative of the effective CHO, Lawrence adds. People don’t need empty platitudes, but tools to stay positive and optimistic.

“In passive work cultures where no one wants to bother anyone, not only does nothing get done but problems are not solved,” she reasons.

Helen Lawrence is clear about what happiness is not: “drinking beer on a Friday” or “playing ping pong.” These may be important (providing moments of joy at work), but their impact, like their duration, is short-lived



Companies advised to abandon generic approaches to increasing happiness

Although benefits such as flexible working or subsidized gym membership are often welcomed. What makes us feel satisfied at work differs from team to team and individual to individual.


When Tobias Haug started as CHO at software company SAP’s European operations in 2018, he found a sales-focused environment characterized by high adrenaline and goal-driven pursuit. He quickly realized that free coffees and lunchtime yoga wouldn’t be enough.

Instead, it pushed a series of “microinterventions” to empower teams and improve morale, such as introductory courses to help new recruits put faces to names and asking teams to write down their new boss’s job profile when The position will remain vacant.

“SAP has 191 locations around the world. If all of this is run by a central team that wants to do everything the same, it quickly becomes generic and these local sensitivities are lost,” says Haug.

However, large organizations cannot expect to have a dedicated CHO at every location. Nuno Monteiro, human resources director at Mimacom, a Swiss software and consulting firm, suggests using local managers who know how their teams work. CHO’s job then becomes more about coordination, training and “spreading the message,” he says.

Arguably, a substantial part of a CHO’s role is being taken over by traditional HR departments.

Proponents say a designated function can unite these activities and give them a specific management focus.

“The CHO must include the issue of happiness on the management agenda. So when they ask questions like, ‘What do our employees really want?’ the CHO is there to answer,” says Monteiro.

But as most CHOs will attest, having “happiness” in the workplace can be a barrier to being taken seriously. SAP’s Haug dropped the moniker after a month and now calls himself “head of humanization business.”

“The title CHO works very well in cocktails . . . But the term has so many emotional connotations that most people don’t link it to delivering business value,” he says.

In Mimacom’s case, its first and only CHO, hired in 2022, lasted just one year before the company pulled the plug. In part, the company was consolidating, explains Monteiro. But, although management “liked the idea,” they did not include it in the “day-to-day agenda.”

Part of the problem is that happiness is a slippery metric to measure. It is very subjective and linking management interventions to individual or team results is tremendously difficult.

Friday Pulse proposes a list of 15 questions that result in an overall happiness score of 100.

They range from the general “How happy were you at work this week?” to the more nuanced: “Do you feel free to be yourself?” or “Do you feel that the work you do is worth it?”

Corporate happiness

Enthusiasts like Madalena Carey, who created Happiness Business School, an accredited training provider, in 2018, recognize that corporate happiness has a way to go before it receives the management attention they believe it deserves.

But Carey sees a change that gives him hope it will become a priority.

“Our grandparents worked tirelessly to ensure survival. Our parents worked tirelessly to maintain their standard of living,” she reasons. “Today’s generations have more opportunities, so they look for things like quality of life, purpose and meaning”




How Hiring a Chief Happiness Officer Can Save Your Business

The following contribution is from Skye Schooley, who is a Senior Principal Analyst and Trading Expert

Skye Schooley is an HR writer at and Business News Daily, where she has researched and written more than 300 articles on HR-focused topics, including HR operations, management leadership, and HR technology.

In addition to researching and analyzing products and services that help business owners run a smoother HR department, such as HR software, PEO, HRO, employee monitoring software, and time and attendance systems, Skye researches and writes on topics aimed at building a better professional culture. , such as protecting employee privacy, managing human capital, improving communication, and fostering diversity and culture in the workplace.

In recent years, workforce trends have changed in favor of employees, and a competitive salary is not the only thing workers expect from their employers; They also demand a workplace that cultivates a positive work-life balance.

They want to work for a company that aligns with their values and prioritizes their overall happiness and satisfaction. In fact, Indeed’s 2022 Workplace Wellbeing Report found that 46 percent of American professionals increased their expectations around workplace happiness that year alone.

If you shake your head and think that employees have become unnecessarily demanding, you might want to think again.

Although benefits such as flexible work or subsidized gym membership are usually well received. What makes us feel satisfied at work differs from team to team and individual to individual



Studies have shown time and time again that happy workers are good for business

If you hope to attract and retain top talent, employee happiness must be a priority. An effective way to ensure your staff is bright and happy is to hire someone dedicated to making it happen: a chief happiness officer.

What is a happiness director?

A chief happiness officer (CHO) is exactly what they sound like: a senior management executive whose only priority is making sure their employees are happy and satisfied with their roles, departments, and workplace.

With employees spending an average of one-third of their lives at work, it’s important that the employee experience involves more than just performing a task for a paycheck; It should also be a satisfying endeavor.

A CHO can take on a multitude of responsibilities to help achieve this, with the ultimate goal of maintaining a happy workforce.

Common CHO functions include the following:

– Survey and measure employee happiness among individuals, teams, departments and the company – Implement programs and activities that cultivate employee happiness and well-being.

– Train managers and supervisors on effective leadership [Learn how to evaluate leadership].

– Train employees in effective communication, conflict management and stress management.

– Work individually with employees to create personalized happiness strategies.

– Support and encourage the growth and development of employees.

– Address any areas of the business where employee satisfaction is not sufficient

Having “happiness” in the workplace can be an obstacle to being taken seriously. SAP’s Haug dropped the moniker after a month and now calls himself “head of humanization business.”



Problems with staff retention?

If your organization is struggling with retention, or if you simply want to improve employee well-being and company culture, hiring a CHO can provide many benefits.

How can a chief happiness officer help your company?

If you are unsure about hiring a CHO, make sure you truly understand how it can impact your business. These are some of the ways CHOs help the companies they work for.



  1. They improve employee motivation, performance and productivity.

The primary goal of a CHO is to improve employee engagement, happiness, and satisfaction. While this may seem like it only benefits the employee, it actually benefits your company as well. Happy workers tend to rank higher in terms of motivation, performance, and productivity.

Stress at work causes employees to have difficulty concentrating and lose motivation to perform at their best. Additionally, stressed employees are more likely to make mistakes and speak aggressively at work. With a CHO available to manage employee stress and satisfaction, employees are in a better position to perform well at the company. [Find out how stress affects productivity.]

  1. They reduce employee burnout.

Employee burnout may start slowly, but as it grows over time, it can become detrimental to your business. A CHO can work closely with each employee to help stop burnout. For example, they can ensure that workloads are fair and equitable, listen to employees as their professional and personal demands evolve, and support team members in times of need.

  1. They promote the health and well-being of employees.

Preventing burnout is one way to promote employee health and well-being, but a CHO can do much more than that. They can consult with workers to identify and provide the types of health benefits and supports they need to be physically and mentally healthy in the workplace. For example, a CHO could implement mindfulness meditation classes, exercise challenges, and other support programs. They strive to ensure that every employee feels valued and supported to achieve a positive work-life balance.

  1. They encourage the growth and development of employees.

Chances are good that you are already aware of the importance of growth and development to today’s workforce. Offering clear career development opportunities not only helps you retain top talent, but also develops your employees’ skills and molds them into the future leaders of your organization. A CHO focuses on maintaining high satisfaction among its workers, which includes putting them on the path to learning new skills and growing professionally.

For your information

A recent survey conducted by TalentLMS and Vyond revealed that 66 percent of American employees believe they need to develop new skills to be successful at work and 41 percent said they will look for another job this year if their company does not offer them career opportunities. training.

Enthusiasts like Madalena Carey, who created Happiness Business School, an accredited training provider, in 2018, recognize that corporate happiness has a way to go before it receives the management attention they believe it deserves



  1. They encourage teamwork and a positive company culture.

Relationships between employees and managers can have a lasting impact on the success of your organization. A positive workplace and company culture can drive high-quality results and greater innovation and efficiency. Instead of employees working in silos, your CHO can train staff on effective communication and collaboration strategies and facilitate programs and events that encourage teamwork.


  1. They reduce employee tardiness and absenteeism.

Employee tardiness and absenteeism have costly effects on a company’s productivity, morale, and resources. If a team member is consistently late or missing work, your CHO can consult with them to get to the root cause. Once you identify the reason for the problem, you can work together to find a solution. [Read related article: How to Stop Absenteeism in the Workplace]


  1. They increase employee recruitment and retention.

Employees want to work for organizations that prioritize their happiness, and increasingly so. Indeed found that “80 percent of job seekers look for information about employee well-being when considering a job opportunity.” That’s a lot of potential team members you could lose if you don’t demonstrate how you contribute to employee happiness.

Even if you manage to attract great employees without taking steps to foster their happiness, you probably won’t retain them for long.

According to Indeed, 20% of employees look for other jobs simply because they are unhappy at work; Other top reasons include lack of job satisfaction (24%) and feeling stressed at work (26%). These are all problems that a CHO can combat.


To reduce employee turnover, check out these reasons why employees quit and learn how to prevent them from doing so.


Should every company have a chief happiness officer?

As with most things in business, whether or not your company should have a CHO depends on the specifics of your organization.

Some people think that a CHO is an unnecessary title for responsibilities that have already been taken on by other members of the company (for example, the CEO or the director of human resources), but others swear that a CHO is critical to the company’s success. . The best staffing decision for your company will depend on your organization’s specific goals and resources.

For example, small and large businesses that have the capital to hire additional employees can benefit from having a high-level executive dedicated to maintaining employee happiness. This is especially true for organizations with business values focused on the employee experience.

However, if you’re running a lean startup, you’re probably faced with the fact that each of your employees wears multiple hats and you don’t have the capital to hire a well-paid leader who focuses solely on employee happiness. In this case, it remains essential that employee happiness is a priority; You will just have to distribute the related responsibilities among other managers or take them on yourself.

Bottom line

If you want to remain competitive in today’s workforce, it’s essential that you have someone actively managing employee happiness, but it’s up to you whether it’s a chief happiness officer or someone else.

If you hope to attract and retain the best talent, employee happiness must be a priority. An effective way to ensure your staff is bright and happy is to hire someone dedicated to making it happen: a chief happiness officer.



Which companies have a happiness director?

The CHO position has gained popularity in recent years. In particular, some of the organizations that have been successful in implementing this type of feature are renowned companies.

Below are some well-known companies that have dedicated staff focused on employee happiness and well-being, although not all have the title of “chief happiness officer.”

– Airbnb: Global Head of Employee Experience

– Coca-Cola: Benefits Manager and – Deloitte: Wellness Director

– Ernst & Young: wellness director

– Google: happiness director

– Mount Sinai Health System: Chief Wellness Officer

– Rakuten: chief wellness officer

– Salesforce: Senior Vice President of Employee Success

– SAP: Happiness Director

– Siemens: Head of Wealth and Wellbeing

– TikTok: Global Wellness Program Manager

– Unilever: director of health and well-being

The continued success of these companies is proof that investing in the happiness and well-being of your employees can pay off.

How is employee happiness measured?

Regulating employee happiness should be an ongoing task, and it is vital to formally measure and evaluate employee happiness at least once or twice a year to know how your company is doing and where adjustments are needed. Below are some methods to measure employee happiness.

Ask your employees. If you want to dig deeper into the nitty-gritty of employee happiness, just ask

Your CHO and other company leaders can get consistent employee feedback through multiple channels, such as regular one-on-one check-ins, recurring team member surveys, and anonymous feedback forms.

Giving team members multiple outlets to express how they feel will put you in the best position to identify what is working and what isn’t.

Observe your employees. You can also measure employee happiness by observing your workers.

High levels of employee productivity, good performance, and positive attitudes can be clear indicators of overall happiness. Happy staff members tend to have higher performance levels and cheerful behaviors.

Track workforce trends. Another benchmark a company can use to measure employee happiness is attendance and retention.

Some questions to ask yourself

– How often do workers arrive late, be absent, or resign from your organization?

– Is only a specific role or department affected, or is it a company-wide trend?

Tracking employee attendance and turnover numbers can give you detailed insights into happiness trends as your organization evolves.

Using some combination of these methods should give you a complete picture of how happy (or unhappy) your employees are.





This contribution belongs to the HEC Paris website, one of the best business schools in the world, it is a leader in research and education in management sciences.

What do SAP, Amazon, Google and Airbnb have in common? They have all added a CHO, or Chief Happiness Officer, to their executive ranks in response to growing evidence that happy workers are more productive, efficient and engaged.

Although there is no universally established definition of their role, CHOs are essentially responsible for the overall happiness of the company.

Focusing on employee happiness, a mutually beneficial practice for both companies and employees, is not just a trend, but ultimately a long-term investment that makes real business sense.

Given that employees spend an average of a third of their life at work, it is important that the employee experience involves more than just performing a task to receive a salary; It should also be a satisfying effort





Over the past decade, statistics on employee unhappiness have been sobering.

Over the last decade, employee engagement has been a growing concern

A recent Gallup study revealed that 59% of employees show signs of “silent resignation,” characterized by a lack of commitment and minimal effort in their roles.

Additionally, 18% of the workforce is “actively disengaged” and openly expressing dissatisfaction with their work. This worrying trend reflects a decline in employee motivation and engagement, highlighting the urgent need for intervention.

Recent data from a survey of 67,000 employees further emphasizes this issue. While nearly 32% of respondents showed signs of engagement at work, an alarming 18% were actively disengaged. Particularly noteworthy is the fact that the ratio of engaged and actively disengaged employees in the United States has reached its lowest point since 2013.

These statistics underscore the critical importance of organizations reevaluating their employee engagement strategies. It is imperative that companies prioritize initiatives aimed at fostering a positive work environment and fostering employee satisfaction. Failure to address this issue could have detrimental effects on productivity, morale, and overall organizational success.

Therefore, many companies have decided that the most effective way to develop the happiness factor in the workplace is to appoint a Chief Happiness Officer.

While traditional HR departments are primarily responsible for employees’ administrative and training needs, chief happiness officers focus on more personal team values, such as satisfaction and future goals.

By going beyond core values like fair wages and good working conditions, CHOs help employees feel fulfilled by connecting their personal achievements to the company’s broader vision. By fostering more personalized social, growth and empowerment opportunities, CHOs enable employees to actively support the company through more defined, and therefore more achievable, shared successes and goals.



Attract the right talent

In the age of company review sites like Glassdoor, prospective employees can now gain valuable insights into employee happiness at specific organizations before applying. Therefore, companies that earn positive reviews from satisfied workers are in a much better position to attract top talent.

Identify and resolve weak points

Having a dedicated CHO can help companies identify and resolve specific employee issues. CHOs can share this information and work directly with other internal stakeholders to find the best solutions and focus on continuous improvement.

Personalized learning programs

In response to evolving skills demands, 75% of companies are investing in personalized learning programs. These initiatives not only enhance employee skills but also demonstrate a commitment to individual growth and development. Support from management to encourage skill acquisition further reinforces a culture of continuous learning and career advancement.

Common functions of CHO include the following: Survey and measure employee happiness among individuals, teams, departments and the company and implement programs and activities that cultivate employee happiness and well-being




Human connection and well-being

Employee happiness is intrinsically linked to human connection and well-being. Recent survey results highlight the importance of close relationships, physical health, and emotional well-being in fostering happiness at work. Companies that prioritize employee health and offer work-life balance support are better positioned to attract and retain top talent.

Productivity through personalization

Employees spend as much, if not more, time at work than at home, but work environments don’t always reflect this reality. By not only allowing employees to personalize their workspaces, but also actively incentivizing them, companies can motivate them to invest more time and energy in their work.

Teamwork makes the dream work

Connecting the dots between teams, cross-functional departments, and leaders is the most effective way to foster authentic relationships and a shared vision. CHOs can encourage this behavior through company-wide talks, events, and workshops that leverage the collective talent and knowledge of everyone in the organization.


As Google’s Chade-Meng Tan said: “Enlighten minds, open hearts, create world peace.” This powerful sentiment sums up the essence of prioritizing employee happiness in the workplace. As challenges such as new technologies, social changes and environmental conditions reshape the employment landscape, the role of the CHO becomes even more vital. They serve as catalysts for positive change, guiding organizations toward a future where employee happiness is not just a goal, but a fundamental pillar of success.

Inspired by the words of Google’s Chade-Meng Tan, we recognize the profound impact that enlightened minds and open hearts can have in creating a workplace culture where peace and prosperity flourish. To take your organization’s commitment to employee happiness to the next level, consider enrolling your leaders in our Leadership for Executives program. Designed to equip C-suite executives with the skills and mindset needed to excel in today’s dynamic global business landscape, this immersive training experience will empower your leaders to meet challenges with grace and resilience.




Raising Employee Morale: The Indispensable Role of the Chief Happiness Officer in Strategic Human Resource Management

Strategic HR Management Guide

Welcome to HRM Guide, your trusted resource for knowledge in the field of human resources. We understand the complexities and nuances of HR and offer a comprehensive set of resources designed to help professionals navigate and thrive in this critical field.

The role of the Chief Happiness Officer (CHO) is gaining prominence in the dynamic HR landscape, serving as a catalyst for cultivating employee positivity and satisfaction. While there is some criticism that a CHO alone can fundamentally transform corporate culture, the role of the CHO undoubtedly aligns with HR’s strategic goals of fostering an engaging and inclusive work environment.

Some key questions

Why is the role of the Chief Happiness Officer important?

Is the role of the Chief Happiness Officer controversial?

How to make the Chief Happiness Officer a success?

The main objective of a CHO is to improve employee commitment, happiness and satisfaction. While this may seem like it only benefits the employee, it actually benefits your company as well



Positive conclusion

It is an evolving function that sits at the intersection of human well-being and productivity and strives to provide employees with a tangible experience of the organization’s culture. However, its success depends largely on the unique organizational culture and the sincerity with which wellness initiatives are managed.

CHOs as professionals continually redefine what it means to maintain a vibrant and productive work environment; The CHO’s role focuses on cultivating an atmosphere that promotes employee satisfaction and, subsequently, business success.

Why is the role of the Chief Happiness Officer important?

A CHO is largely responsible for ensuring that the happiness quotient remains high in the organization. It sounds utopian, but according to a study by the University of Warwick, happiness makes people around 12% more productive.

Chief Happiness Officers are recognized for their transformative roles as agents of change within organizations. Taking the reins of positivity, they go beyond the quintessential elements of Human Resources, transcending functional requirements to establish an emotionally nourishing, engaging and inclusive work environment.

Chief Happiness Officer: Why is SHRM’s role critical?

Rather than simply addressing routine practices, CHOs spearhead initiatives that promote mental well-being and emotional health. They champion a supportive atmosphere that recognizes and addresses the holistic needs of employees, leading to a workforce that feels valued, heard and appreciated.

At the heart of this transformative role is a strategic approach that aligns with both the organization’s vision and the practical goals of the HR department. CHOs work tirelessly to strengthen talent retention by fostering an environment that employees truly appreciate and feel connected to.

The ripple effect of such an environment has strong links to increased productivity, a core goal shared by organizations globally. Simply put, when employees are happy and feel cared for, their performance and commitment to their roles increase significantly.

In the grand scheme of things, the CHO’s role contributes to achieving the overall success of the organization. By actively cultivating a work environment that promotes happiness and inclusion, CHOs indirectly drive the engine of continuous growth and improvement.


The work of a CHO thus emerges as a common thread that unites the individual and collective aspirations of the workforce, improving employee satisfaction and inevitably leading to stronger organizational performance. This is the essence of HR’s strategic role in forging a path to the overall competitiveness and success of the organization and its invaluable human resources.

The CHO is often instrumental in implementing regular happiness audits, seeking ongoing feedback, and directing employee-focused initiatives. They lead by example, champion positivity and practice empathetic leadership. A Forbes report indicates that companies with a positive culture have a 65% increase in their stock price in three years.

The role of the Chief Happiness Officer has a surprising influence on the work culture of an organization

The primary responsibility of a CHO lies in facilitating an environment imbued with positivity, thereby cultivating an inclusive and broad-based ethos that permeates all strata of an organization.

The magnitude of such an environment not only elevates the overall workplace environment, but also forms the basis for high morale and collaboration. In driving this positive cultural change, CHOs work assiduously to create a harmonious, affirming and stimulating atmosphere, thereby dramatically contributing to improved productivity levels.

Beyond mere productivity, a CHO’s role also intersects with fostering healthy work relationships. These officers understand that human connections are the lifeblood of an effective team and act as catalysts for mutual respect, understanding and appreciation.

Enriched with these qualities, healthy workplace relationships empower employees and foster a sense of belonging within the organization. Ergo, a CHO is not only a harbinger of positivity, but also a facilitator of positive interpersonal connections that contribute to a vibrant and productive work environment.

Incorporating such roles and strategies in human resource management signifies the growing importance of emotional intelligence and networking in today’s business environment.

Preventing burnout is one way to promote employee health and well-being, but a CHO can do much more than that. They can consult with workers to identify and provide the types of health benefits and supports they need to be physically and mentally healthy in the workplace



Is the role of the Chief Happiness Officer controversial?

However, critical views have emerged regarding the effectiveness of this role. Cynics argue that a CHO cannot change a fundamentally toxic corporate culture, particularly if the problem comes from senior management.

The rise of the Chief Happiness Officer has been met with some skepticism, as critics have raised cautious concerns about possibly promoting “false happiness”.

Cynics argue that the intention to promote a happiness-focused culture, although well-intentioned, can inadvertently lead to a suppression of employees’ authentic emotions.

As humans, we experience a range of emotions, and not all of them can or should be classified as positive. Placing too much emphasis on happiness could create an environment where employees feel pressured to mask their true feelings, leading to superficial acting and emotional labor.

If this were to occur, the effects on an organization’s culture could be paradoxical. By striving to cultivate positivity, a CHO may unintentionally produce an atmosphere of inauthenticity and concealment. Employees may become reluctant to share their frustrations, insecurities, or challenges for fear of appearing unhappy.


This could lead to a counterproductive scenario where critical feedback and opportunities for improvement are overlooked, leading to reduced productivity, low morale, and possible burnout.

How to make the Chief Happiness Officer a success?

On the other hand, advocates argue that the CHO’s role is more paramount than ever, given the increased emphasis on holistic employee satisfaction and engagement in a post-pandemic world. They emphasize translating the cultural code available on paper into a tangible experience for each employee.

Therefore, the success of a CHO lies in its ability to foster organic and genuine happiness, rather than implementing superficial and temporary solutions. Fostering true happiness is not about bubbly exuberance at all times; rather, it is about cultivating a supportive and understanding environment where all emotions are recognized and employees feel heard, valued and respected.

Efforts should focus on the holistic well-being of employees, taking into account both the inevitable ups and downs in everyone’s professional lives.

The CHO’s ability to weave a culture of openness, empathy and compassion is instrumental here. They must actively encourage authenticity among employees, fostering a culture that not only tolerates but appreciates honesty when expressing emotions.

This approach has the potential to strengthen trust within teams, deepening connections between employees and with the organization itself. Ultimately, the CHO’s role should revolve around fostering a genuinely happy and healthy environment, instilling long-term resilience that benefits both individuals and the organization as a whole.

At HRM Guide, we recognize the diverse perspectives on roles like CHO. Recent years have seen an exciting shift in HR strategies (read more in the HR Function section), and organizations are increasingly realizing that happiness and wellbeing contribute significantly to productivity and overall performance.

Offering clear professional development opportunities not only helps you retain top talent, but also develops the skills of your employees and turns them into the future leaders of your organization


Positive conclusion

Ultimately, the success of the Chief Happiness Officer role will depend on the specific organizational culture, the authenticity of the CHO, and the sincerity with which wellness initiatives are implemented and managed.

Like all HR functions, it will require strategic thinking, leveraging people-centric pulse points and the agility to embrace change – crucial principles supported by #HRM Guide across its offerings.

Although still in its nascent stage, the role of Chief Happiness Officer presents a fascinating case study in the evolution of modern HR. As with any new role, you will undoubtedly adapt and flex to establish your place in the organizational hierarchy.

Whether this becomes a pillar of the evolution of our workplaces is a chapter that has yet to be written in the landscape of strategic human resource management.






This contribution belongs to Zoe Talent Solutions, a training center in Dubai, United Arab Emirates, which defines its vision and mission as follows:

Our vision:

Empower organizations through their human capital, providing high-impact quality consulting and training solutions personalized to their needs to help them achieve excellence in their businesses.

Our main purpose – Our Mission:

Help our clients with talent management strategies that will optimize the performance of their people to achieve individual and organizational success.

What does a Chief Happiness Officer actually do in an organization?

The concept of a “happiness manager” has become increasingly common as the popularity of mindfulness and positive psychology has increased.

The term is used so frequently that many people need to know exactly what a chief happiness officer is or what their job entails. In this post, we will outline the responsibilities and duties of the chief happiness officer and explain what a chief happiness officer does in a company.

The role of the chief happiness officer

– Promote and improve employee satisfaction and well-being within the organization.

– Work closely with senior management and human resources to identify and address issues that impact employee happiness and engagement.

– Develop and implement strategies to improve the overall work experience, such as improving work-life balance and promoting a positive company culture.

– Measure and track the success of initiatives aimed at improving employee happiness and satisfaction.

Report on overall staff happiness and satisfaction

– Contribute to a more positive business culture by promoting happy and satisfied employees, who tend to be more productive.

– Collaborate with other departments and teams to identify and address any barriers to employee happiness and engagement.

Develop and implement employee engagement programs and initiatives

Such as employee recognition programs, employee resource groups, and team-building activities.

It will also do the following:

– Foster a positive and inclusive company culture that values and supports the well-being of all employees.

– Identify trends and patterns in employee feedback and use that information to inform and improve company policies and practices.

– Participate in the development and implementation of diversity, equity and inclusion initiatives throughout the company.

– Stay up to date on best practices in employee engagement and well-being and share that knowledge with the rest of the organization.

How to find and hire a happiness manager

Instead of employees working in silos, your CHO can train staff on effective communication and collaboration strategies and facilitate programs and events that encourage teamwork



How to find and hire a happiness manager?

A recent addition to the staff is the Happiness Officer. It is a prominent position in your company. He needs help managing this new person because he doesn’t have a direct report.

The need for a happiness officer is obvious. You are aware that your company needs one.


How do you locate and recruit one and what does it mean?

Before you can locate a happiness officer, you need to keep a few things in mind. You must first be aware of the duties of the position. Assisting in employee happiness should be the responsibility of the person responsible for happiness.

This requires them to ensure that no one is unhappy and help employees feel happy. Additionally, they must ensure that there is sufficient job satisfaction.

The company recently hired a happiness manager. They occupy an important position in your company. They are usually the executive director of the department or the head of a division. Making sure everyone is happy is your responsibility. They are the first person to go to for any problem that arises at work.

You will need a “happiness coach” and someone who can help you develop your leadership. You’ll need someone to help you strengthen your ties with your staff members and someone who can explain how employee satisfaction affects business performance. He will also need help to make sure he is happy.

The Happiness Officer is also in charge of helping the team increase productivity. To ensure that changes are well received, they do this by keeping the team informed about changes in the workplace.

Additionally, they ensure that the team receives accurate information from the corporate hierarchy. To ensure that everyone in the organization is working towards the same goals, the Happiness Officer works closely with the leadership group.

Why is it important to have a chief happiness officer?

Chief Happiness Officers (CHOs) are executives who are in charge of the overall well-being of the workforce they supervise. They make sure their staff members are happy and satisfied.

  1. A CHO is a great idea.

It’s generally a good idea to have a boss who can foster happiness and help workers feel satisfied with their jobs.

  1. CHO helps increase employee loyalty.

If workers believe that their boss cares about them and their well-being, they will be more committed to the company.

  1. A CHO will help you improve the quality of your organization.

You can improve the work environment if you can create strong bonds with your employees.

  1. CHO will help you make sure your employees are satisfied.

Making sure your staff are happy is crucial. Otherwise, they might leave the company or work less.

They increase the hiring and retention of employees. Employees want to work for organizations that prioritize their happiness, and increasingly so. Indeed found that “80 percent of job seekers look for information about employee well-being when considering a job opportunity.”



  1. A CHO will help you make sure your employees feel valued.

By allowing your employees to express their ideas, you can show them your appreciation for their work and efforts.

  1. CHO will help you improve your relationships.

If you can talk to them and cooperate with them, your connections with your staff will improve.

What are the benefits of having a chief happiness officer in a company culture?

  1. The idea of Chief Happiness Officers (CHO) is recent. The concept, however, is not new. It’s been around for a while.
  2. In the 1930s CHOs were introduced. At that time they were known as “human relations directors.” They were used to boost morale and help companies cope with difficult times.


  1. CHOs have become much more than this in the present. They are increasingly used to help businesses with a variety of problems. They can be used, for example, to address issues such as workplace bullying.
  2. A corporation might decide to hire a chief happiness officer for several reasons. A company may want to improve its staff. Or maybe you want to lift your spirits.
  3. CHOs are also used to address organizational culture. They could help improve corporate culture. This may involve promoting positivity and communication between people.
  4. It is essential to understand that a happiness director and a “happiness consultant” are two different roles. A happiness consultant works with companies to improve their cultures. A chief happiness officer helps organizations improve their cultures and happiness levels.
  5. It is essential to keep in mind that a chief happiness officer is not a human resources employee. She is someone whose attention is diverted from employee benefits. A chief happiness officer is someone who can help organizations improve their cultures and make workers happy.
  6. By encouraging employees to be honest with each other and pushing them to be happy, a chief happiness officer can help companies improve their cultures.
  7. A company can hire a chief happiness officer in several different ways. It could be someone who works full time, for example. Or it could be a person with a part-time job.
  8. A chief happiness officer consultancy is another way for a company to hire a chief happiness officer. A company that employs a chief happiness officer but does not do any work themselves is known as a chief happiness consultancy. Instead, offer the services of a chief happiness officer.

How can a Chief Happiness Officer help employees and leaders improve their productivity?

According to a new survey from the Happiness Research Institute, only 3% of leaders are happy. That’s bad for the company and the employees. The HR specialist is responsible for ensuring that each employee has a satisfactory work experience.

A chief happiness officer ensures that all employees are treated fairly and with respect to make an organization a happier place to work. This is achieved by promoting a culture of enjoyment.

All employees receive respect and decency, thanks to the human resources specialist. It is essential to ensure that staff members have a sense of community. The task of fostering happiness at work falls to a chief happiness officer. This requires them to have good listening skills and understand the needs of their employees.

The overall morale of the company is the responsibility of the HR professional. Making sure staff members are happy and valued is part of the job. For this reason, the chief happiness officer is known as a happiness officer.

An organization’s culture can be improved with the help of a chief happiness officer. This is achieved by allowing them to identify the difficulties that make them unhappy and then discover how to solve those problems.

The chief happiness officer also works with leaders to help them be more effective and help them develop their leadership skills.

The organization can achieve its goals with the help of a chief happiness officer. They can help the company create a plan to increase employee happiness and productivity.



Causes of unhappiness in your organization

Main causes of unhappiness in your organization

The top reasons for job discontent, according to a recent Gallup poll, are listed below. According to the report, employee dissatisfaction is due to a lack of commitment, caused by high levels of stress, lack of autonomy and lack of support. These three elements work together to produce a poisonous workplace.

This may be a result of the requirements or nature of the job, but it may also be a result of the person not finding the job difficult enough. This could be due to working too many hours, not having enough discretion, or putting too much emphasis on work rather than interpersonal relationships. In this case, the employee has little autonomy.

Employees who work in difficult environments must rely on help from others, which makes them feel less in control of their own lives.

The inability to manage one’s life can cause stress and sadness. Even happy people can experience stress. You must believe that you are in charge of your life if you want to be happy. If you have no control over your life, you are miserable.

According to Indeed, 20% of employees look for other jobs simply because they are not happy at work; Other top reasons include lack of job satisfaction (24%) and feeling stressed at work (26%). These are all problems that a CHO can combat



Stress is the antithesis of happiness

Stress results from not having control over your life. Your stress level will decrease as you gain more control over your life.

The study also found that having a high degree of commitment increases the chances of success. High levels of engagement increase a person’s likelihood of productivity, creativity, and innovation.

Additionally, they are more likely to be committed to the company. They are more likely to stay with the company, so this is important. It is essential to maintain employee satisfaction. The best method to keep them interested and dedicated to the company is to do this.


In conclusion, the chief happiness officer is in charge of making sure that all employees are happy, successful, and happy. They must also foster an atmosphere of joy and optimism within the company.

To ensure that workers are happy and motivated, the company should develop the role of Chief Happiness Officer. They wanted to make sure they had someone who was responsible for ensuring that each employee was happy with their life and employment.




10 Simple Ways to Increase Happiness at Work

This contribution is by Aurelie Litynski who is a happiness at work expert, Tedx speaker and founder of Happitude at Work. She is passionate about employee engagement, positive psychology, and transforming the workplace through happiness.

Happiness is not a topic that comes up enough at work. Many companies and leaders feel that it is unprofessional to talk about “happiness.” We need to change that! Multiple studies have shown that our well-being and positive emotions have a great impact on us at work.

We are more creative, engaged, productive, motivated, open to new things, and more likely to stay at our companies longer.

The list goes on! If we practice enough, we can train our brain to see the positive before the negative. By becoming more aware of our own happiness, we can take steps to increase those feelings of positivity.

In celebration of International Happiness at Work Week (September 19-25), we asked Happiness at Work expert and founder of Happiness at Work in Switzerland, Aurelie Litynski, to share 10 simple ways to increase your happiness at work and that of your colleagues.

  1. Reflect on what you need to be “simply” a little happier

Your happiness is your own responsibility. You need to know your own happiness drivers at work. Take the time to ask yourself some introspective questions:

What motivates me at work?

What really makes me happy in my job?

What were you doing the last time you were really happy at work?

Once you understand these things, you’ll know what you need to do to improve your happiness. If you’re not sure how to get started, check out Aurelie’s 100,000-view TEDx talk, where she explains the entire process of discovering the factors that drive happiness at work: “How to Be Truly Happy at Work.”

  1. Show more gratitude at work

Expressing gratitude at work improves happiness, relationships, and increases self-esteem.

It’s important to spend some time thinking about what you have and what you’re grateful for, especially the little things you normally take for granted. Make a list of all the things you’re grateful for at work, start a gratitude journal, and share what you’re grateful for with your colleagues.

  1. Spread happiness: emotions are contagious!

Surround yourself with positive people and inspire others to be happier. Maybe that means smiling more at your teammates, spending a coffee break with your favorite teammate, hosting a surprise meeting for your team, or giving more positive feedback.

We’ve all experienced a positive energizer around us: these people who walk into a room and make it shine. Everyone is filled with energy, enthusiasm, inspiration and connection.

Try to be a positive energizer and inspire others to follow you on your journey to happiness. But don’t get me wrong: the goal is not to fake positivity, but to be authentic in your behavior.

  1. Start a meeting with positivity

Did you know that starting a meeting with positivity will make your meeting more productive? Participants will feel positive emotions and will be more creative, motivated and committed.

Here are some ideas to start your weekly meeting: Host an icebreaker activity, start with a round of recognition, celebrate small victories, or play a quick game.

  1. Show your appreciation and send your encouragement to someone who needs it.

Simple words can make a big difference. Let your colleagues know you appreciate them by thanking them and recognizing their contributions. You can say:



– Thank you for your hard work

– I really value your contribution

– You did very well today.

– I appreciated your help during the meeting.


If you see that someone is struggling or facing a difficult task, offer them some words of encouragement such as:

– You can do it!

– I believe in you!

– You’re going to be great!

– You’ll shake it!

Regulating employee happiness should be an ongoing task, and it is vital to formally measure and evaluate employee happiness at least once or twice a year to know how your company is doing and where adjustments are needed



Try happy cards. It’s a quick and easy way to show recognition, give positive encouragement and give feedback.

These cards are a fun way to surprise your colleagues.

  1. Celebrate your regular victories

Ask your colleagues to share their recent achievements and create a “success wall” to post them. These successes can be big or small, but encourage them to keep them simple. This is a great way to make your team realize how many wonderful things you’ve actually accomplished, even if you haven’t thought about it lately.

  1. Ask yourself: What am I looking forward to at work right now?

It’s a powerful question to start your day or week with positivity.

You may be looking forward to:

– a meeting with your team

– a specific meeting

– a 1:1 coffee chat with your favorite colleague

– the end of a project

By saying it out loud and with other people, you may enjoy it even more when it happens.

  1. Ask your colleagues to share highlights from the week.

Try this with your colleagues in meetings and do it yourself at the end of the day. It can help you reduce your negativity bias and remember all the little things that have made you feel good today or this week.

We tend to remember more negative experiences than positive ones, so we need to hack our brain to remember the positive things that happen. It’s a wonderful question to ask at the end of the week’s team meetings.

  1. Take care of YOUR happiness at work

Happiness is a skill we can all learn and there is always potential to work on it. We can all do something to improve our happiness and improve our workplace. Like any other skill, it needs to be practiced to maintain it.

Make sure you work on your own happiness. Do things that make you happy, ask yourself the right questions, surround yourself with people who make you feel good. Take steps to improve your happiness if necessary.

  1. Spread awareness about Happiness at Work within your team

Companies need to create a safe environment where employee happiness is part of the company culture and not just an exception.

Luckily, there are many ways to implement strategies to maximize happiness at work. Start by sharing this article or hosting a webinar, workshop, or entire program on this topic.

Help increase your happiness and job satisfaction at work with a mentor, apply for the Girl Factor Mentoring Program here.



What is a director or happiness director and what does he or she do?

This contribution belongs to Dr Valeria Lo Iacono, she is the owner of Symonds Research Training Materials and has been involved in education for over 25 years, having taught at the University of Bath, Cardiff Metropolitan University and the University Hankuk (Korea). With a PhD, she has worked as a researcher (University of Exeter) and has many years of industry experience, including in management roles at Cardiff University. She now creates teaching materials for training courses.

What is a happiness manager at work?

A manager or happiness officer is someone who helps create a positive work environment and improves employee morale.

Happiness managers typically have a deep understanding of what makes people happy and engaged in their work.

They use this knowledge to develop programs and initiatives that will improve employee satisfaction and productivity.

Happiness managers often work closely with other members of management to ensure that the company’s culture and values are aligned with its goals.

They also work with employees to identify areas where they can improve their satisfaction.

Instead of focusing on making employees happy, the role can sometimes also be customer-facing, in which case you will be a “customer success manager” or a “customer happiness manager.”

Generally, the goal of a happiness manager is to create a positive, productive work environment and/or a positive impression on clients and customers.

Benefits of having a Happiness Manager and how it can help your company

While the role of a happiness manager is still evolving, it’s clear that she plays an important role in helping businesses succeed.

Improving employee satisfaction can help increase productivity and reduce turnover, and a happiness manager can play a vital role in closing this gap for you as a business by driving employee satisfaction.

Other benefits of having a happiness manager include:

– Improved employee engagement and productivity

– One of the key benefits of having a happiness manager is that it can improve employee engagement.

– When employees feel more connected to and happier with their work, they are more likely to be productive and engaged overall.

– Improved satisfaction in the workplace

– When employees are happy with their jobs, they are more likely to stay.

This can lead to increased workplace satisfaction and decreased turnover rates.

Greater creativity and innovation

Happy employees tend to be more creative and innovative.

If your workplace encourages creativity and innovation, having a happiness manager can spark even better ideas on your team.

Better customer service

When employees are happy, they are more likely to provide better customer service.

This is because they will be more committed to their work and will want to help customers in any way they can.

How often do workers arrive late, be absent or resign from your organization? Is just a specific role or department affected, or is it a company-wide trend? Tracking employee attendance and turnover numbers can give you detailed insights into happiness trends as your organization evolves



How to create a Happiness Officer role and what training to provide

If you’re looking to create a new role for one of your current employees to become chief happiness officer, there are certain themes that lend themselves particularly well to shaping this role. These topics include the following:

  1. Emotional Intelligence

Having skills and a strong understanding of emotional intelligence is invaluable to you if you plan to take on the role of happiness officer.


As someone who will seek to make others happy and content in the workplace, emotional intelligence will allow you to help teach and train other employees on how to:

– Better manage stressful situations and manage your own stress at work

– Improve your own communication skills and as a result, have a better relationship with your colleagues.

– Be more motivated and enjoy work better.

– Get along better with colleagues

Additionally, emotional intelligence will help you:

– be a good listener and support

– Help manage conflicts and find positive results for others.

– Be open to others and interested in other people.

  1. Inclusive leadership

A sure way to help keep staff happy is to improve the way colleagues include others in the workplace.

Whether you yourself need to find innovative ways to ensure everyone feels included or you need to train managers to properly understand the importance of inclusive leadership and key techniques, this is a vital topic area to consider.

Inclusive leadership aims to make all employees feel more included, regardless of their age, background and disability, to make the workplace more equal for everyone.

As responsible for happiness, promoting inclusive leadership by introducing training to managers is a positive way to provide benefits to all employees.

Inclusive leadership, in essence, helps promote:

– A happier and more engaged workforce that feels included and not isolated

– Employees who work better together and are therefore happier

  1. Employee motivation and commitment

As a happiness manager, you need to make sure you have a good understanding of the techniques related to how to engage employees and how to motivate them.

Motivated employees who enjoy going to work and enjoy the challenge of their job are typically much happier than those who dread going to work and lack motivation.

  1. Certificate of Business Happiness

You can also choose, if you wish, to follow the route of obtaining a ‘Happiness Manager Certificate’ like the one offered by Madalena Carey.

Madalena focuses on providing training for the corporate world and has developed a course that you can take in person or at one of her regular events around the world.

Over the last decade, employee engagement has been a growing concern. A recent Gallup study revealed that 59% of employees show signs of “silent resignation,” characterized by a lack of commitment and minimal effort in their roles



  1. Stress management training

Stress Management Workshops

If you can help employees, including managers, understand basic techniques for managing stress in the workplace, it will be a great way to help make everyone happier and more at ease.

Stress management has numerous benefits and these include:

– Improved mental well-being and general health of the employee.

– More motivated and happy employees

– Reduction of employee absence levels.

– Fewer mistakes in the workplace

– Staff work better in teams.

It’s also worth considering helping employees with work crafting, as a way to help reduce their stress.


  1. Mindfulness for employees

As you strive to help employees become happier, wellness and health is a key area that can be extremely helpful.

Consider a course like Introduction to Mindfulness or Mindfulness for Busy People that teaches staff basics such as:

– Basic meditation techniques for beginners.

– How to appreciate simple things

– How to be a more positive thinker

– How to get along better with other people

You can take a short 2-hour Mindfulness Trainers course

How to become a happiness manager

If you have your heart set on being a happiness manager, there are a few things you can do to move into this area of work:

  1. Search for an existing position

The easiest way is to search Google for existing opportunities.

However, you may need to do a specific search by adding quotes around the term “happiness officer.”

Then I would search, for example, for terms like the following:

“Happiness Officer” Jobs

“Customer Happiness Officer” Vacancy

  1. Develop the necessary basic skills

In the previous section, I mentioned an example of some of the basic skills you will need to be an effective happiness officer.

Other topic areas also include:

Time management: Learning to free up time for work and important, positive things can be a huge help.

Empathy skills

Good communication skills

Training in cultural awareness.

Problem solving skills

  1. Raise awareness among companies about your role and how you can help them

Another way to find that position is to start marketing yourself as responsible for happiness (provided, of course, you have the necessary skills).

You may have held a similar role at a previous company or at your current job, but your job role may have been called very differently.

In fact, there is a lot of crossover between the tasks one might often perform in an HR role and what a happiness manager does.

Reworking and revamping your CV and LinkedIn profile, for example, can help you develop an opportunity as a happiness officer.

What responsibilities and job tasks does a Happiness Officer typically perform?

Whether you are looking for a position or hiring a happiness manager for your business, here is an example of the typical tasks involved in this job position:

– Provide training to employees and managers to improve their understanding of topics such as communication, personal well-being, empathy and how to work with others.

– Look for methods and ways to improve the atmosphere and general environment of the workplace (including the physical environment; see also the post on plant life at work).

– Help onboard new employees to ensure turnover is reduced (as new employees otherwise very often leave within the first ninety days)

– Help build team unity, for example through team-building events and training.

– Help reduce conflicts that exist or occur in the workplace and train managers in conflict resolution.

– Teaching about employee engagement


This information has been prepared by OUR EDITORIAL STAFF