culture-branding
The what, why and how of hiring a 'Director of Happiness'
Rachel Hill
HireHive
Rachel Hill
HireHive
Rachel Hill
HireHive
Rachel Hill
HireHive
Recently, I came across the job title Director of Happiness and I was puzzled.
What is that? Is that someone whose job is to improve the happiness levels at companies? Again, I was confused. But the more I thought about it, the more it made sense. Sure, that exact job title may not have been around a few years ago, but there is certainly a need for it now with mental health, employee engagement and retention being top priorities in HR.
And why shouldn’t there be a role dedicated to happiness in the workplace? People spend most of their life working - at least 40 hours of their week if not more; employees should be content in some shape or form. After all, the more effort an organisation makes to keep its employees happy, the happier employees are. Plus, they are far more likely to engage more and stay with the company longer. It’s a win win for both sides really.
First of all, it is not their job to keep people happy 24/7. Frankly, it is impossible for people to be happy 100% of the time. Their role, that is not necessarily a completely new role is like a HR Manager with additional special features. According to Mallory Bartz, it is the job of a CHO to create work environments where freedom can exist and flourish. This means allowing employees to be themselves and fulfil their personal aspirations.
Kiera Lawlor, Director of Happiness at Social Chain, supports the above points and adds that it is her duty to create a fun and enjoyable workplace for staff. She also enforces celebrating all staff achievements, both personal and professional, no matter how big or small. Other important aspects of her job include organising group activities, arranging classes on valuable life skills and creating welcoming spaces that encourage creativity.
[caption id="attachment_12308" align="aligncenter" width="620"]
Social Chain strive to create happiness in the workplace.[/caption]
So if the term CHO didn’t really exist a few years ago, why is it more common now? Social Chain believe the role is essential in retaining the ‘specialness’ of millennial employees. The sensitivities that millennials are often teased about are nurtured as part of their values and they wanted to illustrate this through hiring Kiera. Of course, the CHO is also there to help all employees ease the burdens that come with everyday work.
Naturally, some people are cynical and believe this role is just another fad. However, many reiterate the point that employee contentment should exist at every stage of the recruitment process; from recruitment to offboarding. Failure to do so, results in a failure to motivate, engage and retain. While companies are certainly taking culture more seriously, they need to look beyond simply providing a great looking workplace with fun perks.
Naturally, not every company can afford or justify having a CHO. However, with a few simple steps, there is no reason why you or your HR team can’t create a happier workplace. Paula Clapon advises the following tips:
“HireHive makes the team a lot more productive. We’d be lost without it. Team Leaders can do it all themselves if needed or jump in at the right time and know exactly where everything is and what’s happening.”
Hilary Dempsey Head of HR at Life Credit union
