Skip to main content
About HEC About HEC
Summer School Summer School
Faculty & Research Faculty & Research
Master’s programs Master’s programs
Bachelor Programs Bachelor Programs
MBA Programs MBA Programs
PhD Program PhD Program
Executive Education Executive Education
HEC Online HEC Online
About HEC
Overview Overview
Who
We Are
Who
We Are
Égalité des chances Égalité des chances
HEC Talents HEC Talents
International International
Sustainability Sustainability
Diversity
& Inclusion
Diversity
& Inclusion
The HEC
Foundation
The HEC
Foundation
Campus life Campus life
Activity Reports Activity Reports
Summer School
Youth Programs Youth Programs
Summer programs Summer programs
Online Programs Online Programs
Faculty & Research
Overview Overview
Faculty Directory Faculty Directory
Departments Departments
Centers Centers
Chairs Chairs
Grants Grants
Knowledge@HEC Knowledge@HEC
Master’s programs
Master in
Management
Master in
Management
Master's
Programs
Master's
Programs
Double Degree
Programs
Double Degree
Programs
Bachelor
Programs
Bachelor
Programs
Summer
Programs
Summer
Programs
Exchange
students
Exchange
students
Student
Life
Student
Life
Our
Difference
Our
Difference
Bachelor Programs
Overview Overview
Course content Course content
Admissions Admissions
Fees and Financing Fees and Financing
MBA Programs
MBA MBA
Executive MBA Executive MBA
TRIUM EMBA TRIUM EMBA
PhD Program
Overview Overview
HEC Difference HEC Difference
Program details Program details
Research areas Research areas
HEC Community HEC Community
Placement Placement
Job Market Job Market
Admissions Admissions
Financing Financing
FAQ FAQ
Executive Education
Home Home
About us About us
Management topics Management topics
Open Programs Open Programs
Custom Programs Custom Programs
Events/News Events/News
Contacts Contacts
HEC Online
Overview Overview
Executive programs Executive programs
MOOCs MOOCs
Summer Programs Summer Programs
Youth programs Youth programs

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 increasing evidence that happy workers are more productive, efficient, and engaged. Although there no is universally established definition of the role, CHOs are essentially responsible for the company’s overall happiness. A mutually beneficial practice for both companies and employees, focusing on employee happiness is not just a trend, but ultimately a long-term investment that makes real business sense. [Updated in March 2024]

Chief Happiness 2 banner

The rise of the chief happiness officer

 

Over the last decade, statistics on employee unhappiness have been thought-provoking.

Over the past decade, employee engagement has been a growing concern. A recent Gallup study revealed that 59% of employees exhibit signs of 'quiet quitting,' characterized by disengagement and minimal effort in their roles. Additionally, 18% of the workforce is 'actively disengaged,' openly expressing dissatisfaction with their jobs. This concerning trend reflects a decline in employee motivation and commitment, highlighting the pressing need for intervention.

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

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

Many companies have therefore decided that the most efficient way to develop the happiness factor in the workplace is to appoint a Chief Happiness Officer.

Where traditional Human Resource departments are mainly responsible for employees’ administrative and training needs, Chief Happiness Officers focus on more personal team values like satisfaction and future goals. By going above and beyond base values like fair salaries and good working conditions, CHOs help employees feel fulfilled by connecting their personal achievements with the company’s greater 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.

 

Key benefits of happiness for companies and employees 

 

Attracting the right talent

In the age of company review sites like Glassdoor, potential hires can now gain valuable insights into employee happiness in specific organizations, before applying. Companies earning positive reviews from happy workers are therefore in a much better position to attract the best talents.

Identifying and resolving pain 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.

Customized Learning Programs

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

Human Connection and Well-being

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

Productivity through personalization

Employees spend just as much, if not more, time at work than at home, but working environments do not always reflect this reality. By not only allowing employees to personalize their workspaces, but actively incentivizing it, companies can motivate employees to invest more time and energy into 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 capitalize on the collective talent and insights of everyone in the organization.

 

Happiness is a worthwhile investment 

 

As Google's Chade-Meng Tan famously said, "Enlighten minds, open hearts, create world peace." This powerful sentiment encapsulates the essence of prioritizing employee happiness in the workplace.As challenges such as new technology, social changes, and environmental conditions reshape the landscape of work, the role of the CHO becomes even more vital. They serve as catalysts for positive change, guiding organizations towards a future where employee happiness isn't 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 on 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 top-level 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 navigate challenges with grace and resilience.