Is a Feelgood Manager Worth It for Companies? A Critical Review.

In today's working world, many companies face the challenges of a shortage of skilled workers and high turnover rates. These issues create a vicious cycle where work piles up, employees become stressed, and the personnel situation continues to deteriorate. As a countermeasure, many companies have invested in means of employee retention, giving rise to a popular solution known as the Feelgood Manager, also referred to as the Happiness Manager or Chief Happiness Officer.

But is this investment truly worthwhile for companies? This article takes a critical look at the experiences of various organizations and discusses the key factors for the success of a Feelgood Manager.

The Role of the Feelgood Manager

A Feelgood Manager typically assumes an independent position within the company, focusing on improving the work environment, organizing company events, team meetings, and supporting internal communication. This position can either be newly created or taken on by an existing employee, often from the HR or Office Management department. The central question remains: Has this investment paid off for companies and led to the desired outcomes?

Success Stories and Failures

In practice, there are varying results. Some companies report great success by training and employing Feelgood Managers who contribute to improving the work environment through diverse activities, leading to measurable improvements in metrics such as the turnover rate.

On the other hand, there are companies where the investment did not yield the desired results. Sport programs initiated by Feelgood Managers may not have been embraced, and employees stayed away from team events and organized outings. Significant improvements in retention or applicant rates were also lacking.

Feelgood Management vs. Happiness Management

The crucial difference between successful and less successful companies often lies in a fundamental change in strategy. Successful companies not only introduced a Feelgood Manager but also adapted their entire corporate structure to the needs of the modern work environment. Making work enjoyable for employees was the finishing touch on a comprehensive transformation.

In less successful cases, there was a lack of fundamental integration of the principle. While company leadership recognized the need for employee retention measures, there were no fundamental changes in leadership principles or structures. Short-term measures not only proved futile but could even be counterproductive. What was the problem with these companies?

Employee Happiness Cannot be Outsourced

To be a consistently attractive employer, companies must adapt their strategies to the changed conditions of the new working world. While a Feelgood Manager often holds a distinct role in the company, it is crucial that those with direct leadership responsibilities are familiarized with the new strategies and tools. They are the ones leading and motivating a team of employees, training new hires, and fostering development.

The Key Role of Leadership

Department heads, team leaders, and project managers play a crucial role in the organization. They must not only implement the goals of the company leadership but also overcome various obstacles themselves. These challenges may include adapting to new software, meeting tight deadlines, implementing changed requirements or processes, and eliminating uncertainty within their teams. Leadership is often the decisive factor in an employee's decision to stay or leave.

This direct influence of a leader on their team is crucial for how much an employee enjoys their work. Therefore, it is essential that leaders are well-prepared for the tasks ahead without burning out themselves.

Leadership Development

In the training for Happiness Managers, leaders are educated in modern concepts such as team leadership, team building, positive communication, time management, and agile project management. The goal is to enhance the resilience of leaders and increase the productivity and motivation of their teams. Simultaneously, leaders implement a project within their teams to sustainably anchor the knowledge gained.

If you also want to stay ahead in the job market, book a free strategy session. We will analyze your specific situation in the company and collaboratively develop a strategy that can be implemented without additional personnel effort. Ensure that you have a powerful, resilient, and motivated team and leaders!

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