HAPPINESS AT WORK SURVEY by Séverine Daniel for Rhinfo.com

On March 12, 2016, when I discovered the job of Chief Happiness Officer (CHO), I had an epiphany. This job was made for me. I could finally identify 100% with a position within a company.
Some people feel like artists, I feel CHO.
So I dug into the subject of “Happiness at work” (why an Anglo-Saxon word? Because in France we don’t have a word to say it!). I trained and became a volunteer at the Spinoza Factory in the Happiness and Work department.
Convinced that the basis of “Happiness at work” lies in management, I wanted to question the managers of French SMEs and carry out a survey.
I did this in collaboration with the start-up ZEST, which created an app for employees to analyse their mood, encourage feedback and collect their most innovative ideas.
So, with Zest, we have united our address books and contacted more than 600 business leaders, of whom just over 100 have responded to us. Thank you to them… and to them! Indeed, we collected 31% of responses from women (i.e. more than half of the real percentage of women SME managers , which are, I remind you, only 14.4% in France…).
Through this survey, I therefore wanted to (modestly) draw up a trend of what SME managers think of “Happiness at work” and the CHO profession.

And the results are very encouraging!

These leaders are aware that good management and a good working atmosphere are the keys to the well-being of their employees. Nearly 9 out of 10 admit that the lack of commitment of their teams has a strong impact on their turnover and more than half think that a CHO could potentially improve the company’s performance.

The good working atmosphere depends on management… and the right one!

80% of managers believe that a bad working atmosphere is due to management. 15% that it comes from the minds of employees and 5% from the workload. Rather reassuring results, aren’t they? A study by the American Gallup Institute confirms that the No. 1 reason why an employee leaves his company is directly related to his manager. Above all, you leave your boss, not your company.

Read the rest of Séverine Daniel’s article on rhinfo.com: https://www.adp.com/