These 3 roles will boost happiness at your growing startup

These 3 roles will boost happiness at your growing startup

Much has been said about a startup only needing engineers to kick start.

Yet as growth spurs, a startup team is bound to need people other than techies. People who can manage, sell, build relations with customers, market, strategize… All necessary to build a successful company, adopt a winning strategy. Not just build a product.

While most companies will create roles to meet customer needs, not many will consider creating roles for employee needs. Yet they are just as important, if not more. Especially if your company values include “putting employees first.”

Today, I’m advocating for three roles to boost employee happiness.

1. Head of Happiness

When people feel frustrated, emotionally unstable, or just need to vent, they go to the Head of Happiness. A trained psychologist or therapist, the Head of Happiness is responsible to listen to people impartially and helps them process emotions. They also offer advice on interpersonal communication to help people avoid and resolve conflicts. Having a deep understanding of how team members feel at the company, the Head of Happiness is also tasked with team building and communication initiatives.

What is success for this person?

Team members are comfortable voicing their thoughts and feelings to each other, leaving nothing unaddressed.

Why is this important?

With a growing team, politics often silently infiltrate the workplace, while culture turns from open and transparent to toxic. This person can help avoid this.

When is this role needed?

When we increasingly see people venting to each other, but failing to resolve conflicts.

2. Management Coach

The Management Coach teaches first-time people managers core management principles. They organize working sessions to discuss ongoing challenges and share best-practices. The management coach also acts as a mentor and advisor to all people managers, helping to objectively diagnose situations from a second perspective. Ideally, the management coach is someone with many years of people management experience (it could certainly be an existing manager).

What is success for this person?

Team members don’t doubt their manager’s intention to help them grow and maximize their individual potential.

Why is this important?

Many startups promote young and inexperienced technical workers into management positions. Taking on such responsibilities without experience or training can lead to many trial and error mistakes, frustrating subordinates and wasting time. An experienced management coach can both prevent mistakes from being made, and help managers diagnose challenges to speed up their trial and error learning process.

When is this role needed?

When one or more managers on the team have no experience leading people.

3. Head of Strategy

The Head of Strategy is responsible to formulate a business strategy, keep it relevant, and enforce it across the organization. This translates into spending time researching industry trends and competitor intentions, leading cross-team strategic planning at the organization, and set key metrics to maintain strategic focus. Leaders can consult the Head of Strategy on whether a decision or action is aligned with the company’s strategy, and also have them facilitate and manage cross-team collaboration projects.

What is success for this person?

An explicit business strategy exists and all teams are collaborating on it, rather than acting in silo.

Why is this important?

Lack of strategy or lack of strategic alignment between teams means the company is doing everything, going in all directions, unsustainably.

When is this role needed?

As soon as people no longer fit in the same room and walls divide teams.

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