Feel Good Management as valuable tool to shape workplace culture and drive employee happiness
| Pages | 14-19 |
| Published date | 08 February 2016 |
| DOI | https://doi.org/10.1108/SHR-11-2015-0091 |
| Date | 08 February 2016 |
| Author | Stefanie Frenking |
| Subject Matter | HR & organizational behaviour,Employee behaviour |
Feel Good Management as valuable tool
to shape workplace culture and drive
employee happiness
Stefanie Frenking
Stefanie Frenking is
Global Feel Good
Manager within Human
Resources at Spreadshirt,
Leipzig, Germany.
Abstract
Purpose –The purpose of this paper is looking at Feel Good Management as a valuable tool to shape
workplace culture and drive employee happiness: a low cost but priceless strategy for engaging a
global workforce.
Design/methodology/approach –A look back at Feel Good Management in practice after four years
in global workforce.
Findings –Very favorable impact on recruitment, retention and engagement.
Research limitations/implications –A potentially valuable tool for retaining global talent with strong
management support and continuous branding of the culture.
Practical implications –One manager can shape and act as ambassador but the entire workforce
must embrace the approach for true success.
Social implications –Employees, especially millennials, care about far more than a paycheck. They
want to feel valued and a part of something.
Originality/value –Every company is different but any entity can benefit from a strategic focus on
shaping workplace culture.
Keywords Human resource management, Benefits, Employee engagement, Culture, Engagement,
Globalization
Paper type Case study
Low cost but priceless strategy for engaging a global workforce
As I celebrate the fourth anniversary of my position as the first Feel Good Manager at
Spreadshirt, the leading global e-commerce company for print-on-demand apparel and
accessories, it is important to reflect on how we started, where we are now and where we
are headed.
In 2011, the job of Feel Good Manager was a title that was not well known as the concept
of Feel Good Management was just taking hold in Germany; the home of our corporate
headquarters since 2002. It was a little challenging, as even I only had a rough idea of what
I should be doing as the so-called “Feel Good Manager”. I embraced the challenge and
recognized that being the first was a great opportunity for me to define my job and provide
sustainable value for the company.
The Feel Good Manager movement took hold in start-up cultures like Berlin in recognition
that companies that faced rapid scale up, and which rely upon innovation and trust, really
need to hold onto talented employees to grow the business. Of course, the urgent demand
for top talent puts even greater pressure on companies to retain key employees. While it
was a novelty a few years ago, in this tight market for global talent, several German
companies have now hired Feel Good Managers.
According to the association of Feel Good Management in Germany (BFGM) e. V. founded
in July 2015, Feel Good Managers are guardians of the corporate culture. The aim of their
work is the implementation, development and perpetuation of a value-oriented corporate
PAGE 14 STRATEGIC HR REVIEW VOL. 15 NO. 1 2016, pp. 14-19, © Emerald Group Publishing Limited, ISSN 1475-4398 DOI 10.1108/SHR-11-2015-0091
To continue reading
Request your trial