Who Matters More at Your Company? - A Reader Question

In your opinion, who matters more to employee happiness

CEO or the HR Manager?

This is difficult pick in my book, but I believe that one is more important to an employee's happiness, although not every one might see it this way.

My lovely, smart, and beautiful readers...What is your opinion?

Do any of you have any experience of one being really bad?

or

Any experiences of one being really good and making the company a more enjoyable place to work?

or

Do both go hand in hand?

Let's discuss in the comments...see you there.

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11 thoughts on “Who Matters More at Your Company? - A Reader Question”

  1. I definitely think they go hand in hand. We have an amazing CEO at our company, but our HR Manager leaves a lot to be desired. The CEO can only do so much to effect change and needs other like-minded managers to fully carry out his agenda.

  2. Hey Janelle, I agree they go hand in hand.

    Hey Rachel, everyone needs to be on the same page.

    In my opinion I think the CEO is slightly more important to work happiness just because s/he can make larger changes to the culture. The person that can make the biggest difference needs to set the tone for the rest of the organization.

  3. I'd like to think that the CEO is more important than the HR manager. He or she sets the tone and direction of the company. If anyone, the power to override any HR decision rests in him or her.

    Evelyn Lim's last blog post..How Would You Cross The River?

  4. Hi Karl - If the CEO is "visible", I would say they are more important. Like Evelyn said, they set the tone and direction of a company, however, if the HR Manager is good, they are often the "go to" person for employment issues. Hopefully the CEO would have some type of open door policy so the HR Manager can discuss problems that arise and together they can find resolution that benefits everyone.

    Barbara Swafford's last blog post..Just A Click Away - Open Mic

  5. Hi Karl-
    This question really confirmed my thoughts about my own company. Of course I feel the CEO should matter most to employee happiness, but unfortunately this is not the case, especially when our HR person suddenly disappears for good when new changes (for the better) are trying to be implemented. Excitement no longer exist when a new HR person comes to the company, bc we know they will not last long if they try to better our company...sad, but true.

  6. I think the HR manager, because the CEO in most companies is usually not as knowledgeable about the employee's needs. A good HR manager would interact with the employees, and pass their requests, suggestions to the CEO, hopefully for approval.

    Plus, a bad HR manager means mistakes in paychecks and insurance, both of which would lead to many cranky employees.

    ~ Kristi

    Kikolani | Poetry, Photography, Blogging Tips's last blog post..Sunset in a Cloudy Sky

  7. In my organization, I would definitely say the CEO. Like Barbara said, I think it helps to have a "visible" CEO. I work in a small office as an admin asst.(not a very visible role) in our global organization, but when our CEO visits, he knows me by name and even chats with me about my home state.

    I don't even know if I could tell you who our HR Manager is. Another part of it is probably because our company does "management consulting" based on scientific research, so our HR practices really are what we do, and what our organization is all about.

  8. I think the HR manager, because the CEOs in most companies are not as aware of employee’s needs as the HR manager is( or the Employee relations team is). A good HR manager interacts with the employees, becomes a medium to coomunicate their requests/ suggestions to the CEO.

  9. good employee relations is very important for the success of the company and any business-;-

  10. Nowhere is the careful use of a leader’s time more important than in a growing organization. As a company transitions from startup to a more mature phase, the founder/CEO -- already struggling with an excessive workload –- typically faces serious growing pains that create endless distractions and demands.

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