4 ms·
This is true to the extent that the PEO takes care of administrative things that aren't critical to the culture of the company.... but there should always be so
by nirvana 14y ago
This is true to the extent that the PEO takes care of administrative things that aren't critical to the culture of the company.... but there should always be someone at the company whose an employee ombudsman / morale officer, whose mission is to make sure employee issues don't become problems, and who helps install a good company culture.
One startup I worked with had a person like this who was bot the recruiting person and morale person, and they had a dedicated morale budget. Rather than spend the budget on a monthly pizza party or something repetitive, he'd often save up a couple months of it and surprise us with something completely unexpected.
That one guy-- who was not a founder-- had a larger positive impact on the culture and effectiveness of the company than most of the founders (who at least get credit for knowing they needed someone whose mission was to create a good company culture and keep morale up.)
- bartonfink 14y agoHow did this role get identified and created? Recruiting is easily identified as a need, no matter what size the organization is, but morale is something that I've never seen get the attention it deserves. Was this something you sold this company on, nirvana?
- rdl 14y agoIn most companies this role is taken by one of the founders (along with heading recruiting); I'd say the odds of success of the company can be judged by how long a founder does this vs. hiring someone to do it. Otherwise, it's usually someone who wasn't hired specifically to do morale (at least in smaller companies), but someone like an office manager or other manager who does it as a side project. It's basically NEVER anyone in HR.