- The PFunc Pulse
- Posts
- The PFunc Pulse: Driving Eudaimonic Happiness at Work [Issue #39]
The PFunc Pulse: Driving Eudaimonic Happiness at Work [Issue #39]
The HR Insider Guide. Read by 2,100+ leaders.
MESSAGE FROM OUR CEO’S DESK
Let’s talk about something that makes most leaders roll their eyes: Happiness.
When we talk about happiness at work, it can feel too fluffy, like we’re trying to build a utopian corporate playground where everyone is floating on a cloud above their actual responsibilities. So instead, we hide behind jargon like "engagement metrics" and "retention strategies." But, in reality, happy employees aren’t detached from reality. On the contrary, they’re genuinely engaged in it.
I first (and ironically) encountered Dr. Laurie Santos, the famous Yale happiness researcher, while I was at my most unhappy job. I read her New York Times interview over the weekend, and she broke down a concept I think every leader should tattoo on their brain. She talked about how there are two distinct types of happiness:
Hedonic Happiness: Pure pleasure, immediate satisfaction, and the absence of distress. It's fleeting, surface-level, and transactional.
Eudaimonic Happiness: A deeper, profound sense of well-being. It comes from meaning, purpose, personal growth, and contributing to something bigger than yourself.
When companies look at a disengaged workforce and throw a pizza party, buy a ping-pong table, or stock the fridge with cold brew, they’re attempting to solve a eudaimonic deficit with a hedonic band-aid.
To build a resilient workforce, we have to stop chasing the quick highs of hedonic perks.
There is a massive misconception that happy people are complacent and that if they’re too happy, they’ll lose their edge or get lazy. But the truth is that happy employees have the resilience to do hard things.
Dr. Santos highlighted studies showing that people with high levels of deep, eudaimonic happiness are actually the ones most willing to put in the work to do incredibly hard things, like protesting, organizing, and fighting for systemic change. Why? Because they have the psychological safety, resilience, and sense of purpose required to try and improve the world around them.
That is the exact kind of employee we all want at our companies. We want the people who care enough to challenge the status quo, fix broken processes, and drive innovation because they actually give a damn.
To build a resilient workforce, we have to stop chasing the quick highs of hedonic perks. Here is where leaders and HR pros should focus:
Connect the Dots to Purpose: People need to know why their work matters. If your team can’t see how their daily tasks impact the customer or the company, they will check out.
Provide True Autonomy and Growth: Eudaimonic happiness thrives when people master skills and have control. Micromanagement kills meaning. Give them ownership, stretch assignments, and room to fail.
Encourage Voice and Agitation: If happy employees are the ones who change things, build channels where they can safely do so. If your culture punishes people for pointing out flaws, you’re building a compliant, quiet team rather thana happy, effective one.
Ditch Performative Perks: If you're spending thousands on office snacks while neglecting development stipends, fair comp, or mental health resources, redirect those funds into actual human flourishing.
Let's leave the ping-pong tables back in 2012 where they belong. Our people don't want distractions from their work to be happy; hey want their work to matter. When we build organizations rooted in purpose and real support, the engagement numbers will take care of themselves. And we’ll all be happier.
Get the people strategy trusted by 2,100+ leaders and backed by our HR and compensation experts. Subscribe today.
ASK THE EXPERTS 🧠
This week, Emma is tackling a question we’ve been getting a lot lately, which is…
Question: When should a company hire a Head of People?
The timing for a head of people hire isn't about hitting a headcount milestone; it’s more so about the nature of the work that needs doing. Some organizations are drowning in operational complexity, like onboarding, off-boarding, and compliance, and hiring an HR manager who can own the administrative backbone makes total sense. But others may be grappling with leadership dynamics, culture friction, or organizational design questions that demand someone with deeper strategic experience and the credibility to navigate those conversations.
The trap I see a lot of companies fall into is hiring a head of people too early out of a sense that it’s what they should do, thinking it's the proactive move. What ends up happening most of the time is you bring in someone talented who gets funneled into admin work and never gets to do the strategic thinking that got them excited about the role in the first place. They disengage, and you've missed the window. Alternatively, a company may hire someone too junior who can’t handle the high-level, strategic work. Fortunately a consulting firm like People Function can step in to handle both - the operational backbone and the leadership work - so the company gets what it actually needs at a fraction of the price while figuring out what comes next. I like to think of us as the Goldilocks solution - just right!
Have an HR- or operations-related question? Submit it here to see it answered in an upcoming issue!
THE HR BRIEFING 🗞️
THE LATEST NEWS TO KNOW
HR headlines and stories, curated with our perspective. 🤝
Tesla faces a California jury trial over allegations that it understaffed HR, ignored daily racial harassment of Black workers, and retaliated against those who complained.
↪️ PFunc’s Perspective: Sad and unsurprising! Without HR you’re inevitably going to lose the ability to catch toxic managers, investigate complaints, and keep your team safe.
A new poll reveals 6 in 10 U.S. employees have a toxic boss, a widespread issue that’s fueling burnout, job loss, and financial harm.
↪️ PFunc’s Perspective: Nearly half of workers in the same poll reported that their companies are investing in AI while ignoring practical improvements like management coaching. If you’re budgeting for software but skipping training for first-time managers, you’ll inevitably overwork your teams!
A couple of other trending stories:
Be the first to know about openings in our network by joining our Talent Network.
COMPLIANCE CHECK
Watch out for these HR compliances going into effect (or hitting deadlines) this month.
Federal (eff. 4/23): The DOL restored 2019 overtime thresholds ($35,568 annually; $107,432 for highly compensated employees), rescinding Biden-era increases and the automatic adjustment mechanism.
New York (eff. 6/10): Private employers must include opioid antagonists like naloxone in federally mandated first aid kits.
Colorado (eff. 6/30): Employers using high-risk AI for hiring must implement formal risk management policies and oversight programs.
THE OPPORTUNITY EXCHANGE 📈
ROLES ON OUR RADAR
The PFunc job board is packed with open roles across our client companies, making it easier than ever to tap into our network.
This week, we’re highlighting job openings for VP-level positions.
Radar, VP of People - Be the first People leader to join the executive team as a strategic partner, driving bold culture and organizational growth for a $1 billion company.
Inspiren, VP of Quality - Among other responsibilities, lead the ISO 13485 certification process from gap assessment through final audit and ongoing compliance.
Allocate, VP of Marketing - Partner with the VP of Revenue to lead brand, category narrative, and content distribution as a peer-level strategic counterpart to the sales organization.
See a role you’re interested in? Reply to this email and we’ll try to connect you with the hiring team. Hiring for an open role yourself? Reply to have your job featured in an upcoming PFunc Pulse issue.
CLIENT CORNER
From high-growth startups to established enterprises, our community of partners is growing. Check out the latest addition to our roster.
Kalshi - As the first federally regulated prediction market, Kalshi is scaling rapidly, and we’re excited to join at the ground level to build a world-class foundation for their surging team.
We’re thrilled for the opportunity to work alongside Kalshi’s team!
WHERE TO NEXT?
Our team is always on the move, popping up at the HR events, conferences, and summits we actually love.
JUNE
PFunc Plays Hooky: Cooking Class with Sequoia (Taste Buds Kitchen, New York City) – June 3 from 2 to 4:30 p.m.
This is happening tomorrow! You can still join our waitlist, but be sure to keep your eyes peeled because we’ll be playing hooky all summer! ☀️
CHRONICALLY ONLINE📱
After getting tricked into a coffee chat with an old work friend who actually just wanted to pitch her, Emma breaks down how to approach networking and business relationships without being sketchy. 👀
Check out last week’s PFunc Pulse for the full breakdown!
STAY IN TOUCH 💌
If you’re interested in fractional HR support for your team, reply to this email or contact us to learn more about our offerings, pricing, and how we can support your growing company.
Join the Talent Network here (it’s free!). Whether you’re actively exploring new opportunities or happily employed but open to the right fit, becoming part of our network boosts your profile when roles align with your experience, skills, and career goals.💡
🗣️ Thoughts, feedback, requests? Let us know! 🗣️
Want HR updates to your mailbox every week? Subscribe to PFunc Pulse and join 2,100+ startups and people leaders in our growing community.
Every Tuesday, The PFunc Pulse delivers the HR news and compliance shifts you actually need to know about, without all the corporate fluff. Emma brings her unfiltered take on the trends keeping CEOs awake at night, served with the gritty, practical wisdom of a founder who’s seen it all. Real talk for better people decisions, week by week. (P.S. Do your work bestie a favor and forward this— friends don't let friends do old school HR. 🫢)