MANU ROMERO

In this episode of Hybo Tube, we speak with Manu Romero Álvarez, an expert in employee experience, workplace happiness, and employer branding. Founder of the Department of Happiness and the Future of People Academy, Manu shares a clear and applicable vision of how to build more human and sustainable work environments. We talk about leadership, purpose, recognition, and the real factors that impact talent wellbeing. A must-watch conversation for any HR professional looking to prepare for the challenges of 2025.

What key elements will shape a great employee experience in 2025?

Manu highlighted three fundamental pillars. First, the need to segment by groups—an office worker doesn’t experience the same as someone in a factory or in sales. Second, he emphasized that experience isn’t only HR’s or leadership’s responsibility; every manager is directly accountable for their team’s experience. Finally, he pointed out that many companies focus on recruitment and onboarding but neglect other stages such as growth, performance evaluation, or even offboarding—essential for so-called “boomerang employees.”

Why do many wellbeing programs fail, and how can we make a real impact?

Manu stated that the biggest issue is the lack of a strategy. While intentions are good, wellbeing is often reduced to physical or emotional activities. He instead advocates for a holistic approach that includes leadership, work environment, growth opportunities, company culture, purpose, and over 15 key factors. He stressed that essential aspects like social, financial, or nutritional wellbeing are often overlooked.

How can companies align their values with employees’ to foster a sense of belonging?

According to Manu, it all starts with truly understanding and clearly communicating the company’s purpose. He gave an example: there’s a big difference between “making bolts” and “creating parts that travel to Mars”—the impact is the same, but the narrative completely changes. People want to feel connected to a greater purpose, and if they don’t, they won’t align with the organization. Once the purpose is clear, companies can work on aligning it with employees’ individual values.

How can we implement a recognition culture that’s authentic and effective?

Manu shared that, in his experience, employees don’t value financial rewards as much as they do emotional and genuine recognition. A simple public thank you or a “pat on the back” can mean much more. He recommended creating both formal and informal mechanisms to ensure recognition happens consistently, without needing extra time or large budgets.

Beyond salary, what factors determine employee happiness and engagement?

Manu explained that many companies offer similar value propositions focused on financial perks. But to stand out and retain talent, it’s essential to cultivate factors such as approachable leadership, a sense of impact, training opportunities, and a culture that genuinely values people. He stated that competing solely on salary is a losing battle.

What impact does good leadership have on workplace happiness? What qualities will leaders need in 2025?

With conviction, Manu said that a good employee experience is impossible without good leaders. He stressed that the future leader is not the best technician, but the one who knows how to listen, understand the team’s needs, and act as a facilitator. “What do you need to do your job?” is, according to him, the most powerful question a leader can ask.

 What are your top three tips for improving employee experience?

To close, Manu proposed a kind of “perfect circle” that sums up everything discussed:

1. Segment – identify the different groups within the company.

2. Map – understand their experience from entry to exit.

3. Involve managers – without them, nothing can be successfully implemented.