Incorporate CHO concepts
CHO Appreciation Award 2026
About Chief Happiness Officer Association (CHOA)
The Chief Happiness Officer Association Limited (CHOA) is a non-profit organization founded in 2021. Over the last five years, we have created a platform for corporations and small-medium sized companies (SMEs) to share and feature their best practices at our annual CHO Appreciation Award event and presentation. So far, over 110 organizations, including corporations and SMEs, have participated and showcased their good practices in creating a positive workplace culture that motivates their employees to excel at work.
In view of the growing convergence towards Environmental, Social and Governance (ESG) reporting and Sustainable Development Goals (SDGs), many organizations have heightened their knowledge to align their corporate strategies in addressing global concerns towards ESG and SDGs. This converging trend is a positive indication that Hong Kong remains an international city whose employers remain focused in sustaining the thriving energy amongst their workforces. CHOA has witnessed these exemplary practices over the last five years (2021-2025). Therefore, CHOA considers that this is a critical juncture when the Chief Happiness Officer (CHO) movement should place more emphasis in supporting organizations in Hong Kong to align with the world trends in advancing the principles of ESG, SDGs, and relevant ISO certifications (e.g., ISO26000).
Therefore, we believe that corporations can take the lead in the CHO movement by transforming and re-energizing organizational culture. When employees are well supported, they can develop happiness-driven performance, which not only enhances productivity but also creates a ripple effect that positively impacts their families and the broader community.
1. introduction
In an era defined by AI, digital transformation, and evolving workforce expectations, organizations recognize that thriving depends not only on performance but on purpose, culture, and people experience. The future of work means going beyond resilience to build environments where people can truly thrive.
The Chief Happiness Officer Appreciation Award 2026 embraces the theme:
“Co-Creating a Thriving and Sustainable Happy Workplace”. This reflects a shift from delivering happiness as an initiative to co-creating flourishing workplace ecosystems through shared ownership among leadership, employees, and the wider organization.
At the Chief Happiness Officer Association (CHOA), we believe that thriving workplaces are built through collective engagement, purposeful leadership, and people-centred practices. Organizations that actively involve their people in shaping culture can unlock higher levels of engagement, innovation, and sustainable performance while developing employees who sustain a culture of continuous learning and chart new courses. Thriving employees are the key to managing challenges impacted by evolving geopolitics and advancing AI technology.
Moreover, CHOA recognizes the importance of building an ecosystem aligned with ESG priorities and the United Nations Sustainable Development Goals (SDGs). Therefore, the CHO Appreciation Award 2026 continues to recognize excellence in:
- Corporate Governance Stewardship (Employee Happiness Strategies)
- Employees’ Wellbeing Initiatives
- Organizational Culture Development and Digital Transformation
In 2025, CHOA launched the Workplace Happiness Index, a pioneering multi-level initiative that captures workplace happiness from both senior leadership and employee perspectives. As an ongoing study, it provides an integrated view of how organizational culture and leadership practices translate into employee thriving, performance, and sustainable impact.
In today’s transformation landscape, best-performing organizations are those that enhance human potential through technology, foster psychological safety, and cultivate flexibility and ongoing learning.
More than a recognition platform and an annual event, the CHO Appreciation Award functions as a community for shared learning and an impetus for sustainable cultural transformation.
We invite forward-thinking organizations to join us in forming the future of work—where happiness drives performance, thriving becomes the norm, and sustainability becomes the legacy.
2. OBJECTIVES OF THE AWARD
- To honor, award and collaborate with organizations and their people development teams for their tremendous effort in driving employee wellbeing and happiness in their corporate culture.
- To establish a Chief Happiness Officer database of corporate happiness stories.
- To promote awareness of employee physical and mental health initiatives within organizations.
- To highlight innovative approaches that leverage digital transformation to enhance employee experiences, streamline processes, and promote a happy workplace.
- To establish an active exchange of best practices among the awardees and other community members.
3. BENEFITS TO ORGANIZATIONS
- To cement the credibility and public recognition of the organization in the business community.
- To validate your hiring strategy and attract potential talents to join your organization.
- To enhance the employer branding and reputation of the organization through showcasing their best practices.
- To recognize the achievements of your employees and boost morale as well as motivation.
4. ELIGIBILITY
The Chief Happiness Officer Appreciation Award 2026 is open to organizations of any size or business nature in Hong Kong. These organizations are encouraged to share their existing Corporate & HR policies, practices, systems or recent events that are related to wellbeing and a happiness-driven culture in the application form. The examples should be implemented in the past 24 months (namely between 1 July 2024 to 30 June 2026) for their employees.
5. key dates
6. AWARD ORGANIZING COMMITTEE
Chairperson
- Ms. Annie Cheung – Executive Director, Peoplebank Hong Kong Limited
Vice-Chairperson
- Mr. Wong Kapo – Training Manager, Sanfield (Management) Limited
Committee Members
- Mr. Bruce Au – Consultant, Talent and Leadership Development, Arup
- Mr. Joe Lee – Senior Manager, Talent Development, Bupa (Asia) Limited
- Ms. Candy Mau – Director of Corporate Communications and General Administration Division, Canon Hong Kong Co., Limited
- Ms. Carmen Chan – Assistant HR & Admin Manageress, Champion Group International Limited
- Dr. Bessie Chong – Assistant Director, College of Business, City University of Hong Kong
- Dr. Susanna Chui – Lecturer in Entrepreneurship, Leicester Castle Business School, De Montfort University, the UK
- Ms. Anita Lai – Director of Membership, EGN (Hong Kong) Limited
- Ms. Sarah Cheuk – Head of People, FANO Labs Limited
- Ms. Jo Ling – Wellness Leader, Gammon Construction Limited
- Mr. Lurlee Leung – Head of Talent Development, Nan Fung Group
- Ms. Beryl Watt – Director, Chief Executive’s Office, Ocean Park Corporation
- Ms. Adele Chu – Corporation Cultural Practitioner
7. AWARD CATEGORIES
Award Categories | Corporations (>50 employees) | SME (≤50employees) | Enrollment Fee |
Company Awards (Top 10 Happy Companies to Work For will be selected by the judges) | ✓ | – | HK$4,800 |
SME Awards (Top 5 Happy SMEs to Work For will be selected by the judges) | – | ✓ | HK$1,800 |
CHO Special Awards ● Shared Value Award ● Digital Transformation Award ● Best Innovative Culture Award ● People Transformation Award ● Team Performance Award ● Employees Wellness Award ● Back to Normal Workplace Award | ✓ | – | HK$1,000 @Award |
“Be My Own CHO” Individual Awards | ✓ | ✓ | HK$2,000 @Individual |
- The enrollment fee includes 2 tickets to the Award Presentation Ceremony. Details of the tickets and arrangements for the ceremony will be announced after the winning results are announced.
- Chief Happiness Officer Association members/companies that have participated in the previous CHO Appreciation
- Award can enjoy a 10% discount on the enrollment fee.
- Early-bird discount: Anyone who registers on or before May 24, 2024 (Friday) can enjoy a 10% discount on the enrollment fee.
- The offer cannot be used in conjunction with other discount.
10. JUDGING PROCESS – COMPANY AWARD
| Judging Process | Details |
Part 1 Enrollment Form Submission (by 20 June 2024) |
|
Part 2 Happiness Index Survey Submission (30%) (by 25 July 2024) |
|
Part 3 Written Paper Submission (20%) (by 25 July 2024) |
Supplementary Information:
|
Part 4 Final Presentation Seminar (50%) (26 September 2024) |
|
11. JUDGING PROCESS – SME AWARD
| Judging Process | Details |
Part 1 Enrollment Form Submission (by 20 June 2024) |
|
Part 2 Happiness Index Survey Submission (50%) (by 25 July 2024) |
|
Part 3 Written Paper Submission (50%) (by 25 July 2024) |
Supplementary Information:
|
12. JUDGING CRITERIA – HAPPINESS INDEX SURVEY & WRITTEN PAPER
The following criteria are taken into account in the selection of the awardees of Company Awards and SME Awards. Each key area is equally weighted towards the allocated percentage of total final score. The organizations that achieve 70% or above will be granted the Company / SME Awards. The criteria are listed below:
12.1 CORPORATE WELLNESS
Corporate wellness focuses on building a happy corporate culture for employees, aiming to attract and retain talents. Corporate culture plays a significant role in the operation and development of enterprises, as it can influence employees’ attitudes and behaviors, shape the image and brand of the company, and impact its competitiveness and performance. Therefore, establishing a healthy and positive corporate culture is crucial for the sustainable development of enterprises.
Areas of consideration includes
- Values and beliefs: The core values and beliefs of the company, such as the common vision, mission, and values related to service commitment and pursuit of quality.
- Team psychological well-being: The working atmosphere and culture within the company, including whether it encourages open communication, cooperation, sharing, and innovation.
- Leadership style: The management style and philosophy of the company’s leadership, whether it focuses on results or processes, and whether it mainly adopts authoritarian or democratic management.
- Work Approaches: The internal work methods and processes of the company, including organizational structure, decision-making methods, communication channels, etc.
- Employee values: The understanding and degree of identification of employees with the corporate culture, as well as the values and behavior patterns they demonstrate in their work.
- Cultural construction: The intangible and tangible symbol construction within the company, such as cultural walls, logos, slogans, reward systems, etc., which can reflect the characteristics and features of corporate culture.
12.2 EMPLOYEES’ PHYSICAL AND MENTAL HEALTH
Employee physical and mental health refers to the health status of employees in both physical and psychological aspects. This includes not only physical health, but also mental health, such as positive emotional states, good psychological resilience, and stress management abilities. To maintain the physical and mental health of employees, enterprises should comprehensively consider and measure from multiple aspects, demonstrate long-term deployment and strategic plans, and provide corresponding support and promotion measures to truly achieve the goal of employee physical and mental health.
Areas of consideration includes
- Physical health: Enterprises will pay attention to employees’ physical health through various forms, including lifestyle habits, diet, exercise, sleep quality, etc. Physical health has an important impact on work performance and quality of life, so companies usually provide health promotion activities or benefits, such as health checks, sports activities, etc.
- Mental health: The psychological health status of employees, including emotional stability, stress management ability, self-regulation ability, etc. Mental health has a direct impact on work efficiency and job satisfaction, so companies usually pay attention to employees’ mental health and provide mental health support services, psychological counseling, etc.
- Work-life balance: Enterprises should avoid employees’ overwork or conflicts between work and life, advocating for work-life balance, which is also important for physical and mental health. Companies can help employees achieve work-life balance through flexible working hours, holiday benefits, etc., to enhance employees’ work vitality.
12.3 CORPORATE AND DIGITAL TRANSFORMATION
Enterprises make changes and adjustments in organizational structure, business models, culture, and strategic directions according to changes in talent needs, technological developments, competitive pressures, or changes in internal and external environments, to cope with new challenges and opportunities, enhance employee satisfaction and happiness, and successfully demonstrate changes in business processes and work efficiency, achieving long-term development and competitive advantages.
Areas of consideration includes
- Organizational structure adjustment: Redesigning the organizational structure to optimize processes and efficiency, improve management effectiveness, and work efficiency.
- Digitalization and technology application: Increasing investment in digital technology and information technology, promoting enterprise digital transformation, enhancing productivity and competitiveness.
- Cultural transformation: Reshaping corporate culture, establishing an open, innovative, and learning-oriented cultural atmosphere, encouraging employees’ innovative thinking and behavior.
- Talent model transformation: Enterprises strengthen interaction with stakeholders other than full-time employees, achieve win-win and value co-creation, such as hiring gig workers, women, retirees, etc.
- Creativity, adaptability, and effectiveness of transformation projects.
13. JUDGING CRITERIA – FINAL PRESENTATION
The following criteria are taken into account in the selection of the awardees of Top 10 Happy Companies to Work For. The organizations that achieve the highest score will be granted Top 10 Happy Companies to Work For. The criteria are listed below:
- Objective Setting – 15%
- The organization demonstrated a clear objective and expected goals.
- The objectives addressed specific organizational / people challenges.
- Implementation Process – 30%
- The existing HR policies, practices, systems or recent events were effectively implemented.
- Employees and different teams were actively involved in the process.
- Achievement & Outcome – 30%
- The quantifiable and psychological outcome were obtained and evaluated.
- The existing HR policies, practices, systems or recent events were achieved the stated objectives and demonstrated sustainable outcomes.
- Innovation and Uniqueness – 15%
- The existing HR policies, practices, systems or recent events were innovative in its concept, idea, policy, design, and implementation.
- The existing HR policies, practices, systems or recent events were enabled the organization to stand out from the business community.
- Ability to create interaction and happiness with audience – 10%
- The organization’s representatives demonstrated the ability to connect with the audience.
- The organization’s representatives demonstrated the workplace happiness to the audience effectively.
14. PAYMENT METHODS
Please settle the enrollment fee for Company Awards, SME Awards, Special Awards and Individual Awards on or before 28 June 2024 (Fri) through the following methods:
i. Bank Transfer | |
Bank | Bank of China (Hong Kong) Limited |
Beneficiary | CHIEF HAPPINESS OFFICER ASSOCIATION LIMITED |
Account No. | 012-802-2-014682-4 |
Remarks | Please mark your account number / name on the pay slip & email the pay slip to: info@choassociation.org or WhatsApp @ 6263 6263 |
ii. By FPS | |
Bank | Bank of China (Hong Kong) Limited |
FPS Identifier | 100900554 |
Remarks | Please email the FPS record to : info@choassociation.org or WhatsApp @ 6263 6263 |
iii. By Cheque | |
Cheque payable to | CHIEF HAPPINESS OFFICER ASSOCIATION LIMITED |
Remarks | Please mail a crossed cheque to Flat 2112, 21/F, The Star, 18 Yip Shing Street, Kwai Chung, New Territories. |
ENQUIRY
Ms. Mary Suen
Email：mary@choassociation.org
Contact：9608 8888
Miss Jan Chan
Email：jan@choassociation.org
Contact：6263 6263