June 2025
Written by: Emma James, Head of Employee Experience Solutions at WorkL For Business.
We have probably all seen it in one of our roles: A Learning & Development (L&D) strategy that is packed with good intentions but can leave people feeling underwhelmed and uninspired.
But what if learning wasn’t just about ticking boxes and upskilling: and instead about feeling great at work everyday?
In today’s workplace, learning can do more than fill knowledge gaps. It should build confidence, nurture belonging, and spark a sense of progress. In short: learning has the opportunity to make people happier. And happier people, as WorkL consistently talks about, are far more likely to stick around, go the extra mile and perform brilliantly.
Let’s explore how reframing L&D can support the six core factors affecting employee happiness: Empowerment, Wellbeing, Reward & Recognition, Information Sharing, Job Satisfaction, and Instilling Pride.
1. The Emotional Return on Learning (Wellbeing + Empowerment)
We talk a lot about return on investment, but when it comes to L&D, we tend to skip over one of the biggest quantitative paybacks: how learning makes people feel.
Great learning experiences build more than skills: They build confidence, self-belief, and purpose. They support mental wellbeing by giving people a sense of purpose and direction, even during times of change. They let you people know: You matter. We see your potential. We want you to grow.
And that’s empowering. That’s wellbeing in action.
2. A Journey From Courses to Culture (Empowerment + Information Sharing)
Here’s a bold idea: L&D should be something beyond a department. It can be a way of working, a core part of your culture.
Sure, a well-designed training programme is useful, but real, lasting learning & growth happens through open conversations, curiosity, and the freedom to try (and occasionally fail). A culture that encourages learning from experience and removes a blame culture also promotes psychological safety and good communication which, in turn, fuels trust, transparency, and better teamwork.
When information flows and learning is a part of everyday culture, employees feel empowered to grow.
3. Progress Over Perfection (Job Satisfaction + Instilling Pride)
Perfection is overrated (and, frankly, exhausting). Progress, on the other hand? That’s really rewarding and fulfilling.
When employees feel they’re moving forward, even in small steps, they experience a powerful sense of achievement and pride. That’s why learning pathways should emphasise momentum and milestones, not perfection. Let’s embrace celebrating “I’m better than I was last month” rather than just “I got promoted.”
When people can see and feel their growth, their job satisfaction soars, and they take more pride in their work and go the extra mile.
4. Personalised, Not One-Size-Fits-All (Empowerment + Job Satisfaction)
Nobody likes being forced into a webinar that has nothing to do with their goals and has no space for interaction.
True learning and growth comes from choice and relevance. When people can explore topics that inspire them and are relevant to their interest and career path, they’re far more likely to engage with it, and even enjoy it.
Personalised L&D sends a clear message: You’re trusted to take charge of your own development. That level of autonomy drives empowerment, and when people feel seen and supported, they feel happy at work.
5. Microlearning, Macro Impact (Wellbeing + Information Sharing)
Not everyone has three hours to spare for a course. In fact, most of us can barely find time to drink a full cup of tea while it’s still hot.
Enter: microlearning. Short, sharp, snackable bursts of knowledge, all delivered when and where people need them. A two-minute video. A peer story shared in a Teams channel. A quick lunch-and-learn.
These bite-sized moments are low-pressure, high-impact and can have a knock on effect by improving communication and knowledge sharing across teams; helping people feel connected and in the loop.
6. Celebrate Learning, Not Just Results (Reward & Recognition + Instilling Pride)
Let’s stop only rewarding outcomes and start recognising growth.
When someone shows curiosity or resilience in learning something new, even if the end result isn’t perfect, let’s celebrate it! That kind of recognition builds a safe learning environment where people feel encouraged to experiment, innovate, feed back and stretch themselves.
This taps directly into the happiness drivers of reward & recognition and instilling pride: When learning is celebrated, people feel seen, appreciated, and more confident in what they’re capable of.
Learning & Growth = Happier, More Productive Teams
Learning isn’t a chore. It should be one of the most energising, inspiring parts of your employee experience. When people feel they’re growing, they feel more connected, more capable and more likely to go the extra mile at work. Ultimately, they are happier.
So ask yourself: Is your L&D programme supporting not just skills, but happiness? If not, maybe it’s time to ditch the pressure and start enjoying the progress.
When learning feeds empowerment, wellbeing, recognition, communication, satisfaction, and pride, you don’t just build a stronger workforce, you build a happier one.
This article was originally featured in the June 2025 edition of WorkLife Business News which you can view here!
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