What to invest in to make your teams happy in 2025

As businesses evolve, the importance of keeping employees happy and engaged has never been greater. In 2025, organisations that focus on the wellbeing and satisfaction of their teams will not only retain top talent but also boost productivity and innovation.

This article will see me explain the key areas where leaders should invest to create a thriving workplace culture. This is all taken from my new book, Happy Economics. I have over 40 years of experience in business, and my focus is now on making employees happier at work to drive commercial success within organisations. I launched WorkL back in 2017 which now helps over 1000 businesses globally improve the happiness and engagement of their teams.

A Corporate Happiness Plan is imperative for all businesses. Companies make plans for strategy, finance, operations, risk, quality control, tech implementation so why not for the happiness of their employees? Without a detailed plan, it is impossible to guide their actions, effectively allocate resources, anticipate challenges or identify opportunities. It’s a big mystery to me why the vast majority of organisations wouldn’t even consider a corporate happiness plan. Creating a happy organisation doesn’t just happen.

I’d like to propose that a corporate happiness plan takes its rightful place alongside all the other strategic plans that underpin businesses. This plan should be built around an understanding about what it is that drives a good culture and happiness at work. This plan will tackle all areas, from staff development, to diversity and inclusion, to wellbeing improvement and rewards and recognition, to ensuring the whole team has a sense of pride and satisfaction in their career.

Below are my Six Steps to Workplace Happiness, which outline the key areas that both employees and employers need to focus on, to create a happier employee and workplace;

• Reward and Recognition – Every member of an organisation should benefit from its success. A fair salary is essential—no amount of praise can compensate for underpayment. Your compensation structure should meet expectations and motivate employees to go above and beyond.
• Information Sharing – Withholding information can make employees feel undervalued and disconnected from the business. For a team to perform at its best, transparency is essential. Employees at all levels should have a clear understanding of the business, its strategy, performance, customers, and competitors.
• Empowerment – Empowering employees means involving them in decision-making, valuing their ideas, and integrating their feedback into the company’s strategies. Everyone brings unique experiences and perspectives to the table, and only by considering all views can a team achieve the best possible outcome. While individuals may not be perfect, together, the team can be.
• Wellbeing – Employee wellbeing encompasses physical, emotional, and financial health. Addressing all three areas leads to improved engagement and productivity. A positive workplace culture can reduce absenteeism, as engaged employees tend to be healthier and more committed.
• Instilling Pride – Employees who take pride in their work and workplace naturally become advocates, sharing their positive experiences with colleagues, potential hires, customers, and the community. Their pride will be evident when they talk about where they work. Building this sense of pride goes beyond motivational talks or performance reviews—it’s about cultivating an environment where employees truly enjoy and take pride in their roles.
• Job Satisfaction– A range of factors influence job satisfaction, but two stand out; opportunities for personal growth and the quality of the employee-manager relationship. Employees are an organisation’s greatest asset, and high engagement is essential for success. Research shows that respectful treatment and trust between employees and leadership are key drivers of satisfaction. Poor relationships with managers are often the top reason employees leave, regardless of the company’s brand strength.

Investing in your team’s happiness isn’t just a moral imperative—it’s a strategic one. Organisations that prioritise flexibility, mental health, professional growth, modern tools, recognition, and inclusivity will create a workplace where employees can truly thrive. By focusing on these areas in 2025, businesses can ensure their teams remain motivated, productive, and, most importantly, happy.

Lord Mark Price is the founder of WorkL and WorkL for Business, and author of Happy Economics: Why The Happiest Workplaces Are The Most Successful (published by Kogan Page, out now).

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