In today’s rapidly evolving workplaces, organisations are under pressure to deliver more, faster—often with fewer resources. Amidst this, training is often viewed as a nice-to-have, something to be ticked off when time allows. But we need to reframe this.
Training isn’t just about capability—but wellbeing too. Developing people is one of the most powerful ways to energise performance. And the data backs us up.
A UK study by The Open University and The 5% Club found that companies investing in long-term learning programmes reported:
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28% of employees experienced improved wellbeing
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36% felt better equipped to manage stress and mental health
When we help people grow, we help them feel more confident, more valued, and more resilient in the face of challenge.
That boost in wellbeing has tangible results. According to a study by the University of Warwick, happier employees are 12% more productive. A separate Oxford University study in a UK call centre echoed this, showing that even a one-point increase in self-reported happiness led to a 12% jump in productivity.
The equation is simple, but powerful:
Training → Wellbeing → Productivity
So how can you use this to influence your workplace to give you and your colleagues the learning and development opportunities you want and need?
Start by making the case with evidence. Share simple, well-supported facts with leadership—like the 28% improvement in wellbeing and 12% productivity uplift—framed in terms they care about: performance, retention, and ROI.
Next, engage your peers. Ask what types of learning would make their roles easier or more fulfilling. Collect these insights and suggest a pilot programme or low-cost initiative—such as lunch-and-learn sessions, access to online courses, or peer mentoring.
Finally, emphasise choice and relevance. Learning has the most impact when it's aligned with both organisational needs and individual interests. Advocate for personalised development paths that support autonomy, mastery, and purpose.
When people feel that training is tailored and meaningful, they engage more—and that’s where transformation happens.
Want a more specific plan? Here you go!
1. Start with a Problem Statement
Frame the issue in terms your organisation already cares about:
- High turnover?
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Burnout or stress levels?
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Lack of engagement or productivity?
Then pose a question: “Could strategic training support wellbeing and reduce these risks?”
Use your knowledge and statistics to anchor the conversation. For example:
“Did you know that companies investing in learning see a 28% improvement in employee wellbeing—and happier employees are up to 12% more productive?”
2. Gather Internal Data
Look for:
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Absence rates
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Staff satisfaction survey results
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Performance reviews
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Exit interview feedback
Use this data to show how a lack of development may be contributing to organisational pain points like stress, disengagement, or attrition.
3. Engage Your Colleagues
Run an informal poll or focus group to ask:
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What skills do people want to develop?
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What would help them feel more confident, supported, or motivated?
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What’s missing from the current L&D offer?
Highlight any patterns that emerge. For example: “70% of our team would feel more engaged with access to development tailored to their career goals.”
4. Create a Mini Business Case
Present your argument simply and clearly:
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The Problem: Stress, disengagement, underperformance
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The Solution: Introduce targeted, employee-led L&D
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The Benefit: Better wellbeing = higher productivity (with sources)
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The Ask: Trial a low-cost initiative (e.g. self-paced learning, mentoring, or skills-sharing sessions)
Bonus: Add links to existing training platforms or free resources to show it doesn’t need to be expensive.
5. Speak the Language of Leadership
Leaders think in terms of:
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ROI
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Risk reduction
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Staff retention
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Performance outcomes
Translate your proposal into these terms. For example:
“By piloting a training and wellbeing initiative for under £2,000, we could see engagement and productivity boosts equivalent to a much higher return—and it supports our people strategies."
6. Pilot, Measure, Report
Start small. Launch a test programme:
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Track uptake
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Gather feedback
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Measure any impact on engagement, confidence, or output
Use that to build the case for wider rollout.
7. Celebrate and Share Wins
Even if the impact is anecdotal at first, show that people feel more supported, more capable, and more motivated. Share quotes, quick wins, and progress with leadership—and tie it all back to wellbeing and performance.
Pro tip:
If you can link this to existing priorities—such as mental health strategies, DEI goals, or retention objectives—you’ll strengthen the case even further.
Bonus benefit: doing good feels good too
As a sneaky extra, taking forward an initiative like this in your organisation is statistically proven to improve your own sense of purpose (and in turn wellbeing), as you're doing a good deed for others around you.
According to a 2020 McKinsey & Company report, employees who feel their work has purpose are 63% more likely to be resilient, 2.5 times more likely to be engaged, and twice as likely to stay at the company long term.
And research published in the Journal of Positive Psychology found that those who take action to support others at work experience a measurable boost in life satisfaction and personal wellbeing.
So if you're advocating for learning and growth—not just for yourself, but for those around you—you’re not only doing something valuable for your workplace, you’re also boosting your own resilience and motivation.
If you run a business yourself, the next time you’re planning capability budgets, remember: training isn’t just an operational cost—it’s a wellbeing investment with high-performance returns.
If you or your organisation could do with help with introducing this, you can head across to the Happy Citta sister site for training and wellbeing support in your workplace.
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