March 20th is fast approaching and marks International Day of Happiness, a day dedicated to recognizing the importance of well-being in our personal and professional lives. But for business leaders, happiness isn’t just a feel-good concept—it means employee happiness, and it’s a powerful driver of employee engagement, productivity, and retention.
So, what truly makes an employee happy? It’s not just about perks or paychecks. Research and workplace trends show that employees experience real, lasting happiness at work when:
- Their values are respected and aligned with the company’s mission.
- They feel heard and valued by their leaders and peers.
- They experience psychological safety, meaning they can express ideas, concerns, and mistakes without fear.
- They receive support for professional growth, with managers actively partnering with them on their development.
This isn’t just about boosting morale for one day—it’s about creating a culture that fosters happiness year-round.
So, before the day is upon us, LET’S PREPARE with five actionable steps people leaders can take to celebrate March 20th and make lasting improvements that drive happiness, productivity, and retention throughout 2025.
1. Conduct a Quick “Happiness Audit” with Your Team
Before International Day of Happiness, take a moment to understand what happiness at work means to your employees. What motivates them? What do they need more of?
- Action Step: Run a pulse survey or hold quick one-on-one check-ins asking:
- What’s one thing that makes you happy at work?
- What’s one thing that could improve your work experience?
- Do you feel valued and heard?
- Tech Tool: Use platforms like Officevibe or 15Five to gather anonymous feedback.
- Why It Matters: Getting honest insights from your employees allows you to make real changes that impact engagement and satisfaction.
2. Recognize and Appreciate Employees in Meaningful Ways
Employees feel genuinely happy when they are recognized for their contributions and appreciated for who they are. But generic “thank yous” aren’t enough—recognition should be personalized and impactful.
- Action Step: On March 20th, encourage leaders to publicly recognize team members with specific, heartfelt messages.
- Example: Instead of saying, “Great job, Sarah!”, try, “Sarah, your ability to simplify complex processes has made our team more efficient. We appreciate you!”
- Tech Tool: Use Bonusly or Motivosity to make employee recognition interactive and fun.
- Why It Matters: Employees who feel valued and respected are more engaged, productive, and loyal to their company.
3. Strengthen Psychological Safety by Encouraging Open Conversations
Happiness is deeply connected to trust and openness. Employees need to feel safe sharing ideas, concerns, and even failures without fear of punishment.
- Action Step: Hold a “Let’s Talk” session where employees can share their thoughts on improving the workplace.
- Example: Ask, “What’s one challenge you’ve faced recently, and how can leadership support you better?”
- Tech Tool: Use Microsoft Teams or Slack to create a dedicated feedback channel where employees can share suggestions year-round.
- Why It Matters: Psychological safety boosts innovation, teamwork, and job satisfaction, making employees happier and more engaged.
4. Partner with Employees on Their Growth and Career Goals
Happiness at work isn’t just about what’s happening today—it’s also about where employees see themselves in the future. A leader’s role is to support development and help employees feel like they are progressing in meaningful ways.
- Action Step: On March 20th, initiate personal development check-ins with team members to discuss their growth. Ask:
- What skills do you want to develop this year?
- What support do you need from me?
- How can we align your career goals with business objectives?
- Tech Tool: Use Lattice or Leapsome to track employee development plans.
- Why It Matters: Employees who see a clear path forward in their careers feel motivated, engaged, and committed to their organization.
5. Implement One Long-Term Change That Supports Workplace Happiness
Happiness shouldn’t be a one-day event. Use March 20th as a starting point to implement one meaningful, long-term change that improves the employee experience.
- Action Step: Based on feedback from your Happiness Audit, choose one action to integrate into your leadership approach.
- Example: If employees feel meetings are draining, implement a “No Meeting Wednesday” policy.
- Example: If work-life balance is a concern, introduce flexible work hours or mental health days.
- Why It Matters: Small, intentional changes create a happier, healthier work environment that benefits both employees and business outcomes.
Final Thoughts: Employee Happiness is a Leadership Strategy
International Day of Happiness is more than just a celebration—it’s an opportunity for leaders to reflect on what truly makes employees thrive. When employees feel valued, heard, and supported, they don’t just stay—they succeed.
But here’s something leaders often forget: Happiness starts at the top. As a leader, your well-being directly impacts your team’s morale and performance. A burned-out leader can’t effectively support a high-performing team.
As you implement these strategies for your employees, take time to check in on your own happiness and well-being by:
- Setting Boundaries – Block time in your calendar for focus work, breaks, and personal time to prevent burnout.
- Prioritizing Self-Care – Whether it’s exercise, mindfulness, or a hobby, invest in activities that recharge you.
- Having Honest Conversations with Your Supervisor – If you’re feeling overwhelmed, discuss adjustments or additional support.
- Building a Leadership Support System – Connect with fellow leaders to share best practices and challenges.
Remember: Happy leaders create happy teams. Prioritizing workplace happiness isn’t just good for morale—it drives higher engagement, stronger productivity, and better retention across the entire organization.
So, how will you celebrate March 20th? More importantly, what changes will you make to create a happier, more balanced workplace—for both your team and yourself?
Let’s make 2025 the year of real, lasting employee happiness!
About the Author
Cheryl Powell, CEO of Learn2Engage, is in her 29th year as a Virtual Instructional Design and e-Learning Specialist, with clients all over the US and overseas. Additionally, she is a published author of various works of fiction and motivational speaker.
She holds a Bachelor in Business Management, a graduate certification in Project Management, a Master of Science degree in IT Project Management, and a ATD Gamification Level 1 Certificate. She has studied the Adult Learning principles of experts and theorists such as Gagne’s (nine events), Maslow’s (hierarchy of needs), and Dr. Ruth Clark, to ensure her courses, presentations, storyboards, and modules, engage the learner, utilize the proper balance of white space, text and graphics, and result in high Learner Retention rates.
Her clients return year after year for the affordable pricing, her rapid customer response rate, and the benefits they observe in the productivity of their employees after taking her courses.
