In today’s fast-paced, uncertain world, workplace wellbeing and resilience have never been more critical. Many organisations are now prioritising employee mental health, stress management and a healthy work-life balance.
Learning and development (L&D) has a key role to play - by supporting wellbeing, fostering a sense of achievement, cultivating psychological safety and strengthening connections between employees.
Gain valuable insights, strategies, and advice from HR leaders Georgina Reeves-Saad and Alex Png on how L&D can help employees feel supported, engaged, and empowered to thrive in your organisation.
Reading time: 6 minutes
Wellbeing is often talked about but can be hard to define. At its core, it’s about feeling healthy, happy and able to thrive - but it’s also shaped by personal experiences, work environment and changing circumstances.
With work becoming faster paced and more uncertain, workplace wellbeing and resilience have never been more critical. Stress and burnout are growing concerns, and more organisations are recognising the need to address them. Wellbeing is now a key focus in many workplaces, with organisations integrating it into employee support strategies and prioritising mental health, stress management and a healthy work life balance.
Supporting wellbeing doesn’t just benefit employees - it also boosts engagement, productivity and long-term success. And learning and development (L&D) has a key role to play.
We asked two HR leaders for their insights: Georgina Reeves-Saad, Employee communications, engagement and experience specialist, and Alex Png, Chief People Officer at Intrepid Group Asia.
Read on for practical ways to ensure your learning and assessments fuel a sense of achievement, support psychological safety, and foster connection - so employees feel supported, engaged, and able to thrive.
1. Learning and assessments fuel a sense of achievement
Learning and assessments are more than just a way to pick up new skills - they help employees feel more confident and capable in their roles. As they learn and grow, they begin to feel ready to take on new challenges and expand their abilities.
When employees can see how their learning connects to their career goals, it gives them a real sense of direction and purpose. It’s not just about what they’re doing today - it’s about how it’s helping them progress in their career. This sense of purpose keeps them motivated and focused on the bigger picture.
Learning also builds self-belief. The more employees achieve, the more they realise they can handle challenges, which helps them become more resilient. Knowing they can rise to the occasion makes them feel confident in facing whatever comes next.
Assessments help bring this all together by showing employees the tangible results of their hard work. Whether through certifications, feedback or reaching milestones, assessments provide visible proof of their progress. And when achievements are recognised - whether big or small - it gives employees a sense of fulfilment and encourages them to keep growing.
But it’s not all about work, Georgina reminds us.
Learning can also support personal growth by fostering skills such as stress management or communication, enhancing overall wellbeing. Achievements outside of work, like completing a course or mastering a new hobby, can build confidence and resilience that positively impact all areas of life.
What does this mean for your learning and assessments?
- Make sure learning outcomes are clear and align with employee goals and career aspirations
- Design learning initiatives that support professional and personal development, such as courses on mindfulness or time management. Promote your organisation’s wellbeing programmes and resources and employee assistance programmes.
- Ensure learning programmes encourage reflection, helping employees connect their progress to both personal and professional growth
- Incorporate assessments that highlight transferable skills, enabling employees to see the broader impact of their learning beyond the workplace
2. L&D supports psychological safety in the workplace
Psychological safety, a term coined by Harvard professor Amy Edmonton, is ‘a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes and that the team is safe for interpersonal risk-taking.’
Why is psychological safety in the workplace important for wellbeing and resilience? When employees feel safe to speak up, they can share ideas, concerns and challenges without fear of judgment, creating a more open and supportive workplace. This sense of trust and belonging not only makes teams stronger and more inclusive, it helps people feel valued and understood.
Workplaces that prioritise psychological safety are better equipped to navigate challenges, stay resilient and perform at their best. However, workplace wellbeing doesn’t just happen. Leaders and their teams must proactively create these conditions and opportunities to support everyone to feel comfortable opening and sharing,
And this is where L&D can lead the way.
Alex highlights that building psychological safety is a skill that everyone can learn, helping to create a workplace where team members feel valued, heard, and supported. Implement learning to develop inclusive communication, active listening, giving feedback and conflict resolution to foster a culture of trust and collaboration.
Embed psychological safety into all learning and assessments by designing content that encourages collaboration, open dialogue and mutual respect. Provide facilitators with guidance on fostering inclusivity, such as using neutral language and encouraging diverse perspectives. Ensure assessments focus on constructive feedback and growth rather than negative comments, creating a positive and supportive learning experience.
Develop leaders’ skills - 89% say they are essential to creating a safe and respectful workplace, according to a McKinsey survey. Georgina highlights ‘people managers have a specific and crucial role to play in supporting the health and wellbeing of their teams and need specific resources such as toolkits with practical guidance, advice and action they can take. Alex recommends incorporating skills such as EQ, empathy and communication into leadership training. Provide coaching for managers to encourage self-reflection and offer a safe space for them to think through options and take risks. Implement peer-led learning such as first-time manager sharing, technical training and sharing of tips and best practices, he suggests.
And psychological safety not only positively impacts individuals. It has been identified as the most important factor in team success, having tangible impact on performance and business outcomes, explains Georgina. When speaking to leaders about it, remember to reinforce the link to performance as well as wellbeing.
3. Learning cultivates connection and a sense of belonging
Feeling connected makes a huge difference to mental well-being at work. Supportive colleagues help ease stress and anxiety, making work feel less overwhelming. Regular interactions help employees see the bigger picture and create real connections, reminding people that they’re not in it alone.
Strong workplace relationships also build resilience. When employees know they have colleagues and leaders to turn to, they feel more confident facing challenges and bouncing back from setbacks.
Both these bring more energy, creativity, and enthusiasm to the workplace, driving a positive workplace culture where collaboration and shared success thrive.
Learning provides a vital opportunity to connect with colleagues, team members, and managers. Participants have a unique opportunity to deepen understanding of one another - whether it’s gaining insight into each other’s skills, perspectives, or areas for growth. This shared knowledge improves both wellbeing and team performance.
How can you ensure your learning and assessments fuel a sense of connection and belonging?
- Create opportunities for people to learn together, through group learning, team projects or collaborative problem-solving. When employees work towards a shared goal, they build stronger connections and gain a better appreciation of each other’s strengths.
- Encourage social learning by creating spaces where colleagues can exchange ideas, share experiences and support each other. Whether it’s through informal chats or structured peer mentoring, these connections make a real difference.
- Make learning environments inclusive by ensuring content reflects diverse perspectives and real-world experiences. When people see themselves represented, they feel valued and engaged.
Final thoughts
Supporting employee wellbeing and resilience is a critical priority for organisations today. By focusing on mental health, fostering a sense of achievement and encouraging psychological safety, L&D teams can create environments where employees feel valued and capable, enhancing engagement and productivity.
Take action now to make a significant difference in fostering resilience and engagement in your workforce, supporting both individual and organisational success.
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