Happiness at work isn't just a nice-to-have, it's a business strategy. In this feature, Simon Lamb, founder of global learning and behaviour change consultancy Purposeful Change, explores ten small but powerful habits that can transform morale, resilience, and performance. Backed by science and sharpened by experience with clients from Microsoft to Nike, Simon shows how leaders and teams can move beyond tick-box wellbeing and embed practices that genuinely unlock potential.

1. Start your day by naming one feeling, then listening to it

Before diving headfirst into emails or to-do lists, pause for a moment of emotional check-in. Ask yourself: What am I really feeling right now-energised, anxious, hopeful, distracted? Research in emotional intelligence shows that simply naming an emotion can down-regulate the nervous system, giving the brain more space for clarity. By acknowledging feelings rather than ignoring them, you are less likely to carry invisible tension into your workday. Leaders who adopt this practice often notice they make better decisions and show up more authentically with their teams. It takes less than 30 seconds but sets the tone for a calmer, more connected day.

2. Use the 'one kind question' rule in meetings

Meetings are often seen as productivity drains, but they can also be opportunities to inject joy. Try opening or closing a meeting with a generative question such as: 'What would make this project feel joyful?' or 'Where do we feel most alive in this work?' These questions shift focus from tasks to meaning, unlocking collective optimism. The ripple effect is powerful: teams feel heard, ideas spark, and projects gain momentum. Over time, this simple ritual transforms meetings from mechanical updates into energising moments of collaboration.

3. Give someone 'permission to be real' once a week

Tell a colleague it's okay to show up messy or unsure. Normalising vulnerability boosts trust, psychological safety, and-you guessed it-long-term happiness. "One of the simplest practices we've seen transform workplace culture is the check-in. It takes less than five minutes to facilitate, needs no special training, and yet creates a profound shift in how people show up.

Here's how it works: at the start of a meeting, invite each person to share briefly in response to three questions:

1.         What am I feeling right now?

2.         What might be distracting me?

3.         What is my intention for this meeting?

That's it. No debate, no fixing, just listening. The practice works because it allows people to arrive as humans, not just job titles. Neuroscience shows that naming emotions calms the nervous system and restores focus. Surfacing distractions prevents them from silently derailing attention. Stating an intention aligns individuals with the collective task at hand. The benefits ripple out. Teams who check in regularly report greater trust, clarity, and psychological safety. Conflicts are reduced because people know what's really going on beneath the surface. Meetings become more productive because attention is freed from what is unsaid. Over time, this small ritual builds a culture where openness and empathy are normalised. Happiness at work doesn't just come from perks or big events; it grows from the everyday experience of being seen and heard. A check-in makes that visible. It signals: you matter here. And when people feel they matter, joy has room to grow. When we surveyed our clients over 70% reported faster and more engaging meetings. Other industries such as aviation & healthcare  have been using this practice not just to humanise workplaces but also to reduce risk in their decision making."

4. Reframe feedback as a gift, not a grade

Too often, feedback is experienced as a critique-something to survive rather than embrace. But what if we saw it differently? Instead of 'constructive criticism,' call it 'constructive insight.' Create feedback circles that focus on curiosity and growth, not shame. For example, replace 'Here's what went wrong' with 'Here's what we learned, and here's how it can unlock new opportunities.' This reframing makes feedback feel like a gift of perspective rather than a performance review. Over time, people stop bracing themselves and start leaning in.

5. Design a 'micro-retreat' for yourself every Friday

End the week not with burnout but with reflection. Set aside 20-30 minutes to ask: 'What gave me energy this week? What drained me?' These micro-retreats are like pit stops-small but essential. They help you notice patterns and prevent creeping fatigue. Over time, you can design your work around what nourishes you most. Leaders who adopt this practice also send a signal: self-care isn't indulgence; it's part of sustainable performance.

6. Keep a 'joy journal' with three non-work wins a day

Happiness often hides in the ordinary. Write down three small, non-work moments of joy every day-a good coffee, a kind exchange, a child's laughter. Neuroscience shows that when we track positives, the brain learns to notice them more often, rewiring itself toward gratitude. Over weeks, this becomes a powerful habit: you train yourself to look for the light in daily life, rather than dwelling on what's missing. The journal doesn't just record joy-it multiplies it.

7. Tell a two-minute story that matters once a week

Stories build bridges faster than statistics. Once a week, share a short story that reveals something real: how you overcame a challenge, what you learned from a client, or a moment that made you proud. These bite-sized stories humanise the workplace and make values tangible. They also help leaders inspire without resorting to slides or spreadsheets. In an age of constant data, it's stories that people remember-and stories that spark happiness through shared meaning.

8. Use the 'rehearse success' trick before a difficult task

Before stepping into a high-stakes moment-whether a pitch, presentation, or tough conversation-pause to visualise success. Picture yourself calm, capable, and connecting with your audience. Studies in sports psychology show this mental rehearsal boosts performance and reduces anxiety. Applied at work, it shifts focus from fear to possibility. By entering the room already embodying success, you give yourself the best chance of experiencing it for real. Happiness thrives when we're not trapped in worst-case scenarios.

9. Take a 'systems break'-step back, see the bigger picture

Burnout often comes from tunnel vision-being stuck in the weeds without remembering why the work matters. Once a week, zoom out. Ask: 'What am I part of? What's this work really in service of?' This re-anchors tasks in purpose. Whether you're coding software, managing a team, or balancing accounts, your efforts contribute to something larger. Purpose equals perspective, and perspective fuels resilience. When people connect their role to a bigger system, they rediscover energy and meaning.

10. Ask yourself once a week: 'What would make me proud?'

Success is often measured by metrics-targets hit, hours billed, revenue earned. But pride comes from a deeper place. Asking 'What would make me proud?' shifts focus from external measures to internal meaning. It encourages you to think about contribution, care, and legacy. Pride is a powerful motivator because it's tied to integrity. When we align work with what genuinely makes us proud, happiness stops being a fleeting mood and becomes a sustainable state of fulfilment.

Final word

Happiness at work doesn't arrive by accident. It grows from small, deliberate habits that connect us with ourselves, with others, and with a sense of purpose. By experimenting with even one or two of these practices, you can begin to shift not just your mood but your entire workplace culture. After all, joy isn't a luxury in business-it's a performance strategy.

The Author

Simon Lamb is the founder of Purposeful Change, a global learning and behaviour change consultancy helping organisations unlock the potential of their people through transformative experiences. Drawing on neuroscience, behavioural science and systems thinking, Simon and his team have worked with leaders at Microsoft, HSBC, Shell, Nike and many more to design programmes that spark fresh thinking, ignite new mindsets, and drive meaningful action. His mission is to help people connect to their highest shared purpose - and turn insight into impact.