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Workplace transformation program

Empowering leaders to cultivate cultures of happiness.

"Happiness at work is not a luxury — it's a strategy." Enterprises of Happiness helps organizations make well-being a measurable, systematic, and sustainable practice.

Who we impact

The Wheel of Happiness at work.

Happier, healthier teams

A culture of well-being lowers stress, deepens engagement, and reduces turnover.

Sustainable performance

Happiness at work drives productivity, innovation, and resilience over the long run.

Belonging & purpose

Employees find meaning in their work and connect around a shared purpose.

Framework

The Wheel of Happiness at work.

Transformation is guided across 9 dimensions of well-being — grounded in the SDGs and the latest science on flourishing at work.

LeadersPeople teamsManagersEmployeesBoards

How it works

Four steps to certified transformation

  1. 01

    Diagnosis

    Organization-wide assessment of workplace well-being, culture, and engagement.

  2. 02

    Strategic plan

    Co-create a tailored roadmap with leadership — priorities, initiatives, KPIs.

  3. 03

    Implementation

    Initiatives across the 9 dimensions of well-being, with training and expert guidance.

  4. 04

    Measurement & certification

    Track impact every 3–6 months against key indicators. Certify as an Enterprise of Happiness.

What the work looks like

Nine spheres of action, and a growing network of Chief Well-Being Officers

Enterprises of Happiness organizes the work of transforming a business into nine spheres of action, each pairing an individual dimension of happiness with the collective welfare of the organization. In practice that has meant concrete initiatives: clean-air and water-conservation efforts and green spaces within office premises on the ecological side; safe, inclusive workplace policies and beautification projects on the communal side; mentorship programs and social clubs for relationships; cultural-exchange and heritage projects for diversity; and health education, mental-health support, and physical-activity programs for well-being.

At the center of that transformation sits the Chief Well-Being Officer (CWO), a role that first emerged around 2010 and accelerated through the pandemic as organizations of every kind — from global corporations to city governments — appointed leaders to support people through stress and change. At the 3rd China Well-Being Summit in Shanghai, the World Happiness Foundation launched the Chief Well-Being Officer Program in China, joining a movement that already reaches 955+ professionals across 550+ cities, from Shanghai to São Paulo, from Miami to Jaipur. CWOs are trained around the ROUSER model — Relations, Openness, Understanding, Self-Awareness, Empowerment, Reflection — as the operating system for a new kind of leadership.

The Foundation also measures what it builds: together with Happyforce, it runs the annual Global Workplace Happiness Survey, now in its second year, to understand what actually drives satisfaction and well-being at work and to give organizations evidence for where to act next.

When individuals flourish, organizations and communities thrive.

Free diagnostic

See where your organization stands across the nine spheres

The same nine dimensions behind the Enterprises of Happiness program — ecological, communal, social, cultural, physical & mental, spiritual, intellectual, financial, and civil — anchor a free, private diagnostic you can take today.

Take the free enterprises diagnostic

Keep reading

More on the Enterprises of Happiness work

Published on the World Happiness Foundation blog.

Voices from the programmes

What Happytalistas say after walking the path.

Validated words from coaches, professionals and Chief Well-Being Officers who have taken part in our programmes, Fests and retreats.

  • Before engaging with the World Happiness Foundation, I often treated well-being as something separate from performance. The program helped me see that people do their best work when meaning, trust, and humanity are built into the way we lead. That insight changed both my coaching conversations and the results my clients pursue.

    Executive Coach|United States

  • GGH helped me connect dots I had previously treated as separate: personal awareness, team culture, organizational design, and social impact. Seeing the whole system changed the way I diagnose challenges and the kind of solutions I am willing to build.

    Organizational Strategist|Belgium

  • The Foundation gave me language for something I had felt for years: real transformation begins inside, but it cannot end there. I now help leaders connect personal awareness with the cultures and communities they influence. My work feels deeper, more courageous, and more useful.

    Leadership Coach|Canada

  • The program moved happiness from the edge of my leadership agenda to the center of how I think about progress. I began evaluating decisions not only by what they deliver, but by the human experience they create along the way.

    Senior Leader|Austria

  • I came looking for new coaching tools and found a much larger invitation - to accompany people toward lives of purpose, connection, and contribution. The program expanded my practice while reminding me why I became a coach in the first place.

    Professional Coach|Mexico

  • GGH gave me a coherent framework for work that had sometimes felt fragmented. I can now help clients connect individual practices with leadership behavior, cultural conditions, and measurable organizational priorities. The result is a more credible and lasting approach.

    Well-Being Consultant|Czechia

Authorized testimonials, published as given in English.

Co-create your culture of happiness

Bring Enterprises of Happiness to your organization.

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