In today’s competitive job market, where skilled professionals are courted by multiple employers, retaining top talent is one of the biggest challenges HR professionals face. But the secret to employee retention, motivation and business profitability isn’t just about pay – that’s a given – it’s about happiness.  

As Lord Price’s recent research shows, happier employees are more engaged, more productive and, ultimately, more loyal.  They are also more likely to provide excellent customer service, leading to higher customer satisfaction and loyalty.  

Swizzels, a family-run manufacturer of much-loved sweet brands – including Love Hearts, Drumsticks, Parma Violets and Squashies – has recently implemented key initiatives designed to maintain a culture of wellbeing and happiness in the workplace. 

In this article, we’ll explore how Swizzels HR has deployed low-cost programmes, personalised perks and micro-rewards to make happiness a strategic advantage.  Following this activity, we have dramatically reduced employee turnover and raised retention.  This has helped us transform culture, performance, and bottom lines in the process.  It could do the same for your business, too.

The happiness-profitability link: Why it matters more than ever

It’s no longer enough to offer competitive salaries and expect loyalty. The ongoing war for talent has shifted the power dynamic in the workplace. High performers now demand more than just a payslip – they want purpose, balance and good wellbeing.  In other words, they want to be happy.  Their employers should want this for them too, because they will show noticeably higher productivity, which in turn will enhance profitability. 

Key takeaway:  A happy culture is rooted in fundamental human values – so any effort to improve it should focus on fostering respect, recognition and genuine support. Simply adding bean bags and ping-pong tables to the canteen is unlikely to move the needle.

What actions drive employee happiness?

Swizzels has found that creating a happy, productive workforce doesn’t require an overhaul of your entire operation. Small, consistent actions – rooted in emotional intelligence and human connection – are often the most impactful. Here are four areas where HR can make a tangible difference:

1. Create a culture of recognition

People want to feel seen. Swizzels publicly acknowledges effort and excellence, especially when they align with our stated values of Passion, Integrity, Teamwork, Respect & Positivity.  We do this in meetings, internal newsletters or whenever the situation lends itself to do so.  

Not only is this recognition the right thing to do, it also boosts morale and engagement.  Just remember, speed is of the essence, and any ‘nod’ to an individual or team for a job well done must be within days of the event.  If too much time passes, impact is lost.

At Swizzels, we complement this activity with small, thoughtful tokens of appreciation. A simple ‘thank you’ for a job well done is one thing, but we have found that actions speak louder than words. As such, a free breakfast or personalised gift box of goodies reinforces and amplifies any verbal recognition. 

2. Welcome new starters with delight

First impressions count. Onboarding is your chance to communicate that your workplace values people.  At Swizzels a company director attends every induction to personally welcome new starters.  If a senior manager or director in your organisation can spend a few minutes to greet a new starter in a warm and friendly way, it will make them feel more comfortable in their new environment.

For longer-term support, we recommend appointing the new hire with a buddy to show them the ropes, provide mentorship and answer any questions they may not wish to broach with their manager. 

Last but not least, a small welcome pack also helps new hires feel like part of the team from day one. You can include low-cost items such as vouchers for free lunches, branded stationery, a personal note and a sweet treat gift box. 

Gift Boxes of Swizzels Sweets like those shown here are given to New Starters as part of a Welcome Pack

Side note:  The University of Warwick conducted experiments where participants given free treats such as chocolate and drinks performed better in productivity tasks, showing about a 12% productivity boost among happier participants.

3. Encourage seasonal joy and unexpected moments of delight

Use the seasons to your advantage.  We create a more human, energised culture by inserting strategic moments of delight into the day.

For example, on a hot summer’s day, we’ll invite an ice cream van to come on site and offer free treats for the day.  At Christmas, we mix things up a bit and ask senior managers and directors to serve (with obligatory Christmas jumpers, of course) Christmas dinner to the staff.  On a separate day, we also invite the Swizzels pensioners to reconnect with their old friends and serve them a Christmas dinner too – and yes, we taxi them to and from their homes so they can enjoy a little tipple.

And for all year round?  Think beyond a trip to the local pub (not everyone drinks) and instead opt for a trip to the theatre, park picnic, or similar.  At Swizzels, we raffle gig tickets!

4. Understand employee pain points and eliminate them

One practical way to enhance employee wellbeing and demonstrate genuine care is to make access to healthcare more convenient. Visiting a GP can be time-consuming, frustrating and often means time away from work – resulting in both lost productivity and added stress for employees.

By arranging for a GP to visit the workplace once a month, Swizzels has significantly reduced this burden. Organisations with remote or hybrid workers could also consider offering private GP services as an alternative.  It’s a simple yet strategic solution that supports employee health, minimises disruption to the working day and sends a clear message: we value our people and their time.

The business case: Happier employees, stronger outcomes

By investing in happiness, we see improved business outcomes, such as reduced attrition, higher productivity, staff having greater affection for the company and an improved customer experience, because engaged employees are more likely to go the extra mile.    

Key takeaway:  Our approach has made a difference.  Between 2023 and Q2 2025, employee turnover has dropped by over 35% and our retention rate has risen by nearly 7%.  These figures speak for themselves: our commitment to supporting and investing in our people is truly paying off.

In short, happiness is not a fluffy ideal – it’s a strategic business tool.

A final thought: Start small, think big

Transforming your workplace culture doesn’t require big budgets or dramatic change. Sometimes, the most powerful moves are the smallest – taking undistracted time to greet a new colleague or welcoming a new starter with a thoughtful gift.

So the next time you’re thinking about how to boost morale, retain your best talent, or improve your bottom line, remember what Swizzels has learned… happiness may just be your most undervalued asset.

Explore ways to boost employee joy with affordable branded treats and welcome gifts:
👉 Swizzels Work & Perks Bundles – Subscription discounts available