Wellbeing At Work
When leaders prioritize well-being, they foster trust, reduce burnout, and build a culture where individuals feel safe, valued, and motivated.
Learn how you can support your team's wellbeing.
My Role
LX Designer
Audience
Frontline Leaders
Project Type
E-Learning Course and Job Aid
Deliverable
E-Learning Course and Job Aid
Problem
High turnover and disengagement are often symptoms of a deeper issue: most organizations only address one dimension of employee wellbeing — usually physical — while overlooking mental, social, and career wellbeing entirely. Research shows only 1 in 4 U.S. employees feel their employer genuinely cares about their wellbeing, and fewer than a quarter of employers have any real plan to address it.
The result is a cycle familiar to many HR leaders and managers: rising turnover, disengaged teams, and exit interviews that reveal the same complaints, feeling unsupported, unseen, and stuck, without a clear framework for what to actually do about it.
Solution
Articulate Rise
Clean design, ease of use, and learner engagement.
Microsoft Word
Storyboarding the scenario and course structure.
Xyleme
Building the take-home job aid.
I built a scenario-driven course in Articulate Rise that follows Jamie, an HR manager investigating why her manufacturing organization is losing team members. Rather than presenting wellbeing as a checklist, the course puts learners in Jamie's position — reviewing exit interview patterns, uncovering that only one dimension of wellbeing (physical) was ever addressed, and working through what the other three (mental, social, and career) actually require.
Through the course, learners:
Identify the four dimensions of workplace wellbeing and recognize which their own team may be missing
Apply the framework through Jamie's story, using interactive elements — knowledge checks, flip cards, and tabbed content — to explore how each dimension shows up in real leadership decisions
Walk away with a take-home job aid, giving managers a practical reference for promoting wellbeing after the course ends
By grounding an abstract framework in one manager's concrete, relatable story, the course helps learners see not just what the four dimensions of wellbeing are, but how to recognize and act on them in their own teams.
Tools Used
A Look Inside the Design
As part of my commitment to honoring client trust and proprietary content, I'm unable to share the full course I developed for Development Dimensions International (DDI). The materials are protected under confidentiality agreements and internal use policies.
Here's a short glimpse into the design choices behind it.
Design Highlights
Interactivity
Quizzes, flip cards, and image interaction kept learners active throughout the course.
Quizzes — immediate feedback through retrieval practice
Flip cards — self-paced review, spaced repetition
Tabs — lets learners choose their own path through the four dimensions instead of scrolling a wall of text
Self-assessment — a checklist that has managers check off which dimensions they already focus on, turning the framework back on their own habits before they see the "right" answer
Job Aid
A take-home reference that turns learning into doing.
Supports situated cognition and transfer of learning
Reflects andragogical principles — practical, problem-centered content
Storytelling
Jamie's story anchors the four dimensions of wellbeing in something real, not abstract.
Supports constructivist learning through narrative and relatable scenarios
Makes consequences and choices memorable, not just theoretical
Let’s Connect
If you're interested in seeing more examples of how I apply learning theory to design, feel free to reach out. I’d love to share additional projects and insights from my work as a Learning Experience Designer.
www.linkedin.com/in/marilu-oliva/