Learner Wellbeing & Development.
Empower your organisation to support comprehensive learner development, mental health, and skills growth at scale.
Eight dimensions. One person record.
Built for the job.
Wellbeing is the problem under most other problems.
Burnout, presenteeism, attrition and the quiet erosion of performance rarely show up as wellbeing issues on paper. They show up as missed deadlines, churn, or "engagement scores". A serious wellbeing programme treats the cause, not the symptom — and that means treating the whole person.
A model that treats the whole person.
Most workplace wellbeing programmes focus on a single dimension — usually mental health, often only as a crisis service. That helps the few people in acute distress, but does very little for the majority of a workforce who are functional but not thriving.
Cademi takes a broader view. Wellbeing is mapped across eight dimensions — Career, Mental, Spiritual, Personal, Financial, Physical, Family and Social — because in real life people do not separate them out. Money stress affects sleep. Family pressure changes focus at work. A career stuck without direction shows up as low engagement, not low effort.
Personalisation that respects the person.
A blanket wellbeing course does not work because wellbeing is not blanket. The person who needs financial coaching is rarely the same person who needs sleep guidance, and asking everyone to sit through both wastes their time and yours.
Cademi uses self-appraisal and psychometric assessments to understand how someone learns and what they're currently working on. From there the platform recommends content quietly — no public scoring, no manager broadcasting your results, no diagnoses pretending to be insight.
Evidence the funders and inspectors expect.
A wellbeing programme that cannot demonstrate engagement is a wellbeing programme that will be cut in the next budget cycle. Boards and funders want to see uptake, themes and trend lines, not a one-off staff survey.
Cademi reports on participation, content themes, and progress over time — aggregate by site, team or department — without exposing individual learning. That gets the wellbeing programme through the budget defence and into next year.
“Healthier, more resilient teams. Mental health, resilience and personal growth content built for modern teams.”
Bring your training history in. Export it whenever you need.
Upload existing records at onboarding so every e-learning, in-person and external qualification lands on the right person's profile — and export audit-ready reports on demand.
What we hear most often.
Drawn from real prospect conversations and questions in customer reviews. If yours isn't here, get in touch — we'll answer honestly.