The link between employee wellbeing and retention

Turnover is usually the final step in a long line of unmet needs. When people feel stressed, unhealthy, or disconnected, those challenges don’t stay separate from their work. They shape how they show up, how long they stay, and how engaged they are while they’re there. Organizations that want to improve retention need to think more broadly about what their employees are carrying. It’s crucial to consider what an employee is experiencing both inside and outside of work, and how the workplace can support the whole person, not just the job description.

When organizations intentionally support the full range of needs that impact a person’s life, employees are more likely to feel valued, capable, and motivated to stay. Not because they have to, but because they want to.

Let’s take a closer look at how employee wellbeing directly influences retention. 

The business case for wellbeing

When employees feel supported across the full spectrum of their wellbeing, it doesn’t just improve their day-to-day experience; it influences whether they choose to stay. There is a growing body of research connecting holistic wellbeing to stronger engagement and lower turnover rates.  

For example:

• According to Gallup, employees who strongly agree that their employer cares about their overall wellbeing are 69% less likely to actively search for a new job.

• Researchers from Population Health Management surveyed over 11,000 employees at a Fortune 100 company, revealing that those with high wellbeing scores had 30% fewer voluntary departures compared to those with lower wellbeing scores.  

• Research from Deloitte shows that highly engaged employees are 87% less likely to leave their company.  

These findings make a clear business case. Wellbeing isn't just a line item on the budget; it’s an effective retention strategy with measurable impact. By supporting the whole person, organizations can reduce costly turnover, strengthen culture, and build a workforce that’s more engaged, more resilient, and more likely to grow with the company. 

What is holistic wellbeing? (And why it matters)

Many organizations still equate employee wellbeing with surface-level perks like free lunches, ping pong tables, or the occasional mental health newsletter. However, a holistic approach to employee wellbeing goes beyond one-off benefits. It considers the full spectrum of what employees need to feel supported, connected, and healthy at work.

Navigate’s 8 Pillars of Wellbeing provides a comprehensive framework that supports the diverse needs of employees and helps organizations create a more balanced, resilient, and engaged workforce.

• Balance: Finding harmony between work, home, and personal life

• Community: Engaging with and contributing to the broader community

• Financial: Managing finances effectively and planning for the future

• Mindfulness: Cultivating awareness and resilience through present-moment focus

• Nutrition: Building healthy eating habits that support long-term health

• Physical: Maintaining regular physical activity for overall health

• Purpose: Aligning work and life with personal goals and values

• Social: Fostering meaningful relationships and a sense of belonging

Navigate's Total Health solution begins with a thorough wellbeing assessment that explores all eight pillars of health, providing deep insights into each individual's unique needs and aspirations. From there, Navigate's intuitive platform generates personalized recommendations based on each individual’s readiness to change, guiding employees towards resources, activities, and programs that align with their specific wellbeing goals.  

Whether it's financial wellness workshops, mental health resources, fitness challenges, or support for work-life balance, the diverse offerings cater to every facet of total wellbeing. This personalized, data-driven approach not only enhances employee engagement and satisfaction but also builds a culture of care and growth.

Creating the conditions where people choose to stay

Employees rarely leave because of an occasional rough day or tense moment. They leave when the day-to-day experience starts to feel unsustainable, unsupported, or unseen. That’s why retention strategies built on surface-level fixes, such as increased pay, additional perks, or more responsibilities, often fall short. What people are really looking for is a workplace that supports their wellbeing in ways that feel real, consistent, and personal.

Holistic wellbeing is about building the conditions where people can show up as themselves, manage what life throws at them, and feel like their work actually fits into their life, not the other way around.

If you’re looking to improve retention, start by asking:

• How are we supporting employees' overall health and wellbeing?

• Are we providing people with the flexibility they need to integrate their work with their personal life?

• Are we listening to what they actually need, not just what we think they should want?

• Do our managers have the tools to support real conversations about stress, workload, and wellbeing?

• Do employees feel socially connected?

• How are we recognizing employees for their efforts?

• Are we providing opportunities for people to grow in their careers and within the company?

• Are we building trust through action or just messaging?

The organizations that get wellbeing right aren’t perfect. But they are intentional. And that intention shows in how people feel, how they engage, and how long they choose to stay. The bottom line is that when employees feel their needs are being truly seen and supported, they are healthier, happier, and less likely to leave.  

Ready to see how the Navigate platform can help with your organization’s retention strategy? Book your demo today!