Why do employees choose to stay with a company or decide to leave?

More often than not, the answer lies in how well their needs are met across the eight dimensions of wellness.

Before we dive deeper, let’s unpack what these eight dimensions of wellness truly mean for you and your organization and why they matter.

1. Emotional Wellness: Building Resilience and Emotional Intelligence

2. Environmental Wellness: Designing Inspiring and Supportive Workspaces

3. Financial Wellness: Easing Stress with Financial Security and Guidance

4. Intellectual Wellness: Encouraging Lifelong Learning and Innovation

5. Occupational Wellness: Creating Purposeful and Fulfilling Careers

6. Physical Wellness: Promoting Health, Vitality, and Energy

7. Social Wellness: Fostering Strong Relationships and Community

8. Spiritual Wellness: Inspiring Purpose, Values, and Meaning

There are countless definitions of true wellness. I’m drawn to the Thomas Jefferson University framework because it blends rigorous academic research with practical, real-world application.

At its core, wellness is about the pursuit of happiness (and yes, it’s a great movie!). We’re always striving to improve our physical, mental, and social well-being. These aspirations evolve with each stage of life, shifting as we move through new experiences and challenges.

So, how do these dimensions play out inside your organization?

No organization can perfectly address every dimension—but even small, thoughtful actions can make a big difference. Start by gaining a clear, objective understanding of two pillars: your company’s ambitions and your employees’ ambitions. A simple diagnostic or scan can help reveal where these priorities align or diverge.

Where does the company want to grow towards? How do they want to grow, what market share do they want, and what level of brand awareness are they aiming for?

Ask your employees these same questions: Where do they want to grow? How? When? Doing what? Remember, these answers will change over time, so check in regularly. For example, an employee who becomes a parent may shift their ambitions, just as a company facing export limitations may need to adjust its goals for certain regions.

Once you have clarity from both perspectives, look for common ground. From there, you can strike a balance and introduce employee initiatives that align with both sets of ambitions. The goal is to ensure business continuity by supporting both organizational and individual needs. Review your current initiatives through the lens of these eight dimensions, then identify new opportunities for alignment.

Try these four impactful steps to transform your approach to people and talent management:

1. Foster open, ongoing conversations with employees about their well-being.

2. Ask employees to rank the importance of each wellness dimension in their lives.

3. Regularly assess your current initiatives to ensure true alignment with both employee needs and company goals.

4. Review progress consistently. Ideally, every six months, to keep your strategy relevant and effective.

If this topic resonated with you, KeepYourEmployee offers a unique, objective scan to reveal how your business growth aligns with your employees’ ambitions. Curious to learn more? Reach out via LinkedIn.

If you would like all the details of the research, I can refer you to this link - click here to read more