Employee Wellbeing and Retention
Means ‘Keeping It Simple’ 

alan white

Alan White

Wellness Consultant

There are some simple things that all companies can do to help create a sense of wellbeing amongst their employees. Whether continuing to work from home or transitioning back to the workplace, many of us have had time to reflect and look at what we value in our professional lives. As the term “the great resignation”, gathers momentum, many organisations will begin to look at ways of retaining staff.  

One of the most effective ways to do this is to instil a sense of belonging and purpose for all employees, as a sense of purpose and feeling valued creates motivation and loyalty. By using the SIMPLE strategy, organisations can provide the space for people to reach their full potential with a sense of self-efficacy and autonomy. SIMPLE stands for, Safety, Intent, Motivation, Planning, Learning and Evaluating for Success.  

Each one of these factors on their own are important elements in their own right but when used as the lens through which to view employee wellbeing and retention are the catalyst for internal organisational growth. 


In order to be at our best, we need to feel both physically and psychologically safe. Companies have a legal obligation for employee physical safety and a moral obligation for their psychological safety. To feel physically safe is self-evident, it is when risks to health and safety are minimised and people can do their jobs without threat of injury. However to feel psychologically safe employees must feel safe, seen, heard and supported. This means that they feel they can express their ideas and opinions without fear of judgment. This also means that ideas can be discussed and questioned to ensure that decision making is the best it can be. 


It’s important that everyone within an organisation is clear on the mission and vision that they are working towards. Very often why employees drift from an organisation is a lack of clarity and purpose in their daily work. Taking the time on a regular basis to discuss progress and also looking at where that progress is directing the organisation will help employees clarify what they need to achieve and the value their contribution will add to the overall success of the company.  


Long term motivation doesn’t come from external factors such as rewards, acknowledgement of good work or being noticed, although these are all important parts of a motivational framework, the ability to take action developing a sense of self-efficacy and bringing these skills into a functional team will instil a sense of motivation and determination.  


The ability to plan properly is often a determining factor in the success or failure of any endeavour. Very often we have an idea, work towards realising the idea only to fail because we didn’t plan for success. By taking the time to plan using the SMART (Specific, Measurable, Attainable, Realistic and Timed), method will increase the chances of success on any task. However, the ability to plan is a learned skill and employees must be given the opportunity to learn this in order to be the best that they can be and realise their potential.  


Opportunities to engage in learning and professional development helps not only individuals but can increase the wellbeing of everyone within an organisation. The ability to learn and grow at every stage of our careers allows us to feel like we are making progress and also renews our motivation for our jobs. Whether it’s a short course or a University degree when employers facilitate learning they are demonstrating their commitment to employee’s development and wellbeing. 

One of the most important things when it comes to learning is the opportunity to share it with colleagues. Allowing employees to share new learning experiences brings new methodologies to colleagues and also reinforces the learning for the person involved.  

Evaluating for Success 

Evaluating for success is both tracking our personal and professional growth but also allows us to reflect on what we have done well and what areas we need to improve on. This process is not a formal evaluation but a way that employees can assess their strengths and identify areas they would like to improve and being facilitated to do this. This again demonstrates that they are working in an organisation where they can work to become the best they can be. 

By keeping it SIMPLE, organisations will not only improve employee wellbeing but also benefit from a highly motivated, committed and loyal team. 


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