QWL policy: a strategic lever for corporate well-being and performance

How can we attract and retain talent while cultivating the human side of the organisation? The answer lies in a well-thought-out QWL policy, far removed from simple well-being initiatives.

With digital transformation, employees' expectations are changing. After the upheavals of the pandemic, teams are looking for more than just a good salary: they want a healthy environment, sincere recognition and a lasting balance between work and personal life.

Adopting a QWL (Quality of Life at Work) approach means rethinking working conditions to combine performance and well-being. Beyond the buzzwords, this article guides you through concrete examples and key steps to enrich the working lives of your employees. The future of work starts here. 😌

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What is a QWL policy?

A Quality of Working Life (QWL) policy refers to all the actions put in place by an organisation to improve employee well-being and optimise working conditions. It goes beyond simple comfort measures and includes practices aimed at :

• reduce psychosocial risks
• promote a positive social climate
• and promote a balance between professional and personal life.

💡 Note: the term " QVCT" or " QVCT policy" is also used for "quality of life and working conditions", to emphasise the importance of beneficial working conditions for employees.

Why implement a QWL policy in your company?

Improving the commitment and retention of talent

Engaging and retaining employees is the lifeblood of any organisation. A well thought-out QWL policy will help you to achieve this HR objective. So how do you go about achieving it? Here are a few ideas:

• Introduce recognition initiatives: flexible working hours, to show your employees that you trust them, but also skills enhancement programmes and recognition systems strengthen the bond between the team and the company.
• Creating a positive and inspiring culture: offering an attractive, caring and stimulating environment helps you to stand out in the job market.
• Ongoing assessment: regular surveys and accurate turnover analyses provide key insights for adjusting your actions.

Reducing psychosocial risks (PSR)

Psychosocial risks (PSR) are much more than just a legal issue: they affect the well-being of individuals and the performance of teams. A well-designed QWC policy incorporates preventive and curative actions to limit these risks.

• Anonymous surveys or regular analyses of health in the workplace can identify sources of discomfort in the working environment.
• Train managers in stress management, make teams aware of behaviours such as harassment, or rethink working conditions to create a more calming environment.

Make your employer brand more attractive

A well thought-out QHCT policy is much more than an internal tool. It's a secret weapon for recruiting the best talent. As you know better than we do, the competition is fierce, and your company needs to stand out with innovative practices and an inspiring environment.

• Send out a strong message to attract ❤️‍🔥: flexibility, caring working conditions and a culture rooted in recognition. Talent will quickly realise that here, human capital is a top priority.
• An attractive employer brand means lower staff turnover and falling recruitment costs. A good deal, don't you think?

Improving working conditions

Working conditions, whether physical or organisational, play a key role in well-being and productivity. Providing an optimised environment means investing in collective success.

Take stock internally and ask yourself these questions: are workstations adapted to the needs of employees? Are the roles of everyone - employees and managers alike - clear enough to avoid stress and misunderstandings? Can you go further in the flexibility of the working environment (wider working hours, introduction or extension of teleworking, etc.)?

3 steps to implementing a QWL policy

Step 1: Carry out a diagnosis to identify needs

The first step to a successful QWL policy is to gain an in-depth understanding of employees' expectations and problems. This requires a comprehensive diagnosis, which will lay the foundations for a well-targeted strategy. 🩺

Start with an internal assessment: gather feedback through surveys, questionnaires and interviews.

• These tools will give you a clear picture of the current state of quality of life at work. ✔️
• Analyse the results to identify the main areas for improvement, whether in terms of workplace ergonomics, communication methods or stress management.

It is then advisable to set up a QWL committee with representatives from the company's various functions. Who are the QWL players in the company? We answer that question in our article on QWL in the workplace.

• The committee ensures a shared vision and fosters collaboration.
• Don't forget that the participative approach is key: by organising focus groups and collaborative workshops, you can bring hidden issues to the surface and better understand the real needs of teams.

👉 Remember: the involvement of all stakeholders, from management to employee representatives, is crucial to collective buy-in and successful implementation.

Stage 2: Implementing the action plan

Once the diagnosis has been made, the next stage is to implement concrete actions. This is where the QWL policy is transformed into tangible projects, which need to be tested and adjusted gradually.

🔎 Launch pilot projects to test new practices on a limited number of employees. You test their impact before a large-scale roll-out, while reducing the risk of errors. Also make sure that you involve employees in the design and implementation of actions. Their active participation strengthens buy-in and ensures that initiatives are effective.

At the same time, set up regular opportunities for dialogue: these give teams the chance to share their concerns and suggestions. They also strengthen the sense of belonging and facilitate employee commitment. 👐

Finally, are you up to speed on your employees' expectations of flexible working arrangements (adjustable working hours, teleworking, etc.)? These solutions are often eagerly awaited by employees and enable a better work-life balance. And why not push the envelope even further (Maurice will agree 🐟 🍫 ), offer well-being programmes: meditation, sport, stress management... You're actively helping to create a healthy and fulfilling working environment!

Step 3: Analyse the results and ensure follow-up

For a QWL policy to be truly effective, it is essential to closely monitor the impact of the initiatives put in place. Rigorous monitoring makes it possible to measure the effectiveness of actions and make adjustments based on feedback from employees.

• Use KPIs (performance indicators) to assess the real impact of initiatives: absenteeism rates, staff turnover, team commitment, employee satisfaction, etc. and measure changes in the quality of life at work.
• Organise regular satisfaction surveys and discussion groups to gather feedback. This feedback will provide you with valuable insights into what's working and what needs to be adjusted. Remain flexible so that you can adapt your actions as the needs of your teams evolve.
• Finally, transparent communication also plays a key role in this phase. Share the results of the initiatives with the teams and highlight the good practices that have been integrated into the company's day-to-day culture. This strengthens the cohesion and support of all employees for the QWL approach.

QWL policy: an example to inspire you

One notable example of a QWL policy comes from Sanofi, a company that places particular emphasis on the well-being of its employees with its "Take Care & Bwel! ". This initiative is based on four main areas to promote health and well-being at work:

• Eat better: Sanofi encourages healthy eating by offering balanced meals in its catering areas and providing nutritional advice.
• Move often: the company has set up partnerships with platforms such as Gymlib, giving employees access to gyms and various physical activities. The aim is to encourage regular physical activity, which is essential for physical and mental health.
• Feeling good: to enhance psychological well-being, Sanofi organises stress management workshops, seminars on work-life balance, and well-being events to strengthen team cohesion.
• Staying healthy: the company also supports its employees with concrete actions to prevent health risks, such as providing on-site healthcare, and organises regular health check-ups.

In addition, Sanofi has created renovated workspaces adapted to the needs of its employees, promoting optimal ergonomics and an environment conducive to concentration and productivity. There are also relaxation areas where everyone can recharge their batteries.

The tools at your disposal to improve quality of life at work

Tools for management and HR to make the QWL policy a reality

To make your QWL policy effective, rely on practical tools such as :

• QWL guidelines: draw on recognised standards to structure your approach and align your actions with tried and tested practices.
• Assessment grids and questionnaires to carry out a precise, targeted diagnosis. These tools provide a clear vision of priorities.
• customised action plans to adapt your strategies to the specific characteristics of your organisation and to your strategic objectives. A well-designed plan is a guarantee of effectiveness.
• clear guidelines to avoid common mistakes and structure actions rigorously.
• practical cases to adapt your approaches to your professional environment.

💡 O ur advice: ensure that objectives are consistent across different departments and teams.

Tools for evaluating and monitoring the policy

1. Regular satisfaction surveys

Satisfaction surveys are essential for measuring employee well-being. They provide direct feedback on perceptions of working conditions, management and QWL initiatives.

⚒️ Platforms such as SurveyMonkey or CultureAmp make it easy to create personalised surveys, providing a clear picture of employees' expectations and concerns. These tools also make it possible to track changes in satisfaction over time, and to adapt strategies rapidly in line with the results.

2. Dashboards for real-time visual monitoring

Dashboards are effective visual tools for monitoring QWL-related KPIs.

⚒️ Platforms such as Power BI or Tableau centralise all the data and enable HR teams to visualise the results in real time. These tools can be used to monitor key indicators such as

• satisfaction rates
• staff turnover
• and absenteeism.

They also make it easier to analyse data and take informed decisions to adjust initiatives.

3. HR software for monitoring KPIs and performance

HR software such as BambooHR, Kissflow and Zenefits are specially designed to automate the monitoring of KPIs.

These tools make it possible to monitor key indicators such as absenteeism, employee performance and the effectiveness of wellbeing programmes in real time.

Integrating these tools with other HR management systems facilitates centralised monitoring and faster data processing, enabling accurate analysis and more agile decision-making.

💡 Feel free to browse our catalogue of employee engagement software to find what you're looking for!

4. Analysis of corporate culture

Assessing corporate culture is essential for measuring whether organisational values are in line with employee expectations.

⚒️ Tools such as Glint or CultureAmp can be used to measure employee engagement and analyse corporate culture. These platforms collect data on job satisfaction, inclusion, internal communication and recognition.

They help to assess whether the company's culture actively supports QWL initiatives and to identify areas where adjustments need to be made to strengthen team commitment.

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Combine the plural with the QWL approach

Quality of Life at Work (QWL) is not just about providing a pleasant working environment, it is becoming a real strategic lever for any organisation wishing to prosper in a constantly changing world. Implementing this policy requires a meticulous diagnosis, followed by experimentation to ensure its sustainability in the corporate culture.

The benefits are clear: greater commitment, increased employee retention, and continuous improvement in physical and organisational working conditions. By using appropriate tools and carrying out rigorous assessments, QWL becomes a driver of sustainable growth and success.

By placing empathy and ethical reflection at the heart of your policy, you go beyond mere economic performance. You contribute to a positive social climate, strengthening the bonds within the team. It is in this sense that QWL, by impacting both work and human relations, plays a key role in the overall success of the organisation.