To remain attractive and competitive, a company has an interest in addressing the issues of quality of life at work. Today, offering an environment conducive to the development of employees is no longer an option. For these purposes, companies have the opportunity to carry out a Quality of Life at Work (QWL) approach, a development path aimed at increasing well-being at work and performance through the deployment of concrete actions. Discover the different stages of QVT procedures and the importance of internal communication in the success of these large-scale projects.
What are the challenges of QWL procedures in companies?
Businesses that are starting out in A QWL approach question the ways in which they work in order to find solutions that make it possible to reconcile organizational efficiency, economic performance and a positive social climate.
In order to improve these three aspects, they must adapt to the needs and expectations of employees. QWL then becomes a real asset for attracting new talent, promote the well-being of employees and retain them to perform.
QWL approaches: the 4 stages of deployment
A QWL approach is divided into 4 successive phases, from framing to monitoring results. It is a medium-long term development approach, requiring strong involvement and proactivity in the development, maintenance and analysis of actions and impacts.
1. Determine the framework of the approach
In the preamble to their QVT procedures, companies must initiate a phase of reflection. Management teams must first identify their expectations: what are the reasons that push them to continue this approach and above all, what are the expected results?
This diagnostic stage is also an opportunity to reveal the strengths and weaknesses of the company, in light of the actions already implemented. By analyzing key indicators (opinions of consumers and employees on the Internet, working conditions, turnover rate, number of work accidents and absenteeism rates), it is possible to detect recurring problems and to identify the contours of one's approach.
Les QVT procedures must be approached and managed like any other project. Since well-being at work affects all employees of a company, QWL approaches should ideally be co-constructed by employees and management. Their success depends on the participation and support of all: bringing together different profiles makes it possible to involve as many people as possible and to bring out innovative ideas that have every chance of being accepted.
2. Conduct a thorough diagnosis of the problems
In order to conduct QVT procedures With concrete benefits, it is necessary to measure the satisfaction of employees by interviewing them through questionnaires or interviews. Many companies rely on the Social Outlook Management (GPS) approach, a tool for evaluating employee satisfaction that makes it possible to identify priority actions to be taken in 4 main areas: the future, the company, the company, work and relationships.
The choice of questionnaire or interviews is linked to the company's objectives, but also to the time it can allocate to this process and the number of staff available. Individual interviews are ideal for exploring topics in depth with employees, but require a lot of time. On the contrary, questionnaires can be carried out and analyzed very quickly, but remain more superficial.
3. Test and improve the actions of your approach
By analysing employee feedback, issues requiring the deployment of priority actions will be easily identified. They may concern management, social climate, occupational health, career prospects, equality, etc.
The steering committee can then suggest ways to improve and implement solutions. During this phase of experimentation, it is important to maintain exchanges with employees to inquire about their feelings. The constant analysis of their feedback allows them to adapt more quickly and promotes their involvement. Feeling listened to and taken into account in the reality of their work and their daily lives, they are all the more likely that they join and participate in QVT procedures.
4. Analyze the results and lead the process
From the first diagnostic phase, the key indicators make it possible to detect problems and to prioritize actions. They are the ideal framework for analysing the company's progress in its approach. If its objectives have been met or exceeded, it is a sign that this approach must be pursued in a sustainable and lasting way. If not, corrective measures can be put in place in order to aim for better results.
To measure the benefits of QWL approaches, the steering committee can set up a barometer that measures the satisfaction of employees with regard to their well-being at work and its evolution. These should be surveyed regularly in an approach of Test and Learn in order to quickly detect stress points and rectify measurements.
Successful QWL approaches: the importance of internal communication
The piloting of QVT procedures Can't do without a internal communication effective that involves each of the collaborators. To get everyone involved in this project based on collective intelligence, information is the key to success. Internal communication software allows companies to reach employees as closely as possible and to make them aware of the actions they take internally.
The Cenareo solution helps you easily deploy your communication plan to inform you about the challenges and objectives of your QVT procedures. Connected to all types of screens in one to many in offices and in one to one (PC, smartphone, tablet), the internal communication software Cenareo engages all employees every day. During each of the 4 stages of the QWL approach, internal communication becomes a performance driver:
- When framing to announce the launch and give it meaning: it makes the objectives and reasons for the approach to promote adherence intelligible and understandable;
- At the time of diagnosis to gather the opinion of employees by relaying surveys designed to encourage them to get involved in their feedback;
- During the implementation to share the actions taken, the process and the results already obtained in order to maintain the interest of employees in the approach;
- During the analysis and sustainability to share the results of actions, successes and shortcomings, but also to present ideas for future actions in order to continue the efforts.
At each stage of deploying your QVT procedures, share the causes you defend, the goals you pursue, but also your progress and results. Simply and in one click from a centralized management space, Cenareo accompanies you towards the success of your actions to develop well-being at work.
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