Quality of life at work (QWL), now known as quality of life and working conditions (QWLC), is presented as a bulwark against the disengagement of talent, and as a solution for improving personal fulfillment and productivity.

But where do you start when you're new to the subject? Here's a closer look at the 7 steps you need to follow to successfully implement an effective QWL policy.

Quality of life at work: definition and challenges

What is QWL?

QWL, which became QWC (Quality of Life and Working Conditions) in 2020, is an approach to improving the working environment within a company. From management to work/life balance and career development, the aim is to make work a place and a source of fulfillment and performance.

For companies, committing to a quality of working life approach means taking individual and collective measures and actions to prevent situations of suffering in the workplace, but also to foster employee motivation, commitment, performance and satisfaction. According to ANACT, improving QWL means acting on several levers:

• Working environment and conditions

• Work content

• Recognition

• Social relations

• Career development prospects

• Work organization

• Work-life balance

• Management

The challenges of QWL

If organizations need to get to grips with QWL, it's because the subject raises a number of important issues.

First of all, mental health. The latest barometer by Empreinte humaine is alarming. Nearly one employee in two is in psychological distress. Reducing or even eliminating situations of ill-being is therefore a matter of urgency.

Second challenge: improve the attractiveness and retention of talent. Employees are a company's most important resource. Yet many organizations find it difficult to attract and retain talent. For example, in 2022, 61% of recruitments were deemed difficult by companies (Pôle emploi survey). Flexibility, meaning, work/life balance and recognition are among the most important criteria for candidates and employees alike.

Final challenge: supporting overall performance. Numerous studies have proven the link between fulfillment and performance, such as the one conducted by MIT and Harvard, which revealed that happy employees are 31% more productive.

Once we've shed some light on the subject of quality of life at work, the question arises: where do we start?

Steps to launch an effective QWL approach

Step 1: Conduct an inventory

The mistake to avoid is building your strategy blindly. On the contrary, you need to act consistently. To do this, take stock of your best practices. For example, have you introduced telecommuting? Flexible working hours? Do you offer training and skills development programs for your teams? Then you're already doing something about QWL! These measures should be promoted. This diagnosis will serve as a basis.

Step 2: Interview employees

As the people most concerned, your employees also have something to say. Set aside time in your schedule to listen to them. This step will enable you to gather qualitative information on which practices are working and which need improvement, as well as on the level of fulfillment and satisfaction at work.

Several tools can be deployed to achieve this: anonymous surveys and polls so that each individual can express him or herself freely, the collection and analysis of HR data (staff turnover, absenteeism, work stoppages, etc.) and individual interviews. Don't hesitate to call on professionals such as work psychologists and specialized firms to support you.

Step 3: Draw up a QWL report

This is the time to summarize your internal audit and cross-reference the data you've gathered. This analysis is essential if you are to draw conclusions about the best practices to maintain and the areas where you need to make progress to improve QWL within your company. Indeed, it is on the basis of this work that you will build your action plan.

Step 4: Take your company's DNA into account

A QWL approach must be personalized. In other words, the idea is not to "pump out" what the neighbor is doing, but to think coherently, taking into account your values, your identity, your strategic objectives and your corporate culture.

For example, if reducing your carbon footprint is one of your ambitions, opt for QWL actions and measures that go in this direction, such as greener, brighter workspaces, elimination of non-essential business travel and telecommuting.

But don't forget that you can't be on all fronts. So you'll need to set priorities. In the light of your internal audit and your budget, what are your priority QWL projects?

Step 5: Get inspired by others

At this stage, we advise you to look outside your own organization to see what your neighbors are doing. To do this, identify companies that have innovated and acted in favor of QWL so that they can share their feedback with you. It's a great way to find new ideas and compare them with your own challenges, culture and businesses.

QWL Week, to be held from June 19 to 23, 2023, is the perfect opportunity!

Step 6: Build a QWL action plan

Your action plan should be organized into three main parts:

• A summary of the QWL situation in your company

• The actions and measures you have decided to take to improve QWL

• Follow-up of the QWL plan, to evaluate your actions and commit to a continuous improvement process.

Keep in mind that, to be effective, your approach must be collaborative. In other words, invite employees and employee representatives to take part in drawing up your action plan. If necessary, call on an external consultancy to lead the debate and help you move forward effectively.

Step 7: Involve employees and managers in improving their QWL

Last but not least, it's essential to involve employees and managers in the process, so that they can take responsibility for their own quality of life at work. After all, it's all about their well-being! For the approach to be effective and lasting, teams must then act individually for their own QWL.

You need to communicate in this way, so that employees and managers are clear in their minds that QWL is a shared responsibility between the company and individuals. Obviously, this means empowering employees to take action for their individual well-being. So isn't helping them to develop the soft skills they need to improve their QWL the first step? We leave you to ponder the question.