QWL approaches: challenges and implementation

To remain attractive and competitive, it's in a company's interest to tackle the issue of quality of life in the workplace. Today, providing an environment conducive to employee fulfillment is no longer an option. To this end, companies can implement a Quality of Working Life (QWL) approach, a development path aimed at enhancing well-being at work and performance through the deployment of concrete actions. Discover the different stages of a QWL approach and the importance of internal communication in the success of these large-scale projects.

What are the challenges of QWL initiatives in the workplace?

Companies embarking on a QWL approach are questioning the ways in which they work in order to find solutions that reconcile organizational efficiency, performance economic and positive social climate.

To improve these three aspects, they need to adapt to employees' needs and expectations. QWL thus becomes a real asset for attracting new talent, promoting employee well-being and retaining them to perform well.

QWL approaches: the 4 deployment stages

A QWL approach is divided into 4 successive phases, from framing to monitoring results. This is a medium- to long-term development approach, requiring strong involvement and proactivity in the development, maintenance and analysis of actions and results.

1. Determine the scope of the approach

As a prelude to their QWL initiatives, companies need to initiate a phase of reflection. Management teams must first identify their expectations: what are their reasons for pursuing this approach and, above all, what are the expected results?

This diagnostic stage is also an opportunity to reveal the company's strengths and weaknesses, in the light of actions already implemented. By analyzing key indicators (consumer and employee opinions on the Internet, working conditions, turnover rate, number of workplace accidents and absenteeism rate), it is possible to detect recurring problems and define the scope of your approach.

QWL initiatives should be approached and managed like any other project. Since well-being at work affects all employees, QWL initiatives should ideally be co-constructed by employees and management. Their success depends on everyone's participation and support: bringing together different profiles means that as many people as possible are involved, and innovative ideas emerge that have every chance of being accepted.

2. Carry out an in-depth diagnosis of problems

In order to achieve tangible benefits from QWL initiatives, it is necessary to measure employee satisfaction by means of questionnaires or interviews. Many companies rely on the Gestion des Perspectives Sociales (GPS) approach, an employee satisfaction assessment tool that identifies priority actions to be taken in 4 main areas: the future, the company, work and relationships.

The choice of questionnaire or interview depends not only on the company's objectives, but also on the time it can allocate to the process and the number of staff available. Individual interviews are ideal for exploring issues in depth with employees, but require a great deal of time. Questionnaires, on the other hand, can be completed and analyzed very quickly, but remain more on the surface.

3. Test and improve your approach

By analyzing employee feedback, we can easily identify the issues that require priority action. These may concern management, social climate, health in the workplace, career prospects, equality, etc.

The steering committee can then suggest areas for improvement and implement solutions. During this experimental phase, it's important to maintain contact with employees to find out how they feel. Constant analysis of their feedback enables us to adapt more quickly and encourages their involvement. As they feel listened to and taken into account in the reality of their work and daily lives, they are all the more likely to adhere to and participate in QWL initiatives.

4. Analyze results and manage the process

Right from the first diagnostic phase, key indicators can be used to identify problems and prioritize actions. They are the ideal benchmark for analyzing the company's progress in its approach. If objectives have been met or exceeded, this is a sign that the approach needs to be pursued in a sustainable way. If not, corrective measures can be put in place to achieve better results.

To measure the benefits of QWL initiatives, the steering committee can set up a barometer to measure employee satisfaction with their well-being at work and its evolution. Employees should be surveyed on a regular basis, using a test and learn approach, so as to quickly identify areas of tension and rectify measures.

Successful QWL initiatives: the importance of internal communication

Managing QWL initiatives requires effective internal communication that involves every member of staff. To get everyone on board with this project based on collective intelligence, information is the key to success. Internal communication software enables companies to reach employees as closely as possible and raise their awareness of the actions they are carrying out internally.

The Cenareo solution helps you easily deploy your communication plan to inform employees about the challenges and objectives of your QWL initiatives. Connected to all types of screens, both one-to-many in the office and one-to-one (PC, smartphone, tablet), Cenareo internal communication software engages all employees every day. During each of the 4 stages of the QWL approach, internal communication becomes a lever for performance :

• At the framing stage, to announce the launch and give it meaning: she makes the objectives and reasons for the process intelligible and understandable, to encourage buy-in;
• At the time of diagnosis, to gather employees' opinions by relaying surveys designed to encourage them to get involved in their feedback;
• During implementation, to share the actions deployed, the process and the results already achieved, in order to maintain employee interest in the approach;
• During analysis and sustainability, to share the results of actions, successes and shortcomings, but also to present ideas for future actions in order to pursue efforts.

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At each stage in the deployment of your QWL initiatives, share the causes you are defending, the objectives you are pursuing, as well as your progress and results. With just one click from a centralized management space, Cenareo guides you towards the success of your workplace well-being initiatives.

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