Creating a QWL questionnaire is an almost essential step before implementing any approach aimed at improving the working conditions of employees in companies. In this article, we invite you to discover its objectives and especially how to develop the best QWL questionnaire to send to your employees.
What is a QWL questionnaire?
La QWL, or QLWC (Quality of Life and Working Conditions) is defined by ANACT as “actions that make it possible to reconcile both the improvement of working conditions and overall performance”.
The QLWC questionnaire is an HR tool that allows company managers to measure the well-being of their employees thanks to the answers they provide to a survey. This makes it possible to assess the satisfaction and comfort of employees with respect to their company.
What are the objectives of the QWL questionnaire?
The main objective of the QWL questionnaire is to gather the opinion of employees concerning their working conditions, in order to personalize the QWL procedures according to their real needs. Using this tool allows each employee to express themselves freely, without fear of judgment. It is therefore essential to set it up and not to rely solely on the comments collected during individual interviews for example.
One of the advantages of the QWL questionnaire is that it is an official tool that highlights areas of vigilance for the company: tensions, management problems, disengagement, etc.
For the company, this survey also makes it possible to take stock of the situation before implementing an action plan to respond to any dissatisfaction of employees concerning their working conditions. It allows you to focus on the most important points.
Note: it is advisable to complete a QWL questionnaire every 6 months or a year. By conducting it regularly, you can assess the effectiveness of the measures taken as a result of the last survey.
How to build an effective QWL questionnaire?
Building an effective QVCT questionnaire is not difficult, provided you follow a number of steps.
Step 1: Define your goals
As with any investigation, the first step is simply to frame your goals and Define what you want to measure through this survey.
If this is the first questionnaire for employees, it may be interesting to take stock of how they feel about their quality of life at work. Depending on the values or perspectives of the company, you can also choose to deepen one or two specific themes.
Step 2: Choose questions
Once you know what you want to measure, you need to define the questions you are going to ask your employees. It is interesting to choose to include different question formulations in order to obtain varied and accurate answers. Here are some recommendations:
- Ask both closed-ended and open-ended questions.
- Suggest that employees assess certain criteria on a scale of 1 to 5.
- Remember to include a “don't know” or “not concerned” response when necessary to avoid skewing the results.
It is essential to ask clear and unequivocal questions. All employees should understand them in the same way.
Step 3: Guarantee the anonymity of the answers
Confidential responses are essential for employees to dare to express what they feel. The questions asked should not require the disclosure of information that would allow the identity of the respondent to be detected. The questionnaire should be sent to the employees concerned at the same time.
Remember to indicate at the beginning of the survey that all responses are anonymous, this will reassure employees.
Step 4: Analyze and share results
This step is crucial because it makes it possible to quantify and qualify the responses collected.
Some software analyzes the feedback directly, creating graphs or summary tables. This work can also be done by a person who is proficient in this type of exercise.
Once the analysis is done, it is important to share it with all employees. Indeed, the QWL questionnaire should not be a confidential tool used by HR or management, on the contrary. Employees need to know if their opinion has been heard and whether others share it or not.
Step 5: Set up an action plan
It is then time to establish an action plan and determine the first measures to be put in place to meet the QWL needs of employees. These must of course make it possible to meet the priority requests of employees.
For example, if you realize that your employees are not very committed, that they would like to implement projects that are important to them, but that they do not have the means to do so, why not set up a crowdfunding platform such as Teamstarter? This would allow everyone to propose their ideas and obtain a budget to carry them out if other employees subscribe to them.
Sharing the action plan with all employees is a way of showing that their opinion has been taken into account. It is also a form of commitment to them.
You now know everything you need to know to build the best QWL questionnaire possible for your business. By following the steps set out here, you will be sure to conduct an effective survey, which will allow you to respond to the needs of your employees first. It is therefore a powerful and indispensable HR tool before you start QWL procedures.
Download our guide to the 35 essential questions for your employee satisfaction survey!
Get a comprehensive set of questions carefully selected to capture the opinions and needs of your employees.
📋 What you will find:
- Strategic questions to assess satisfaction and commitment
- Suggestions for measuring corporate culture and work environment
- Tips for improving communication and collaboration
Don't wait any longer to gather valuable insights!
👉 Download now to prepare an effective and constructive satisfaction survey!
Sommaire
