As businesses are constantly looking for ways to optimize their performance, it is essential that they understand the significant impact that QWL can have on both the well-being and productivity of employees. In this article, we will detail this impact and then give you tips on how to set up truly effective QWL initiatives for your employees.
What is the impact of QWL initiatives on the well-being of employees?
Definition of QWL
The National Interprofessional Agreement (ANI) has defined that the quality of life at work, or QVT, includes the conditions under which employees carry out their work, as well as their ability to express themselves and to act on the content of their work.
More generally, QWL is considered to include 4 essential aspects: physical integrity, psychological integrity, the development of social dialogue and finally the balance between professional and personal life.
Improving the well-being of employees thanks to QWL
QWL initiatives are normally intended to improve the well-being of employees, so we can think that there is necessarily a causal link between these two concepts. However, this is not always the case.
For a QWL initiative to have an impact on the well-being of employees, it must be in accordance with their observed or expressed needs. Two points are often essential for employees:
- The balance between professional and personal life. Younger generations are even more sensitive to this point.
- Professional development and the opportunity to thrive through work.
To be effective, QWL initiatives must therefore be in line with the needs of employees in order to significantly increase their level of well-being.
What is the impact of QWL initiatives on employee productivity?
Good QWL initiatives have a significant impact on employee productivity. Here are a few examples of the benefits you might see.
Less absenteeism and turnover
In a company that ensures a good quality of life at work for its employees, stress is naturally less present, leading to a decrease in the risk of professional exhaustion. This has a significant impact on the absenteeism rate and Turnover, since a high level of stress can lead to health problems and a desire to leave the company as soon as an opportunity arises. Some studies claim that the reduction in the absenteeism rate would be 25% after the implementation of a real QWL approach within the organization.
The quality of life at work integrates relationships between employees, as well as management. Naturally, when leaders and managers have a caring and constructive approach, there is less stress within teams.
More commitment and motivation
When an employer takes care of the mental and physical health of its employees, there is an increase in commitment and Motivation of the order of 60% on average.
Feeling good in their work environment, being able to use equipment adapted to their needs, and working in a peaceful environment allows employees to be more involved in their company. They are more likely to give their best to achieve the goals they are given.
More creativity and innovation
Finally, the most committed employees are the ones who take the most initiative. QVT therefore promotes creativity and innovation. A study conducted by Harvard and MIT showed that happy employees were 55% more creative. A good opportunity for the company to stand out from the competition!
Thanks to all these advantages, employees who feel good would be 31% more productive than others. QWL initiatives, if they are well implemented, can therefore improve both the well-being of employees and their productivity.
How to easily set up QWL initiatives?
As you can see, in order to implement QWL initiatives that have a positive impact on your employees and on your business, it is imperative that they meet their needs. Here are three things you can do to do just that.
Better understand the needs of employees
Various actions can be put in place in order to understand the needs of your employees as precisely as possible:
- Practice active listening. Employees can express their needs on a daily basis, so it is imperative that their manager be able to decipher their messages.
- Suggest that employees respond to A questionnaire anonymous. This allows everyone to express themselves freely on various topics. For the employer, this is an opportunity to get a lot of answers in a short time.
- Conduct qualitative interviews with volunteer employees. This is an opportunity to discuss certain QWL topics in more detail and to better understand the specific expectations of employees.
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Involving employees in QWL initiatives
Do not hesitate to suggest that your employees get more involved in the implementation of initiatives QVT. They are in fact in the best position to know what they need and to unite their colleagues through their projects.
To facilitate the implementation of this type of initiatives, you can set up a crowdfunding platform such as Teamstarter. Each employee can propose an idea and indicate the amount necessary to carry it out. Every month, all employees allocate a budget defined by the company to the project of their choice. The project owner can then carry it out as soon as the necessary amount is collected.
Offering employees the opportunity to be actors and decision-makers in company QWL initiatives is very beneficial: it allows them to propose ideas that are important to them, or to participate through projects initiated by their peers. For the company, this ensures that each initiative is approved by different employees and that it corresponds to a need.
Integrating QWL into company culture
Finally, for the sustainable success of QWL initiatives, it is important that they are deeply integrated into the corporate culture. Integrating employee well-being into the organization's core values requires managers to take it into account in all strategic decisions and in the implementation of new internal policies. It engages management and employees.
QWL initiatives have become essential in companies: well chosen, they can have a considerable impact on the well-being of employees and on their productivity. Before implementing actions, do not forget to carefully analyze the needs of your employees, in order to best meet their expectations. Also, remember to involve them as much as possible in this type of initiative: they are in the best position to know what they need to feel good at work!
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