In a few years, the quality of life at work (QWL) has become a major concern for many companies. This notion encompasses both the physical and mental health of employees, as well as their commitment and fulfillment in their work. To build an effective QWL approach, it is necessary to use a number of tools. And this is where things get complicated. Which tools should be used? How to use them? When to use them?

Don’t worry! We will present them to you here, and above all show you how and when to use each of them. You will then have all the keys to building an effective QWL approach. Before talking about the tools, it is worth recalling the two phases of building an effective QWL policy:

  • A measurement and diagnosis stage
  • An action stage, to act on the quality of life at work

Ready to discover the QWL tools to use in 2021? Then let’s go!

QWL tools for measuring employee commitment and well-being

In order to improve the quality of life at work within your company, it is essential to measure the feelings of your teams. Just as a doctor would make a diagnosis before proposing a treatment. There are several tools available to you to achieve this. Each has its advantages, disadvantages, and subtleties.

It is time to get to the heart of the matter. Let’s get to know the eNPS right away.

The eNPS

The eNPS, or employee Net Promoter Score, is an indicator for measuring employee commitment within a company. It allows you to take the pulse of your teams. It is presented in the form of a universal question:

Would you recommend someone you know to work in your company?

Employees are then asked to answer with a score from 1 to 10. Depending on the score they give, they are classified into three categories:

  • Detractors for scores from 0 to 6
  • Neutral for scores of 7 and 8
  • Promoters for scores of 9 and 10

The calculation of the eNPS is then very simple. All you have to do is subtract the percentage of detractors from that of promoters. This indicator is therefore very easy and quick to calculate. Its simplicity allows for a high participation rate.

Moreover, this barometer is internationally recognised. It is used by the largest American companies. A good score can therefore increase your reputation and attract the best talent.

However, its simplicity is also its main drawback. Indeed, a bad score does not tell you what you need to improve. Similarly, a good score does not tell you what you need to build on.

Our recommendation: It is essential that you use this QWL tool. Moreover, we strongly recommend that you use it frequently. Indeed, beyond a good score, the most important thing is the evolution of the indicator. This will give you an indication of the success of your QWL actions. However, in order to understand the origin of the results, it is necessary to accompany the eNPS with additional questionnaires.

QWL surveys

The QWL survey consists of regularly surveying employees on the various aspects of well-being at work. These questionnaires are often carried out on a weekly or monthly basis. They are also anonymous. They allow you to easily observe the evolution of your employees’ feelings about their quality of life at work.

This solution is increasingly used by companies. Indeed, it has many advantages:

  • Carried out frequently, these pulse surveys allow you to adapt quickly to your employees’ criticisms.
  • They also allow you to observe the results of your policies in the short term.
  • Quick to complete, they guarantee a high participation rate, and therefore reliable results.

Quality of working life is a multi-faceted area. It is therefore not easy to know what to analyse. The majority of questionnaires do not cover all aspects of QWL. There is also a lack of detailed analysis.

Our recommendation: QWL surveys are great tools to support you in your QWL process. They enable you to map the constraints and opportunities in your company. However, before using them, it is very important to choose service providers who analyse all the components of quality of life at work. You will also need to analyse your data in-depth in order to solve your teams’ problems and improve performance.

 

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The annual HR questionnaire

This more traditional questionnaire is used in many companies. It has the advantage of being very comprehensive. It deals with all aspects of well-being at work, without exception. All of this is done in a very rigorous manner. However, there are two problems with its format:

  • Firstly, the annual questionnaire is very long. While this allows all aspects of well-being to be covered, it does not encourage participation. It is generally tedious and employees do not take the time to answer it. So, your overall results are likely to be unrepresentative.
  • Secondly, it is too infrequent. It gives a snapshot at a given moment. It, therefore, does not allow any evolution to be materialised. This is the most important thing: to know how your employees feel in the short and medium-term.

This is why limiting yourself to this type of questionnaire is not recommended. They will not allow you to put in place an effective QWL policy for your employees on a daily basis.

Our recommendation: If you wish to analyse the QWL of your employees in-depth, this type of audit is for you. However, you will need to do it every six months and not annually to assess the results of the solutions implemented within your teams.

QWL tools to improve your quality of life at work

You now know the different QWL tools for taking the temperature with your teams. But now you have to ask yourself how to act? With which tools? What levers for action?

Don’t panic, here again, depending on your objectives, several tools are available to you!

HR policy

The Human Resources policy is perhaps the most important QWL tool in your company. It puts people back at the heart of the company and rethinks the employee experience. Several instruments can be used by the Human Resources department:

The employer brand: This is the cornerstone of a company’s success. It consists of all the characteristics and attributes of the company in its employer dimension. The employer brand is based on 4 pillars. Firstly, there is the external reputation of the company. Secondly, there is the mental representation of the company to the employees. The third pillar is the company’s culture, in other words, its identity. Finally, we find the HR and managerial practices that deliver the employer promise.

The QWL Charter: This is the QWL tool that guarantees the alignment of management and employees around the QWL approach. It brings together the company’s objectives, practices, and values in a single document. It enables the company’s players to be involved in a common project. It is mainly about improving working conditions.

The QWL is an HR innovation that brings together all the company’s stakeholders. Therefore, do not hesitate to create project groups made up of several actors (at different hierarchical levels) within the company.

The Chief Happiness Officer (CHO)

The quality of working life improvement process must be supported by dedicated teams within your company. These project groups can be supported by a Chief Happiness Officer. This person has a very important role. He or she accompanies the teams and enables them to carry out initiatives in favour of well-being at work.

If you think about it, the CHO is an excellent tool to complement your company’s HR policy. Indeed, it allows you to create an attractive, effective, and sustainable employer brand. Far from a simplistic view that associates it with organising table football tournaments, the CHO reinforces and brings to life the values of the company on a daily basis.

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The Teamii platform

At Teamii, we have developed a platform to accompany you in your QWL approach. Our tools allow you to regularly survey your employees through 7 dimensions of the quality of life at work set up by our experts.

Our ecosystem allows you to adapt to the new challenges of the world of work. We give your employees a voice and guide managers and HR in the customised management of the quality of life at work in their company.

Discover our QWL platform and request a demo.

Guide to small actions that promote QWL

The implementation of a QWL approach is a strategic company project. It must be thought through over the long term and accompanied by measurement and commitment tools to be effective. But you can also implement small daily actions to promote the QWL of your teams.

Make QWL content available to your company

Regularly distributing information on the quality of working life is a simple and effective way to engage your employees. It makes everyone in the company aware of the importance of quality of life at work. There are several types of content available to you:

  • Articles on the different aspects of quality of life at work: commitment, health, fulfillment.
  • Advice on productivity, teleworking, etc.
  • Prevention guides on the different professional risks: MSD, burn-out, bore out, brownout, etc.
  • Conferences and presentations by experts on QWL topics: well-being, productivity, etc.

Communicate regularly on the life of the company

Keeping your employees informed of the various events, changes or different actions of your company can be very beneficial. Indeed, it helps to engage and involve your teams in the life of the company.

Communication is a real vector of QWL. It stimulates cohesion and strengthens the feeling of belonging to the company. By communicating regularly about the life and values of the company, your employees take ownership of them. They become true ambassadors for your company.

Encourage your employees to engage in physical activity

It’s proven! Sport is a relevant and effective tool for improving well-being and productivity. According to Goodwill Management, physical activity improves productivity by 6 to 9%. These are considerable gains on a company scale. Sport acts as a real stress reliever for the employee. According to a study by Malakoff Médéric Humanis, it is the main means used to combat stress for 52% of employees surveyed. It is therefore an effective way of combating stress but also RPS.

In addition, beyond improving employee productivity, encouraging the practice of sport could help reduce your company’s expenses. Indeed, sport effectively prevents the risks of musculoskeletal disorders (MSD) and helps to keep your employees in good health. Sporty employees are therefore healthier employees, but above all employees who are absent less often.

So, you see, it is in your interest to encourage your employees to take part in sporting activities!

 

Conclusion: 

You now have all the keys to building your QWL approach. From the pulse survey to the QWL audit and the corporate culture, you have the main tools to:

  • Measure
  • Draw up an inventory
  • And ultimately improve your quality of life at work!

By using them wisely, i.e., as part of a structured QWL policy, you will have every chance of engaging your employees and improving their well-being!


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