Incorporating workplace well-being and QWL into the employer promise
QWL in a nutshell
Quality of Working Life (QWL) encompasses all initiatives aimed at improving employee well-being, both physically and psychologically.
QWL goes beyond simply improving working conditions: it seeks to create a healthy and motivating working environment that encourages employee engagement and talent retention.
QWL also contributes to developing a positive, attractive corporate culture, with happy, healthy employees who are all the more productive and successful as a result.
Origin and regulatory framework of QWL
In France, QWL is governed by laws and decrees that require companies to regularly assess and improve working conditions. The regulatory framework requires employers to ensure safety in the workplace and take measures to prevent psychosocial risks (PSR).
What are the various aspects of QWL?
- Occupational health: Includes occupational risk prevention, workstation safety, return interviews after prolonged absence, and distribution of the Single Occupational Risk Assessment Document (DUERP).
- Working conditions: Includes workstation ergonomics, equipment quality, workstation environment and workplace safety. This also includes elements such as the resources to carry out the work and the distribution of the workload.
- Work/life balance: This includes work-life balance, flexible working hours, remote working and the right to disconnect.
- Engagement and participative management: Relates to the possibility for employees to discuss their work, participate in change projects, and exercise their right to make mistakes. Also includes the organisation of employee absences and the quality of workplace relations.
- Skills and career path: Includes individual interviews, induction, employability, access to training and professional development opportunities.
- Equality in the workplace: Includes fairness in the treatment of employees, gender equality in the workplace, and initiatives to ensure equal opportunities for all employees.
How do you establish a successful QWL policy?
1. Initial Diagnosis
Gain an understanding of current working conditions and identify employees’ specific needs.
- Conduct anonymous surveys and organise individual or group interviews to gather feedback on working conditions, employee concerns and expectations.
- Examine performance indicators, absenteeism rates, workplace accidents, and health check results to identify problem areas.
- Carry out direct observations of workstations and processes to identify ergonomic problems and potential hazards.
2. Define Objectives
- Identify priority areas for action
- Define specific, measurable objectives. For example, reduce stress-related work stoppages by 20% in the following year.
- Draw up a detailed action plan specifying the initiatives to be implemented, the resources required, and those responsible for each action.
3. Implementation of Actions
- Improve workspaces
- Health programmes
- Flexibility initiatives
4. Communication and Training
- Use the various internal communication channels (emails, meetings, posters) to inform employees of the initiatives in place, the objectives and the expected benefits.
- Train managers to support QWL initiatives and provide employees with the appropriate coaching. Organise training sessions for employees so that they understand the importance of the new measures and know how to take advantage of them.
- Encourage employees to provide ongoing feedback on actions taken and any necessary adjustments.
5. Monitoring & Evaluation
- Define and monitor specific performance indicators to measure the results of initiatives. This could include employee satisfaction indicators, absenteeism rates, safety incidents, etc.
- Being ready to adjust initiatives according to feedback received and results obtained.
Our support for health, safety and quality of life at work
A multidisciplinary team
ACCA Professionnels’ Consulting & QWL division is built around skills in occupational and clinical psychology, organisational sociology, conflict management, statistical and systemic analysis, and change management.
Our QWL experts and consultants combine hands-on experience with consulting and expertise in occupational health issues.
Recognised expertise
ACCA Professionnels is a member of the Carsat networks as a PSR prevention service provider. This membership reflects the experience of our trainers and their proven knowledge in the prevention of Psychosocial Risks.
As part of its consulting, prevention and psychosocial risk management activities, ACCA is registered with the DREETS (Regional Economic, Employment, Labour and Solidarity Directorates) as an Occupational Risk Prevention stakeholder.
With ISO 9001 certification, ACCA Professionnels has been objectively recognised by an independent body for its professionalism and high standards of excellence.
In brief
Investing in the QWL and well-being of your employees means investing in the future of your company.
