The notion of QVT is not just a fad. No, the Quality of Life at Work has become the sine qua non condition for attracting and retaining talent, increasing the productivity of your company and thus sustaining it. This policy is part of a health and well-being at work strategy, centered on employees. Achieving a policy of quality of life at work therefore requires a great deal of investment. But the resulting results are well worth it. So, here are our tips for understanding the basics and succeeding in your QVT strategy.
1. Know what to expect in terms of investments
You don't wake up one morning with a political plan to improve the quality of life at work. Not point blank in any case, not without having anchored it in a real business strategy.
Likewise, the quality of life at work will not improve overnight; because depending on the situation of the company beforehand, the implementation of a QWL strategy may require an in-depth reorganization of the organization.
Finally, a QWL improvement strategy requires consistency over time. A long-term vision is therefore more than necessary. You will therefore surely have to set up a QWL steering committee in order to monitor the results and manage the implementation of your strategy.
The number to keep in mind when implementing your QVT strategy:
The more an employee is engaged in his work, the less he is absent (34% vs. 55%).
Source: Ayming – 14th absenteeism barometer – 2022
2. Put the employee back at the center of its strategy
If you want to improve the QWL of your company, it is at the level of the employees that you will act the most. It is the QVT policy that adapts to the profiles and not the reverse; in any case if we want to attract them, retain them and make them productive.
The first thing to do when developing your strategy is to identify their expectations, by realizing with them the inventory of the processes that are suitable or not. We will then take care to make the teams aware of corporate health and well-being initiatives put in place; but also develop communication, improve feedback and promote exchange.
The role of the company is to enable them to achieve their own work-life balance.
The number that makes sense:
80% of employees expect the company to act for their well-being.
Source: FIFG – 2022
3. Update your management to succeed in your QVT strategy
We imagine that if you are in a process of improving the quality of life at work, you know that it goes through the management. The role of managers is essential to the success of its QVT strategy. They are the ones who will convey your ideas and implement them. It is up to them to open the dialogue and promote discussion with employees by showing kindness and listening.
It's been a few years now that the management of the old school has been singled out. But maybe before we could afford to ignore the well-being of its employees. The situation was different, the career plans too. Now, companies need to take care of their employees more than ever, and managers are the executors of their vision. You may need to provide your managers with one or more training courses to update their knowledge.
4. Work on the company's internal communication
In order to succeed in your QVT strategy, you will have to communicate, communicate and communicate again. Moreover, this new communication must above all not be one-way. You will not only have to communicate your objectives to your employees in complete transparency, but also hear their feedback. Open the discussion, involve them in this quality of work life strategy. They are the real actors of this vision, and seriously involving them will give them reason to engage with your company.
Throughout the implementation of your QWL strategy, you could plan regular round tables to encourage feedback from both sides. It would be interesting to talk with your employees about the evolution of QVT.
Then, individually, we advise you to improve recognition in the company. Do not hesitate to set up systematic feedback with employees through managers. You have to know how to say when you are satisfied with their work, while being able to say when you are not and work together to make it constructive.
5. Identify and control psychosocial risks
Our current lifestyles have seen the emergence of psychosocial risks (RPS) that we rarely encountered until now in business. Stress, burn-out, bore-out and the quiet leaving are some of the most common examples. These psychosocial risks lead to physical and psychological health problems. They then harm your employees, as well as the functioning of your company.
It is therefore in your interest to analyze the atmosphere that reigns in your company. Deepen the feelings of your employees, once again listen to them. The prevention of psychosocial risks is the key to maintaining the quality of life in your company, to reducing absenteeism and increasing productivity.
Do you want to implement a quality of life at work strategy in your company?