QLWC has become a strategic necessity for any company wishing to thrive in today’s economic environment by offering its teams a fulfilling working environment. Adopting a genuine QLWC approach allows for a thorough rethinking of how work is organized to make it more efficient, fairer, and above all, more respectful of employees’ physical and mental health. At Daesign, specialists in digital experiential learning, we understand that implementing such a policy requires innovative tools to train and raise awareness among all stakeholders, from executives to employees. That’s why we support companies in integrating these crucial issues.
What is a QLWC approach?
QLWC succeeds QLW (Quality of Life at Work) by adding the essential concept of Working Conditions, thus emphasizing that improving well-being necessarily involves concrete reflection on the content and environment of work. This comprehensive approach covers the atmosphere, corporate culture, opportunities for advancement, and the interest of tasks, but also very concrete elements such as safety, the layout of premises, and work-life balance, particularly in the context of teleworking. It is based on constructive social dialogue, often in the form of a company agreement or collective bargaining, leading to a shared diagnosis and a plan for continuous improvement. To explore these topics in greater depth and find out how to integrate them into your training strategy, please take a look at our range of courses on QLW and CSR.
How are the six pillars of QWL defined?
The National Agency for the Improvement of Working Conditions (Anact) has formalized the six areas of intervention that structure any effective QVCT approach. These pillars constitute the roadmap for effective prevention of psychosocial risks and the establishment of a better quality of life for all. By acting on these levers, employers demonstrate their commitment to creating a healthier and more stimulating professional work environment, thereby promoting the organization’s sustainable performance.
Workplace relations and social climate
This pillar is fundamental because it encompasses all human interactions within the company, social support, recognition, and the quality of management. A calm and positive social climate reflects good organization and strong commitment from everyone, directly contributing to a greater sense of purpose in daily work. Listening and respect are the key words for ensuring optimal conditions and strong team cohesion. It is also possible to train your teams in these areas through digital experiential learning, which is one of the e-learning methods we offer.
The content of the work
It is crucial that the tasks assigned are interesting, meaningful, and allow employees to fully utilize their skills. This pillar focuses on task variety, autonomy, clear objectives, and workload regulation to avoid stress and burnout, thereby ensuring fair working conditions. Improving the content of work has a direct impact on individual and collective motivation and performance.
Health at work
This area covers the prevention of occupational risks, whether physical (equipment safety, workplace ergonomics) or psychological, with a particular focus on psychosocial risks. It is the pillar that ensures the safety and health of employees by addressing the work environment, organization, and processes. The implementation of mental health awareness programs is a concrete example of this commitment on the part of employers.
Skills and professional background
Offering training and skills development opportunities is essential for employee engagement and retention. This pillar focuses on career management, recognition of experience, career planning, and long-term employee employability. By investing in the development of each individual, the company ensures its attractiveness and ability to innovate. Feel free to check out our blog on QLWC and CSR to discover case studies and practical advice on skills development and career paths.
Professional equality for all
This pillar guarantees equal treatment for all employees, regardless of gender, origin, age, or disability, by ensuring gender equality in terms of pay and access to positions of responsibility. Fairness is a major factor in the social climate and employee engagement. Fair working conditions strengthen trust and a sense of belonging to the company.
Participatory management and engagement
A participatory management style involves teams in decisions that impact their work, thereby promoting their commitment and sense of recognition. This pillar is central to the QVCT approach because it encourages autonomy, initiative, and accountability among employees, which has a direct effect on the overall performance of the organization. This approach requires specific training for managers.
What are the main objectives of QLWC ?
Implementing a policy focused on quality of life and working conditions is not simply an expense, but a genuine investment with multiple, measurable benefits. These objectives all converge in a virtuous circle, where employee fulfillment directly fuels the company’s performance. It is a win-win strategy that is reflected in concrete terms in HR and economic indicators, demonstrating that health and well-being are the drivers of collective success.
Maintaining health and reducing absenteeism
The primary objective is to protect the physical and mental health of teams through better risk prevention, including psychosocial risks. By acting on working conditions and organization, the company reduces stress, workplace accidents, and occupational illnesses, which directly translates into a significant decrease in absenteeism and an improvement in the overall well-being of employees.
Enhancing attractiveness and loyalty
In a professional job market where talent is scarce, a solid QWL approach becomes a major asset for attracting and retaining employees. A company recognized for continuously improving the quality of life it offers is perceived as an employer of choice. Employee engagement and satisfaction strengthen their desire to stay and invest in the organization for the long term.
Boost performance and innovation
An employee who feels comfortable in their work environment is a more productive and creative employee. QLWC unlocks the potential of teams by giving them the autonomy and recognition they need to express themselves fully. Improving the social climate and working conditions is therefore a direct lever for stimulating innovation and achieving the company’s strategic objectives. This aspect is fundamental to competitiveness.
Improving the social climate and engagement
Establishing regular and constructive social dialogue, formalized through an agreement or negotiation, is essential for building a peaceful and motivating social climate. Transparency, participatory management, and recognition of the meaning of work strengthen the commitment of employees who feel listened to and valued. This is the cornerstone of any successful QLWC approach, positively transforming corporate culture.
In conclusion, the QLWC approach is an integrated strategy that requires attentive management, concrete actions, and a commitment to continuous improvement. At Daesign, we provide you with the digital experiential learning solutions you need to make this transformation a lasting success within your organization.
