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Quality of Life at Work : An organizational lever for impact



In recent years, Quality of Life at Work has become a crucial concern for both employers and employees. This article delves into the essence of QLW, its relevance, and the driving forces behind its current prominence. Why has it become a focal point for today's professional world ?

 

What is Quality of Life at Work ?


Scientific origins of the concept

The desire for work-life balance was not born with the pandemic or remote work. The concept has its roots in the 1960s, through research on job satisfaction and employee well-being. The history of work life balance dates back to the United States, gaining prominence after Maslow's influential work on employee motivation. In 1972, the term "QLW" was first mentioned at a conference in New York. This event gave rise to various definitions of the concept, solidifying its importance in the collective consciousness regarding individual health and well-being at work.


Different definitions of Quality of Life at Work

▪️ The quality of life at work revolves above all around work, working conditions and the opportunities they offer (or not) to "work well" in a positive atmosphere, within the framework of one's organization.


▪️ QLW encompasses actions that reconcile the improvement of employees' working conditions and the overall performance of companies, especially during organizational transformations.


▪️ QLW can be perceived as a feeling of collective and individual well-being at work, encompassing the atmosphere, corporate culture, interest in work, working conditions, involvement, autonomy, responsibility , equality, the right to make mistakes granted to everyone, recognition and appreciation of work.


▪️ The conditions in which employees carry out their work and their ability to express themselves and act on its content determine the resulting perception of the quality of life at work.


The fundamental principles of Quality of life at Work

QLW is based on two essential pillars :


Balancing work responsabilities and personal life

Recognizing the importance of free time and leisure for a fulfilling life is at the heart of QLW. Sensitive to the importance of the well-being of their human resources, nearly one in two Canadian companies strive to provide work environments that promote health, support to cope with stress and benefits related to well-being.


Job satisfaction

Job satisfaction goes beyond salary, the proof is that more and more workers consider QLW as a decisive factor in their choice of employer.


Why implement a QLW approach in your company ?


Implementing a QLW approach is essential for businesses because of the transformative benefits it offers.


The benefits of QLW

The benefits of QLW are significant. For employees, this translates into increased satisfaction, increased productivity, and stronger commitment to their employer. On the other hand, for companies, QLW is synonymous with talent retention, reduced absenteeism, and a better reputation, thus attracting qualified employees. This employee-employer balance is the foundation of a successful business.


Main objectives of a QLW approach:

▪️ Effective internal organization : Establish collaborative work frameworks, agile structures and transversal management based on multi-headed decision-making.


▪️ Improved social climate : Encourage exchanges, promote dialogue and build trust between colleagues to promote a positive work environment.


▪️ Reinforced attractiveness of the company: Attract the young workforce by prioritizing a favorable working environment and quality of life at work.


▪️ Employee sense of belonging: QLW initiatives give meaning to work, promoting cohesion and unity through shared values.


Implementation of QLW approach in a company

Timing is crucial when launching a QLW approach. It should be undertaken during periods of organizational stability, avoiding moments of intense conflict or crisis. Adopting the right mindset and being willing to commit to internal change are prerequisites for successful implementation.


Prioritize projects for an organized QLW approach

There is no single model for a QLW approach; flexibility is essential. Prioritizing tasks in three steps ensures an organized and efficient approach:


▪️ Identify and prioritize issues: Identify and prioritize issues through focus groups, giving importance to significant issues.


▪️ Analyze the proposed solutions: Evaluate the feasibility and effectiveness of the proposed solutions, taking into account resources and time constraints.


▪️ Select solutions: Choose solutions based on their relevance, feasibility and alignment with organizational objectives.


Common WLB practices

Companies that successfully implement QWL initiatives often emphasize:


▪️ Flexibility of schedules; to enable employees to balance work and personal life.


▪️ Wellness programs, to encourage a healthy lifestyle.


▪️ Real professional development opportunities, to promote the development of their employees.


How to measure QLW ?

To measure QLW, many companies use regular surveys, interviews, and other methods to obtain feedback from their employees. This information is then used to make improvements where needed.


How does ProPulsion improve the Quality of Life at Work?


ProPulsion improves the quality of life at work by promoting the adoption of healthy habits, social interaction and the pleasure of moving among colleagues. The mobile app encourages users to engage in physical activities to earn points as a team, while enriching the experience through quizzes and social interactions. In addition, it facilitates the creation of internal challenges, encouraging dialogue and strengthening cohesion between work teams. By recognizing the health benefits of physical activity, ProPulsion contributes to increasing the quality of life at work.


The Impact of QLW in a Changing World


As the nature of work evolves, particularly with the rise of teleworking and flexibility, QLW takes on increasing importance. It is essential to adapt policies and practices to meet the changing needs of employees.


For companies, this reality involves creating a work environment where employees feel valued, listened to, and where the possibility of progress is possible. Relationships within the company also play a key role. Strong teams and positive interactions contribute to a supportive work environment.


Ultimately, QLW is more than just a trend. It’s an approach that benefits both employees and businesses. By investing in QLW, businesses not only thrive, but they also create a work environment where employees thrive.







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