QWL training: how to preserve the well-being of your post-crisis employees?
Why get involved in a QWL training?
Now more than ever, companies that want to maintain the motivation and commitment of their employees must commit themselves to a An approach in favor of QWL (quality of work life).
Being an actor in QWL means acting on the levers of a lasting commitment to CSR (corporate social responsibility); it means taking an interest in the meaning given to work, in supporting the transformations inherent in the crisis we are going through, in the quality of management and HR policies. Building a QWL approach allows an improvement of the employer brand (attraction and retention of talent).
QWL is and will be a vector of organizational performance in the coming months.
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employees who are satisfied with their life experience at work develop a high level of intrinsic motivation
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Companies that take actions in favor of QWL have talent retention rates that are 50% higher than others
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of employees believe that QWL contributes significantly to company performance
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Sources: Office Vibe, Ipsos-Edenred, Les Echos, Les Echos, Gallup, Malakoff Médéric, OpinionWay
Customized QWL training, the implementation of a program on the quality of life at work is done in partnership with you.
all of your employees and managers are aware of the subject of QWL
your managers, managers and employees effectively integrate the fundamentals of QWL and have a common language base
quizzes, debates, simulation exercises, practical cases, videos, serious game
an essential place given to the exchange of professional experiences allowing participants to share their experiences and practices, in order to alternate with theoretical contributions
The program of the QWL training
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Morning
Objectives
- Have a framework for the course of the training and the objectives pursued
- Identify your own representations about QWL and compare your perspective with that of other participants
- Be able to define QWL and the historical context in which the concept is based
- Be aware of the legislation in force and the obligations of the employer
Opening of the session
- Presentation of the trainer, the participants and their expectations
- Presentation of the objectives and collection of the needs of the participants, if applicable
Representations about the quality of life at work
- Establish an individual list of the ideas that each participant associates with QWL
- Expose your ideas to the whole group and organize them thematically
Some guidelines on the quality of life at work
- Definition of what is included in the concept of quality of life at work (ANACT definition) in relation to the definition of quality of life. Presentation of the historical context in which QWL takes place (stress at work, psychosocial risks...), the objectives and purposes it pursues.
- Presentation of the highlights of the 2013 ANI, the Labor Code, the 2016-2020 Regional Occupational Health Plan, and the Rebsamen 2015 Law (corporate negotiation obligations and agreements).
- Identification of the institutional and local context in interaction with the participants (identification of internal actors, ongoing institutional procedures, possible agreements).
Afternoon
Objectives
- Define the different components of quality of life at work
- Identify the various QWL actors within the establishment
- Evaluate the satisfaction of the existing
- Propose new actions to be taken to improve QWL and know how to position yourself in relation to the approach
The quality of life at work approach
- Presentation of the QVT framework (ANACT tools) grouping together the various dimensions: working relationships/social climate, occupational health, professional development, professional values, equal opportunities and link with the participants' representations explained at the beginning of the session
- List of internal and external actors who can support a QWL approach
Be an actor in the quality of life at work
- Listing of internal actions in favor of QWL and linking them to the QWL dial
- Collective assessment of satisfaction with these actions
- Proposal of new actions in non-invested dimensions and/or proposal to modify existing actions
Closing of the session and conclusion
- Summary by the trainer of the points that were expressed during the session and of the “action plan” that may have emerged during the last sequence
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Why use Qualisocial for your QWL training?
- Our QWL trainers, specialists in engagement and QWL, have at least 5 years of experience, with solid references that guarantee the success of each of the sessions
- Our agility allows us to adapt our educational engineering according to the specific needs of your organization
- A satisfaction rate of over 90% from interns and sponsors
The approach was very practice-oriented, allowing everyone to integrate the main themes of QWL. I come out of the training with operational and effective actions that I can quickly implement within my team. I recommend this training to everyone.
Margaux
Purchasing Director
More than 1100 organizations trust us, why not you?
Contact us
Our team supports you with tailor-made interventions, adapted to your challenges and your context. Whether it is an audit, a diagnosis, training or targeted support on psychosocial risks, we build a pragmatic, concrete and mobilizing approach alongside you.
👉 Fill out the form to be contacted again or contact us now on 01 73 11 28 27.
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FAQS
Do you have questions?
What are the differences between QWL and QWWC?
QWL (Quality of Work Life) and QWWC (Quality of Work and Working Conditions) are related but focus on different aspects of work. QWL is primarily about employee well-being, satisfaction, and engagement, covering factors like work-life balance, recognition, growth opportunities, and overall motivation. In contrast, QWWC focuses on the actual work environment and conditions, including task design, workload, safety, ergonomics, and organizational processes. While QWL aims to enhance mental well-being and job fulfillment, QWWC seeks to ensure safe, efficient, and compliant working conditions. Together, they provide a complete picture of both how employees experience work and how work is structured.
QWL (Quality of Work Life) and QWWC (Quality of Work and Working Conditions) are related but focus on different aspects of work. QWL is primarily about employee well-being, satisfaction, and engagement, covering factors like work-life balance, recognition, growth opportunities, and overall motivation. In contrast, QWWC focuses on the actual work environment and conditions, including task design, workload, safety, ergonomics, and organizational processes. While QWL aims to enhance mental well-being and job fulfillment, QWWC seeks to ensure safe, efficient, and compliant working conditions. Together, they provide a complete picture of both how employees experience work and how work is structured.
The six main factors identified to improve the Quality of Life at Work are:
1. Social relationships and work climate: promote communication, respect and cooperation within teams.
2. Content of the work: ensure rewarding work, in line with the skills of employees, with clear objectives.
3. Physical environment: guarantee an ergonomic, safe and pleasant working environment (luminosity, noise, adapted spaces).
4. Work organization: reduce overload, clarify responsibilities, and allow a certain autonomy in tasks.
5. Work-life balance: offer flexible hours, teleworking or parental support systems.
6. Recognition and valorization: rewarding efforts and recognizing the contribution of employees to the success of the company.
The six main factors identified to improve the Quality of Life at Work are:
1. Social relationships and work climate: promote communication, respect and cooperation within teams.
2. Content of the work: ensure rewarding work, in line with the skills of employees, with clear objectives.
3. Physical environment: guarantee an ergonomic, safe and pleasant working environment (luminosity, noise, adapted spaces).
4. Work organization: reduce overload, clarify responsibilities, and allow a certain autonomy in tasks.
5. Work-life balance: offer flexible hours, teleworking or parental support systems.
6. Recognition and valorization: rewarding efforts and recognizing the contribution of employees to the success of the company.
Are the courses Qualiopi certified?
Yes, Qualisocial has been Qualiopi certified for years in addition to being registered with DREETS as an IPRP (intervening in the prevention of professional risks).
Yes, Qualisocial has been Qualiopi certified for years in addition to being registered with DREETS as an IPRP (intervening in the prevention of professional risks).
Are the courses eligible for OPCOs?
Yes, we have been working with the various skilled operators for years. The financing criteria vary depending on your OPCO and the training module.
Yes, we have been working with the various skilled operators for years. The financing criteria vary depending on your OPCO and the training module.
Do you offer inter-company training?
Not systematic on each of our modules, we invite you to ask the sales teams or your project manager to check the feasibility.
Not systematic on each of our modules, we invite you to ask the sales teams or your project manager to check the feasibility.
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