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Workplace well-being and management training: Why follow a Back to Basics course?
Managerial practice is decisive in the perception of the quality of life at work of employees.
Management is an excellent approach to effectively deal with QVT subject, because it really impacts the work life experience of your employees on a daily basis.
However, workplace well-being training for traditional face-to-face managers is not adapted to all challenges, public and thematic (costs, organizational and logistical complexity, unlearning over time are the main problems we observed).
For all that, management, QWL and performance are strategic issues and therefore need to be properly addressed.
This is why we created Back to Basics: an innovative workplace well-being training course that combines several teaching methods in order to ensure an excellent increase in managers' skills in the area of quality of life at work.
people trained in QWL ask for practical tools to use on a daily basis*
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of employees believe that QWL contributes to company performance**
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of top managers and 97% of future managers and engineers believe that managerial practices must change to adapt to changes in society and to the challenges of companies and organizations
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*Study carried out with managers trained by QualiSocial. **Comptoir MM study of the new company: QVT, mixed views of managers/employees, 2017
Workplace well-being training: 12-month program to master good QWL managerial practices
We enroll your managers in Back to Basics, an educational program that extends over a period of one year. Mastering good practices is essential, because they have a significant impact on the QWL and the commitment of employees, i.e. their performance. in the end.
Each month, your managers therefore receive an aesthetic and functional box on their desk that contains numerous tools and resources to train themselves both individually and collectively in both traditional management and the latest managerial innovations.
on their desk with all the tools to improve a practice (e.g.: assess workload, promote recognition,...)
inspiring to discover the keys to this theme with an expert
we invite them to experience sharing groups with their peers to share their difficulties and find resources
QWL and management: What is the Back to Basics box?
- 9 theoretical and practical sheets on simple and effective management techniques that every manager must master to positively impact the QWL of their employees
- A self-assessment questionnaire
- A team game around the monthly theme (giving meaning to work, showing recognition, evaluating workload, etc.)
- A presentation of the next expert who will speak on the monthly theme
- An invitation to the monthly awareness conference
- Well thought-out goodies/delicacies...
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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What are the 4 types of leadership?
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Authoritarian (or directive) leadership
- The leader makes decisions alone and imposes instructions.
- This style is useful in crisis situations or when quick results are needed, but it can limit team creativity and commitment.
Participatory (or collaborative) leadership
- The leader involves his teams in the decision-making process, promoting exchanges and co-construction.
- This style builds motivation, buy-in, and innovation, but it can take longer to implement.
Delegative (or Laissez-Faire) Leadership
- The leader gives great autonomy to the members of his team, intervening little in decisions.
- This style works well with competent and autonomous collaborators, but it can lead to a lack of coordination if poorly managed.
Transformational leadership
- Leaders inspire and motivate their teams by conveying a strong vision and encouraging them to go beyond their limits.
- This style promotes commitment, innovation, and performance, but it requires a high level of skill and charisma.
What are the benefits of leadership training?
For the participant (leader or manager):
- Improving interpersonal skills : develop listening, empathy and communication.
- Ability to motivate and engage : learn how to inspire teams and keep them engaged.
- Better conflict management : acquire tools for defuse tensions and create a positive work environment.
For the team:
- Clarity and consistency : a trained leader sets clear goals and realistic expectations.
- Improving well-being : good leadership promotes a respectful and inclusive team culture.
- Encouraging autonomy : employees feel supported and encouraged to take initiatives.
For the company:
- Improving overall performance : effective leadership generates more productive and committed teams.
- Strengthening talent retention : competent leaders create an environment where employees want to stay.
- Adapting to changes : well-trained leaders better manage organizational transitions and periods of crisis.
What is the difference between leadership and management?
Definition:
- Leadership : it is the ability to influence and inspire others to achieve a common goal. A leader focuses on team vision, values, and commitment.
- Management : it is the ability to organize, plan and coordinate resources to achieve specific goals. A manager ensures the implementation of tasks and daily management.
Approach:
- Leadership : focused on human relationships and innovation, he seeks to motivate and inspire.
- Management : oriented towards process and structure, he focuses on efficiency and meeting deadlines.
Long term vs. short term vision:
- Leader : thinks long term and focuses on strategy and global vision.
- Manager : takes care of the short term by ensuring that daily operations run smoothly.
Role in the organization:
- Leadership : transforms, inspires and guides teams into the future.
- Management : supervises, controls and optimizes processes to achieve concrete goals.
In summary, a good leader inspires and mobilizes, whileA good manager organizes and executes. The two skills are complementary to ensure the success of an organization.
Why enroll managers in well-being at work training?
Enrolling managers in training on well-being at work is essential to enable them to better support their teams, improve the atmosphere within the company and prevent psychosocial risks (RPS).
1. Strengthen their role in the prevention of PSR
Managers are on the front line for detecting and preventing psychosocial risks. Training allows them to:
- Identify weak signals (stress, demotivation, conflicts) and act before situations worsen.
- Understanding the mechanisms of RPS to better anticipate and respond to them effectively.
- Adopt a caring and proactive posture in managing tensions within the team.
2. Improve their relational and managerial skills
A good manager does not just manage tasks, he supports employees in their development. Well-being at work training helps them to:
- Develop active listening : understand the individual and collective needs of employees.
- Encourage open communication : create a climate of trust where employees feel free to express their concerns.
- Strengthen conflict management : defuse tensions quickly and constructively.
3. Reducing their own stress and increasing their resilience
Managers face significant responsibilities and a lot of pressure. A training course gives them tools to:
- Manage their own stress and avoid professional exhaustion (burn-out).
- Finding a balance between performance and personal well-being.
- Adopt techniques for relaxation, time management, and task prioritization.
4. Promote team cohesion and commitment
A manager trained in well-being at work becomes a real lever for improving team dynamics:
- It can put in place practices that promote collaboration and reduce tensions.
- It acts as a role model by promoting work/life balance.
- It encourages its employees to find meaning in their work, which reinforces their commitment.
5. Improving business performance
Investing in managers' well-being at work has a direct impact on overall performance:
- A team that is managed in a positive climate is more productive and innovative.
- Absences related to stress or discomfort are decreasing, thus reducing the costs associated with absenteeism and turnover.
- The company improves its attractiveness by becoming a great place to work.
6. Anticipating legal and social issues
Legal obligations in terms of PSR prevention make well-being at work training essential for managers:
- They need to know the legal responsibilities related to their role (harassment, working conditions).
- They learn to integrate preventive practices into their daily management, in compliance with regulations.
7. Creating a sustainable and inclusive corporate culture
Training managers in well-being at work contributes to the dissemination of an organizational culture focused on:
- Respect and the valorization of individuals.
- Recognition of efforts, which improves job satisfaction.
- The sustainability of managerial practices to support business developments.
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