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Quality of Life and Working Conditions (QVCT) has become a major issue for companies, particularly in this era of teleworking.

But what is HRQoL and why is it so important for managers? This article will guide you through key concepts and best practices to improve the well-being and performance of your remote teams. 🌟

Definition of HRQoL

QVCT, or Quality of Life and Working Conditions, is a collective approach aimed at improving the well-being of employees while optimizing the overall performance of the company. It encompasses various aspects such as the working environment, the conditions for carrying out tasks, and the prevention of psychosocial risks.

HRQoL: a broad meaning

QVCT goes beyond simple working conditions to encompass a broader framework aimed at reconciling occupational health and organizational performance. According to the National Interprofessional Agreement (ANI) on QVCT, this approach involves the commitment of all levels of the organization to create an environment conducive to the health, safety and development of employees. 📝

For example, a company can set up regular feedback sessions and open discussions about working conditions to ensure that teleworking employees feel supported and listened to. A manager could organize weekly meetings to discuss the difficulties of teleworking and ways to overcome them together.

What is the difference between QVT and HRQoL?

QVT (Quality of Life at Work) has evolved to become QVCT in order to better include working conditions within its scope. This development, formalized by the National Interprofessional Agreement (ANI) of 2020, focuses on improving the conditions in which the work is carried out.

Why did QVT become QVCT?

The change from QVT to QVCT is explained by the need to reinforce the importance of working conditions, often neglected in initial QVT approaches. By adding “Working Conditions” to the term, the social partners wanted to remove any ambiguity: it is the improvement of work and the conditions in which it is carried out which must be at the heart of QVCT approaches.

For example, if QVCT focused on elements like relaxation spaces or team-building activities, QVCT also includes aspects like workload management and employee autonomy. When working remotely, ensuring employees have adequate teleworking equipment and an ergonomic workspace is essential.

Boost the HRQoL of teleworkers

What are the 3 issues of QVCT?

  1. Employee health and well-being: Ensure a healthy working environment to prevent occupational illnesses and stress.
  2. Overall company performance: Improve productivity by guaranteeing optimal working conditions.
  3. Prevention of psychosocial risks: Identify and reduce factors of stress and unhappiness at work.

These issues are crucial for any company seeking to improve the satisfaction and performance of its employees. Good HRQoL helps reduce absenteeism, increase employee loyalty and improve the company's image. To explore these dimensions in more detail, discover the 6 dimensions of HRQoL below.

For example, a company can organize training on stress management and provide psychological support resources for its employees. When working remotely, this could include online meditation sessions or workshops on time management and work-life balance.

The 6 dimensions of QVCT

HRQoL can be measured and improved across six key dimensions, each aimed at improving a different aspect of working life:

1. Work relations and social climate:

Promote positive working relationships and a healthy social climate.

Example: Comfortable break rooms and active staff representative bodies.

2. Content of the work:

Improve the way in which tasks and missions are assigned and carried out.

Example: Offer room for maneuver to employees in the management of their missions and a fair distribution of tasks.

3. Skills and professional background:

Support employee professional development and career opportunities.

Example: Set up training courses and ensure good integration of new employees.

4. Participative management and salary commitment:

Encourage the commitment and active participation of employees in decisions and projects.

Example: Organize constructive discussions around the company's missions and allow employees to intervene in new projects.

5. Occupational health:

Protect and promote the physical and mental health of employees.

Example: Arrange ergonomic offices and display the actions implemented to reduce professional risks.

6. Professional equality for all:

Ensure inclusion and equal opportunities for all employees.

Example: Guarantee fair salaries and facilitate the harmonization of private and professional lives.

These six dimensions are essential to creating a work environment where employees can thrive and the business can prosper.

How to measure and evaluate HRQoL?

There is no single official measure of quality of life at work, but several methods can be used to assess its effectiveness. Companies can deploy anonymous questionnaires to collect employee opinions on different aspects of their work and working conditions.

How to evaluate and measure quality of life at work?

Criteria such as turnover rate, absenteeism rate, and customer satisfaction can also provide valuable information on the state of HRQoL in an organization. In a smaller company, one-on-one interviews may be useful, while in a larger one, focus groups may be formed to discuss possible improvements.

For example, a company can set up an annual employee satisfaction barometer, combined with performance indicators such as the number of sick days or employee retention rate, to measure the impact of its HRQoL initiatives.

Who takes care of HRQoL in business?

The implementation of QVCT can be entrusted to various actors within the company, such as HR managers, managers, or dedicated specialists such as QVT managers. It is crucial that these actors are trained and involved in the process.

Who supports HRQoL?

Responsibilities may be shared between different departments, but it is often helpful to designate a dedicated manager or team to coordinate efforts. This person or team can come from human resources, real estate, management or be a Chief Happiness Officer.

For example, a telecommuting manager can organize weekly meetings to discuss challenges encountered and possible improvements to working conditions from home. It can also work with the HR department to develop wellness programs tailored to the specific needs of teleworking employees.

How to implement QVT?

Initiating a quality of life approach at work always requires prior reflection and significant work. Whatever the company, its size, and its situation, several steps must be followed to implement QVT.

How to establish QVT?

The steps include carrying out an inventory of the situation with employees, identifying priority and secondary areas of work, developing an action plan with a precise timetable and the list of resources to be gathered as well as the cost to provision. Discussion and exchanges with employees concerning the future action plan are crucial to collect their opinions and finalize it. Finally, the implementation of the decided measures and the monitoring over time of their impact on employees and on the functioning of the company or the services concerned are essential.

For example, a company might start with an anonymous survey to identify key employee issues and then hold workshops to co-create solutions. A detailed action plan with measurable objectives and deadlines must then be put in place.

Quality of Life at Work Week

Quality of Life at Work Week is an annual event organized by the National Agency for the Improvement of Working Conditions ( Anact ). In 2024, it becomes the Week for Quality of Life and Working Conditions, and takes place from June 17 to 21. This event aims to raise awareness among companies and employees of the importance of QVCT and to share good practices.

Each year, a specific theme is chosen to guide discussions and initiatives. This is an opportunity for companies to participate in workshops, conferences and activities that promote QVCT.

QVCT is an essential lever for improving the quality of life at work, particularly when teleworking. As a manager, it is important to understand and apply these concepts to guarantee the well-being and performance of your teams.