Implementing and ensuring an effective policy of well-being policy is a key challenge for companies today. Faced with a growing number of problems linked to stress, mental health and staff turnover, more and more companies are realising the importance of creating a work environment that is conducive to good health, more and morecompanies are realising the importance of creating a healthy and motivating working environment that meets the needs of employees.
But what do we really mean by “well-being at work” and what are the solutions for improving it within a company? Intuition software explains everything you need to know about corporate well-being, and how, as an HR manager, implement a successful well-being policy:
What is well-being at work?
Well-being at work is defined as all the psychological, physical and social conditions that enable employees tofeel fulfilled in their working environment. It refers to the general feeling of satisfaction and fulfilment of employees working conditions in which they operate on a daily basis.
According to INRS (Institut National de Recherche et de Sécurité), the definition of well-being at work takes into account the mental and physicalhealth of employees, their social interactions within the company , prospects for career development, remuneration and motivation.
Implementing a workplace wellbeing policy quickly can therefore be policy can be extremely beneficial for thecompany, because the well-being-employee well-being has a major impact on a number of parameters essential to the smooth running ofa company (motivation team cohesion and development).
What regulations govern well-being in the workplace?
French legislation imposes certain obligations on employers with regard to well-being at work. According to article L. 4121-1 of the French Labour Code, every company has an obligation to ensure the health and safety of its employees, both physical and mental. This law encourages employers to prevent stress, harassment and other occupational risks.
In addition, European legislation, through directives such as Framework Directive 89/391/EEC, imposes measures encouraging Member States to adopt appropriate preventive measures. It also encourages the promotion of healthy working conditions, in collaboration with employee representatives and occupational health services.
Why is well-being at work important?
Well-being at work is important because neglecting it can have negative effects: lower performance, reduced motivation, internal conflicts , etc. Implementing a wellbeing policy in the workplace helps to avoid these helps to avoid these problems and creates a positive dynamic for the company.
- The impact of well-being at work on mental health: well-being and health at work are two inseparable notions. Employees who work in a stressful environment that is not conducive to personal and professional fulfillment risk developing psychosocial disorders (burn-out, depression), and risk silent resignation. Creating a healthy work environment, where employees enjoy a good working atmosphere and good relations, has a direct influence on employees’ good health. For example, in some large companies, gyms or stress management programs are offered to help employees better manage their personal and professional balance.
- Well-being at work as a performance driver: employees who feel good in their working environment are more productive, more creative and more committed to the company. A healthy working environment tends to reduce absenteeism and sick leave, and, in the long term, reduce the risk of burn-out, a problem that has a major impact on productivity.
- Well-being in the workplace: a long-term investment: Investing in employee well-being is a strategic advantage for both employee and employer. A fulfilling working environment helps to attract and retain talent, boost employee motivation and reduce staff turnover. Motivated employees in good mental and physical health will be much more effective in their day-to-day tasks and will be better able to deliver quality work. in their daily tasks and will be better able to deliver quality work.
Who is responsible for well-being at work?
Well-being in the workplace involves several players: the company , managers and human resources, and employees. Although this initiative must come from the company, its values and the course of action it wants to follow, managers and employees themselves have an active role to play.
- The role of the company: the employer is primarily responsible for the well-being of its employees. It must make well-being at work a guiding principle of its strategy. This means taking concrete action , such as improving working conditions, preventing psychosocial risks and introducing policies to promote work-life balance, the prevention of psychosocial risks, and the introduction of policies to promote a better work-life balance.
- The role of managers: managers play a very important role in ensuring employee well-being. Together with human resources departments, they are the first to be able to identify signs of employee malaise and act as a relay between management and employees. Managers need to listen, establish a dialogue and make sure that employees have the resources they need to feel good and do their job in good conditions. And for your managers to understand, embody and spread well-being at work, they need training. As well as relying on your HR departments, you can also call on the services of consultants who can help you train your managers and establish this notion within your corporate culture.
- The role of employees: Employees have a role to play in improving their own well-being at work by at work by clearly communicating their needs and actively participating in company initiatives. They can also encourage dialogue between colleagues, point out malfunctions or suggest improvements to contribute to a better working environment.
What is the difference between well-being at work and quality of life at work?
Well-being at work focuses mainly on individual aspects , such as personal satisfaction, motivation, and the mental and physical balance of the employee. Quality of life at work (QWL) encompasses broader dimensions such as work organisation, social relations and the overall working environment.
This means that quality of life at work is concerned with the life of the company as a whole, including, for example, the management of workspaces, opportunities for professional development, and pay policy.
Quality of life at work thus implies a broader vision, which takes account of organisational and structural parameters, whereas well-being at work focuses on the well-being of individual employees. This may involve, for example, initiatives to provide relaxation areas, flexible working hours or the possibility of teleworking.
How do you assess well-being in the workplace?
Well-being at work can be assessed using tools such as questionnaires, individual interviews or specific indices, individualinterviews or specific indices. These tools provide a better understanding of the challenges of well-being in the workplace, by collecting data on satisfaction, stress and work-life balance.
- Satisfaction surveys: allow employees to express their feelings and suggest ideas for improving their working conditions. This feedback is invaluable to the company, because it helps to identify sticking points and to remedy them before they become major problems.
- Health Management Measure ( HMM ): 64-question questionnaire on social issues, work-related health and safety, social climate and occupational risks, social climate and occupational risks.
- IBET: measurement index that assesses the level of commitment and disengagement of employees in a company. This index can be more revealing than some questionnaires, because it measures various parameters such as absenteeism, strikes strikes, number of breaches of contract, project management, collaboration, etc.
How can we improve employee well-being in the workplace?
There are a number of levers that can be used to improve employee well-being. Firstly, it is essential toensure that workstations are ergonomic and to create areas where employees can relax. Secondly, it ‘s important to encourage recognition within the company, Employees who feel valued and listened to are generally more committed and productive.
Levers for improving well-being at work include:
- Workspace design: A well-designed, ergonomic and pleasant workspace contributes to workers ‘ well-being, providing optimal technical conditions. For example, good lighting, chairs and ergonomic keyboards make for a more pleasant working environment, and relaxation and relaxation areas offer a comfortable zone dedicated to breaks (which, depending on the culture, can include table football, footstools, etc.), depending on the culture, include table football, footstools, etc.).).
- Flexible working hours and teleworking : The organisation of working time is an increasingly important parameter for employees. Whether it’s a question of flexible working hours or teleworking, allowing employees to adapt their working hours to their family or personal commitments enhances well-being at work . well-being at work. Teleworking, for example, offers greater autonomy and reduces the time spent travelling. Introducing flexible working options is therefore a real asset in attracting, retain talent.
- Encouraging employee training: Investing in ongoing employee training is a way of investing in the company’ s human capital for their well-being and professional development human capital for their well-being and professional fulfilment. By offering training, companies enable their employees to develop new skills, boost their self-confidence and enable them to adapt better to technological and organisational change. Training can also help prevent boredom and professional stagnation, by opening up new career and development prospects.
- Encouraging communication and social relations: a working environment in which communication and social relations are fluid fosters a climate of trust and cooperation between employees. For example, by organising social events (team meals once a week, team building), employees can bond with each other and strengthen team cohesion. Works councils can play their part here by by organising activities that encourage social interaction between employees.
- Encouraging health at work : promoting health in the workplace involves initiatives aimed at to improve the physical and mental condition of employees. For example, the introduction of sports sessions (yoga, stretching or meditation), massages or stress management programmes, can lead to better collective physical and mental health.
- Promoting work-life balance: Work-life balance is a key factor in employees ‘ well-being at work. Encourage employees to disconnect outside working hours, limit e-mails after working hours and offering flexibleworking arrangements are examples of actions that limit stress or excessive workloads, so you can feel better at work.
Creating a policy that promotes well-being at work is essential for any company in 2024. By looking after the physical and mental health of their employees, companies can ensure their long-term commitment and productivity.
