In an ever-changing professional world, well-being at work has become a major issue for companies and their employees. More than just a criterion of comfort, quality of life at work (QWL) is an essential lever for reconciling employee fulfillment and organizational performance. Whether through the design of suitable spaces, the adoption of benevolent management styles or the promotion of work-life balance, initiatives aimed at improving QWL are profoundly transforming the employee experience.

Today, almost 9 out of 10 employees consider this criterion to be decisive in their choice of company. Faced with this growing expectation, organizations need to rethink their approach, integrating concrete actions and innovative tools to measure and optimize day-to-day well-being. Solutions such as feedback platforms, mental health programs and collaborative spaces are becoming essential pillars in creating an environment where everyone can flourish, while actively contributing to collective success.

But how do you implement an effective, sustainable QWL strategy? What levers should be activated to meet the varied needs of teams, while enhancing the company’s attractiveness and competitiveness? These are just some of the questions that need to be considered in depth, and answered in a way that’s adapted to each professional context.

In an ever-changing professional world, well-being at work has become a strategic issue for companies wishing to attract and retain talent. Today, almost 9 out of 10 employees consider quality of life at work (QWL) to be a decisive criterion in their choice of job. Combining employee fulfillment and organizational performance is no longer an option, but a necessity. Whether through the design ofergonomic workspaces, the implementation of benevolent management, or the integration ofinnovative digital tools to measure team morale, there are many ways to transform everyday working life. This article explores concrete actions to create a positive work environment, reduce stress and strengthen team cohesion, based on best practices and adapted technological solutions.

Understanding the challenges of quality of life at work (QWL) and quality of work-life balance (QWL)

Quality of life at work (QWL) refers to a global approach aimed at improving working conditions, employee well-being and corporate performance. Since 2022, this concept has evolved into QWL (Quality of Life and Working Conditions), placing greater emphasis on material and organizational conditions as essential levers of well-being. Unlike traditional approaches focused solely on productivity, QWL integrates dimensions such as physical and mental health,work-life balance and the prevention of psychosocial risks.

Companies that adopt a structured QWL policy observe a significant reduction inabsenteeism and turnover, as well as an increase inemployee commitment. According to a recent study, employees working in an environment where QWL is a priority are 30% more productive and 50% more loyal to their employer. However, for these initiatives to bear fruit, they must be co-constructed with employees and supported by management. This involves active listening, regular audits, and the use ofmeasurement tools such as feedback platforms to adjust actions in real time.

QVCT is not limited to one-off improvements. It is part of a sustainable approach, integrating various dimensions:

• • The physical environment: brightness, ergonomics, relaxation areas.

  • • Work organization: flexibility, teleworking, time management.

  • • Social relations: benevolent management, recognition, dialogue.

  • • Health and prevention: wellness workshops, the right to disconnect, MSD prevention.

  • • Professional development: training, mentoring, career paths.

  Create a pleasant and stimulating work environment

  A well-designed work environment is one of the fundamental pillars of QWL. The right physical environment has a direct impact on employee motivation, concentration and general well-being. For example, poor workstation ergonomics can lead to musculoskeletal disorders (MSDs), while a poorly lit or noisy space is detrimental to productivity. Conversely, adjustable desks, natural lighting and relaxation zones help reduce stress and improve job satisfaction.

  Collaborative spaces also play a key role. They encourage informal exchanges, stimulate creativity and strengthenteam spirit. Companies like Google and Airbnb have demonstrated that well-designed open spaces, combined with modular meeting rooms and quiet spaces, boost innovation. To take things a step further, some organizations are even integrating dedicated sports areas, such as yoga rooms or showers to encourage pre- or post-work sporting activities.

  Finally, thelayout of the premises must meet the specific needs of the teams. For example, coworking spaces with zones for concentration and socialization enable employees to choose the environment that best suits their task at hand. Solutions such as optimizing offices according to activities (meetings, individual work, brainstorming) can radically transform the experience at work. The aim is to create a professional ecosystem where everyone feels comfortable, listened to and productive.

  The importance of acoustic and visual quality

  Noise at work is one of the most underestimated factors, yet it has a major impact on concentration and stress. An INRS study reveals that 60% of employees complain about noise pollution, which can reduce their efficiency by up to 40%. Solutions exist to remedy this situation:

  • • Installation of soundproof partitions or acoustic panels.

    • • The creation of quiet zones dedicated to tasks requiring intense concentration.

    • • Use earmuffs or background music to mask unwanted noise.

    To find out more about the impact of noise and how to reduce it, read this detailed article.

    Visual quality is just as crucial. Poor lighting conditions can lead to headaches, eyestrain and low morale. Favoring natural light, complementing it with adapted and adjustable lighting, and avoiding reflections on screens are simple but effective measures. Green plants and natural elements in the workplace also help to create a soothing atmosphere, reducing stress and improving air quality.

    Flexibility and teleworking: reconciling professional and personal life

    Teleworking has established itself as a major solution for improving employees’ quality of life, by offering them a better work-life balance. According to a Malakoff Humanis survey, 85% of teleworkers feel that teleworking improves their well-being. It reduces commuting times (averaging 45 minutes a day), enables employees to adapt their working hours to their biological rhythm, and helps them manage family responsibilities more effectively.

    However, for telecommuting to be beneficial, it must be organized and supervised. A clear charter defining expectations, time slots and communication tools is essential. Platforms such as Trello, Asana or Microsoft Teams facilitate remote collaboration, while regular virtual meetings maintain the link between teams. To avoidisolation and work overload, it is recommended to:

    • • Set up dedicated time slots to preserve the balance.

      • • Encourage regular breaks to avoid exhaustion.

      • • Organize virtual team meetings to strengthen cohesion.

      Telecommuting can also be an opportunity to rethink where you live. Some employees take advantage of this flexibility to move to more pleasant or less expensive regions, while keeping their jobs. This trend, knownas “telemigration“, does however raise questions aboutwork organization and team cohesion. To find out more about the criteria to consider before taking the plunge, discover these 7 questions to ask yourself.

      Best practices for successful teleworking

      To maximize the benefits of teleworking, here are a few best practices to adopt:

      • • Set up a dedicated workspace: an ergonomic desk, an adapted chair, and a quiet environment.

        • • Establish a routine: fixed hours, breaks and moments of disconnection to avoid burn-out.

        • • Use high-performance collaborative tools: Slack for instant exchanges, Zoom for video conferencing, and Notion for project management.

        • • Maintain a social link: organize virtual cafés or online afterworks to keep things convivial.

        • • Train managers: teach them to manage remote teams with empathy and transparency.

        By combining flexibility with a structured framework, telecommuting becomes a real lever for well-being and productivity.

        Promoting physical and mental health in the workplace

        Employee health is an essential pillar of QWL. Musculoskeletal disorders (MSDs), chronic stress and psychosocial risks cost companies billions of euros every year in absenteeism and lost productivity. To remedy the situation, organizations need to set up appropriate prevention and well-being programs.

        Physical activity in the workplace is one of the most effective ways of combating sedentary lifestyles and improving mental health. Yoga or meditation sessions, or sporting challenges between colleagues, energize teams and reduce stress. Some companies go even further, installing gyms or offering subscriptions to wellness apps such as Alan or Petit Bambou. These initiatives have a direct impact on employees’ concentration, creativity and resilience.

        MSD prevention also involves ergonomic workstations: height-adjustable desks, adapted mice and keyboards, screens at eye level. Awareness-raising workshops on good posture and active breaks (stretching, walking) can help limit risks. In addition, stress management can be improved through sophrology sessions, nap areas, or resilience programs to help employees cope better with professional pressures.

        The role of managers in workplace health

        Managers play a key role in promoting health in the workplace. By listening attentively to employees, they can detect signs of overwork or demotivation at an early stage. Here are a few practices to adopt:

        • • Encourage breaks: encourage teams to take time off to avoid burnout.

          • • Encourage dialogue: organize regular one-to-one meetings to discuss difficulties and aspirations.

          • • Recognize efforts: a simple thank-you or symbolic reward can boost motivation.

          • • Psychosocial risk training: raising managers’ awareness of how to detect signs of burnout or depression.

          By adopting a human and proactive approach, managers help to create a climate of trust, essential for the well-being and performance of their teams.

          Strengthening team cohesion and recognition

          A fulfilling work environment depends to a large extent on the quality of relations between colleagues and with management. Team cohesion and recognition are two powerful levers for improving QWL. Studies show that employees who feel recognized are 3 times more committed and 50% less likely to leave their company.

          Corporate events are an excellent way of strengthening ties. Whether afterworks, seminars, culinary workshops or sports activities, these informal moments enable employees to get to know each other better and work together in a relaxed setting. For example, organizing a team building around an escape game or treasure hunt stimulates collaboration and creativity.

          Recognition can take many forms:

          • • Positive feedback: a simple “thank you” or constructive feedback after a project.

            • • Symbolic rewards: gift voucher, extra day off or bonus.

            • • Development opportunities: offer training or a challenging assignment.

            • • Visibility of successes: highlight achievements in a newsletter or during a meeting.

            Finally, feedback tools such as Moodwork or Wittyfit can be used to measure team morale in real time and identify recognition needs. By combining unifying events with daily recognition, companies can create a virtuous circle of motivation and commitment.

            Training and developing skills for lasting fulfillment

            Ongoing training is an essential pillar of QWL. It enables employees to upgrade their skills, adapt to market changes, and feel valued in their professional careers. According to a LinkedIn study, 94% of employees stay longer with a company that invests in their development.

            Training can take several forms:

            • • Technical training: to master new tools and methods.

              • • Soft skills training: communication, leadership, stress management.

              • • Mentoring and coaching: personalized support for employees.

              • • Well-being training: time management, resilience, work/life balance.

              To be effective, such training must be accessible, tailored to employees’ needs, and recognized as part of their career path. Some companies go even further, offering internal mobility schemes that enable employees to move into new positions or take on new responsibilities.

              Manager training is just as crucial. A manager trained in benevolent leadership and conflict management will be better able to support his or her teams, reduce stress and foster a positive working climate. Programs such as those offered by Qualisocial or Bleexo help companies to structure their approach and measure the impact of training on QWL.

              Measuring and optimizing QWL with innovative tools

              For a QWL approach to be effective and sustainable, it must be based on concrete data and measurement tools. Digital platforms play a key role in this approach, making it possible to monitor team morale in real time, identify weak signals, and adjust actions accordingly.

              The most popular solutions include :

              • • Wittyfit or Bloom at Work: anonymous feedback platforms to assess satisfaction and well-being.

                • • Moodwork: a team morale measurement tool with key indicators.

                • • Alan or Petit Bambou: meditation and stress management applications.

                • • Qualisocial or Bleexo: solutions for structuring QWL initiatives and tracking progress.

                These tools allow you to :

                • • Collect regular feedback via anonymous questionnaires.

                  • • Analyze trends to identify strengths and areas for improvement.

                  • • Implement targeted actions based on employee feedback.

                  • • Measure the impact of initiatives on engagement, absenteeism and productivity.

                  For example, a company using Wittyfit may discover that its teams suffer from a lack of recognition, and implement a positive feedback or rewards program. Similarly, an analysis using Moodwork may reveal an increased need for flexibility, prompting the company to review its telecommuting policy.

                  By combining technology and a human approach, companies can create a dynamic QWL approach, capable of continuously adapting to employee needs.

                  Building a sustainable and engaging QWL strategy

                  For a QWL approach to be sustainable and have an impact, it must be structured, participative and measurable. Here are the key stages in drawing up an effective action plan:

                  1. Initial diagnosis

                  Before launching initiatives, it is essential to understand employees’ needs. This may involve :

                  • • Anonymous surveys (via Wittyfit, Bloom at Work).

                    • • Individual interviews or focus groups.

                    • • Analysis of HR indicators (absenteeism, turnover, commitment).

                    2. Involve all stakeholders

                    The success of a QWL approach depends oneveryone’s support: top management, managers, employee representatives and employees. Organize co-creation workshops or use digital suggestion boxes to gather suggestions and empower everyone.

                    3. Define clear, measurable objectives

                    Actions must be prioritized and aligned with the company’s overall strategy. For example:

                    • • Reduce absenteeism by 20% in one year.

                      • • Improve engagement rate by 15 points.

                      • • Train 80% of managers in benevolent leadership.

                      4. Implement concrete actions

                      Here are a few examples of initiatives to be deployed:

                      • • Creating collaborative, ergonomic workspaces.

                        • • Launch a flexible teleworking program.

                        • • Organize wellness workshops (yoga, meditation, stress management).

                        • • Create a recognition system (feedback, rewards).

                        • • Offer training tailored to employees’ needs.

                        5. Continuous measurement and adjustment

                        Use dashboards to monitor key indicators (engagement, satisfaction, productivity) and adjust actions according to feedback. Tools like Qualisocial or Bleexo help you visualize progress and identify areas for improvement.

                        6. Communicate and celebrate successes

                        Regularly updating teams on progress and results enhances transparency and motivation. Organizing events to celebrate successes (e.g. QWL Week) creates a positive, unifying dynamic.

                        By following this methodology, companies can build a culture of well-being that benefits both employees and the organization, while adapting to changes in the professional world.

                        The importance of Quality of Life at Work Week

                        Quality of Life at Work Week is an annual event that provides an ideal opportunity to raise awareness, mobilize and innovate in the field of QWL. In 2025, it will be held from June 16 to 20. Participating in this event enables you to :

                        • • Reinforce employee commitment by involving them in dedicated activities.

                          • • Identify areas for improvement through workshops and feedback.

                          • • Promote health and personal fulfillment through targeted initiatives (sport, nutrition, stress management).

                          Tools such as Eli (a CSR mobile application) can energize the week by proposing challenges and personalized actions (well-being, environment, health). These initiatives help create links, measure commitment, and ensure that best practices last beyond the event.

                           

                          Feeling good at work: keys to improving quality of life at work (QWL)

                          FAQ : Everything you need to know about improving well-being and working conditions

                          1. What is quality of working life (QWL)?

                          Quality of life at work (QWL) refers to all the actions and practices implemented to improve employees’ well-being, their working conditions and the company’s overall performance. It encompasses various aspects such as thephysical environment (ergonomics, lighting),work-life balance, benevolent management, recognition at work, and professional development opportunities. Since 2022, we’ve also been talking about QLWC (Quality of Life and Working Conditions), which places greater emphasis on the impact of working conditions on health and productivity.

                          2. Why is QWL important for companies and employees?

                          A good quality of life at work has many advantages:

                          • • For employees: reduced stress, better physical and mental health, increased motivation andprofessional fulfillment.

                            • • For companies: lowerabsenteeism and turnover, improved productivity andattractiveness (especially for attracting talent), and stronger team cohesion.

                            In 2025, almost 90% of employees will consider QWL to be a key criterion in their choice of job, making it a strategic issue for employers.

                            3. What are the essential pillars of an effective QWL policy?

                            A successful QWL approach rests on several fundamental pillars:

                            • • Physical environment: ergonomic spaces, lighting, relaxation areas, and equipment adapted to prevent musculoskeletal disorders (MSDs).

                              • • Work-life balance: telecommuting, flexible working hours, the right to disconnect, and concierge services.

                              • • Professional development: ongoing training, mentoring, and career plans to promote skills development.

                              • • Social relations and management: benevolent management, regular feedback, and recognition of efforts.

                              • • Health and prevention: wellness workshops, company sports sessions, and policies to prevent psychosocial risks (RPS).

                              These levers help create a healthy, motivating working environment.

                              4. What concrete actions can improve QWL in a company?

                              Here are 7 key actions to sustainably improve the quality of life at work:

                              1. 1. Create pleasant workspaces: ergonomic offices, collaboration zones and relaxation areas (massage chairs, board games).

                                 1. 1. Promote teleworking and flexibility: clear charter, collaborative tools (Trello, Asana), and suitable working hours.

                                 1. 1. Organize federative events: team building, healthy cooking workshops, or sports challenges to strengthen team cohesion.

                                 1. 1. Encourage continuous training: tailor-made programs to develop digital skills or leadership.

                                 1. 1. Raising awareness of mental and physical health: yoga or meditation sessions, stress management workshops and MSD prevention.

                                 1. 1. Adopt benevolent management: open communication, recognition of efforts, and autonomy granted to employees.

                                 1. 1. Participate in QWL Week: themed events (e.g. in June 2025) with well-being challenges using tools such as Eli or Moodwork.

                                 5. How to measure the impact of a company’s QWL approach?

                                 To assess the effectiveness of a QWL policy, it is essential to monitor key indicators:

                                 • • Commitment rate: via satisfaction surveys (e.g. Wittyfit, Bloom at Work).

                                   • • Absenteeism rate: a significant drop may indicate an improvement in well-being.

                                   • • Turnover: a low turnover rate suggests better talent retention.

                                   • • Productivity: increased individual and collective performance.

                                   • • Qualitative feedback: employee feedback via digital suggestion boxes or interviews.

                                   Tools such as Qualisocial or Bleexo can centralize this data and adjust actions in real time.

                                   6. What digital tools can help improve QWL?

                                   There are several innovative solutions for monitoring and optimizing quality of life at work:

                                   Tool	Functionality	Benefits
                                   Wittyfit / Bloom at Work	Anonymous feedback platforms and morale monitoring	Detecting weak signals, continuous improvement
                                   Alan / Develop your resilience	Meditation and stress management applications	Reducedanxiety, 24/7 accessibility
                                   Moodwork	Dashboard to measureengagement and satisfaction	Real-time analysis, customized actions
                                   Trello / Asana	Collaborative remote project management	Optimizing teleworking, transparency
                                   Eli	Application for organizing CSR and QWL challenges	Strengthens team cohesion and commitment

                                   These tools enable a data-driven approach to adjusting QWL strategies.

                                   7. How to involve employees in a QWL approach?

                                   Employee buy-in is crucial to the success of a QWL policy. Here’s how to get them involved:

                                   • • Co-construction: organize participatory workshops to define priority actions together.

                                     • • Digital suggestion boxes: tools like Bleexo or Qualisocial for collecting anonymous suggestions.

                                     • • Transparency: communicate regularly on results and developments (newsletters, displays).

                                     • • Empowerment: appoint QWL ambassadors from among the teams to relay initiatives.

                                     • • Recognition: value individual contributions through reward systems (e.g. bonuses, commendations).

                                     A collaborative approach ensures a sense ofownership and better adoption of change.

                                     8. What are the risks of poor QWL for a company?

                                     Neglecting quality of life at work can have serious consequences:

                                     • • Increased absenteeism: linked to stress, burn-outs or musculoskeletal disorders (MSDs).

                                       • • High turnover: employees leave the company for more favorable environments.

                                       • • Reduced productivity: disengagement, lack of motivation, and frequent mistakes.

                                       • • Deterioration of employer image: difficulty recruiting talent and loss of competitiveness.

                                       • • Legal risks: non-compliance with legal obligations in terms of occupational health or RPS prevention.

                                       Investing in QWL is therefore a lever of performance and sustainability for the company.

                                       9. How can QWL be adapted to small businesses and startups?

                                       Even with limited resources, SMEs and startups can improve QWL:

                                       • • Low-cost shares:
                                           • Create a relaxation area with armchairs and plants.
                                           • Organize themed coffee breaks or shared lunches.
                                           • Set up an informal feedback system (e.g. physical “suggestion box”).

                                         • • Create a relaxation area with armchairs and plants.

                                         • • Organize themed coffee breaks or shared lunches.

                                         • • Set up an informal feedback system (e.g. physical “suggestion box”).

                                         • • Flexibility:
                                             • Authorize occasional telecommuting or staggered working hours.
                                             • Offer extra days off for targets achieved.

                                         • • Authorize occasional telecommuting or staggered working hours.

                                         • • Offer extra days off for targets achieved.

                                         • • Training and development:
                                             • Use free MOOCs (e.g. Fun MOOC, Coursera) to train teams.
                                             • Encourage internal mentoring between experienced and junior employees.

                                         • • Use free MOOCs (e.g. Fun MOOC, Coursera) to train teams.

                                         • • Encourage internal mentoring between experienced and junior employees.

                                         • • Health and wellness:
                                             • Offer online yoga or sophrology sessions (e.g. YouTube, free applications).
                                             • Raising awareness of good working postures through posters and workshops.

                                         • • Offer online yoga or sophrology sessions (e.g. YouTube, free applications).

                                         • • Raising awareness of good working postures through posters and workshops.

                                         The key is to prioritize actions according to the needs expressed by the teams.

                                         10. What are the QWL trends for 2025?

                                         In 2025, several trends are emerging to enhance well-being at work:

                                         • • Hybridization of work: widespread use of hybrid models (face-to-face/teleworking) with modular workspaces.

                                           • • Artificial intelligence and QWL: using HR chatbots to answer employee questions orAI to analyze well-being data.

                                           • • Financial well-being: setting upfinancial education or employee savings programs to reduce money-related stress.

                                           • • Sustainability and CSR: integrating ecological (e.g. eco-responsible offices) and social issues into QWL policies.

                                           • • Personalized career paths: tailoring benefits (e.g. sports memberships, childcare) to individual needs.

                                           • • Mental health: development of resilience and burnout prevention programs, with easier access to psychologists.

                                           These trends reflect a desire to adapt work to employees’ new expectations, particularly those of the younger generations (Gen Z, Millennials).

                                           11. How to reconcile economic performance and quality of life at work?

                                           Contrary to popular belief, improving QWL is not detrimental to economic performance – it enhances it. Here’s how to reconcile the two:

                                           • • Productivity through commitment: fulfilled employees are up to 20% more productive (Gallup study).

                                             • • Reduced hidden costs: lessabsenteeism and turnover means savings on recruitment and training.

                                             • • Innovation and creativity: a collaborative, caring environment stimulates new ideas.

                                             • • Attractiveness and retention: a good QWL attracts the best talent and reduces turnover costs.

                                             • • Brand image: a company recognized for its QWL (e.g. Great Place to Work label) enjoys a better reputation.

                                             A win-win approach is possible by aligning economic objectives with human needs.

                                             12. What labels and certifications are available to assess a company’s QWL?

                                             Several labels can be used to recognize a company’s QWL efforts:

                                             • • Great Place to Work: evaluates trust, corporate culture and employee well-being.

                                               • • Top Employers Institute: certifies best HR and QWL practices worldwide.

                                               • • Label Engagé RSE: recognizes companies that integrate QWL into their corporate social responsibility strategy.

                                               • • HappyAtWork: label focusing on happiness at work, based on anonymous surveys.

                                               • • AFNOR Certification QVT: French standard (NF X35-102) for structuring a QVT approach.

                                               These certifications reinforce the company’s credibility with employees and job applicants.