How do you create a workplace well-being questionnaire?

Are you a company manager or human resources director concerned about your employees’ well-being at work? Understanding employee expectations has become a major challenge. According to certain studies, the Quality of Life at Work (QWL) has a major influence on company profitability. However, it’s not easy to measure employee satisfaction accurately, and workplace well-being questionnaires are an effective solution. Why should you use them, and how can you put them into practice in your organization? QuarksUp, the HRIS expert, can create and automate your workplace well-being questionnaire!

How do you define well-being at work?

Well-being at work can be defined as an employee’s level of satisfaction with his or her company. It concerns both physical and moral well-being. This is a positive state of mind on the part of the employee towards the company, thanks in particular to the quality of life at work (QWL) that has been put in place. Well-being at work depends on a number of criteria:

  • Physical and psychological health;
  • Professional development;
  • Team integration ;
  • The match between skills and function;
  • Work-life balance.

Did you know that? Ensuring the well-being of your employees is now a legal obligation.

Article L4121-1 of the French Labor Code requires companies to take “the necessary measures to ensure the safety and protect the physical and mental health of workers”.

QWL (recently renamed QLWC, or Quality of Life and Working Conditions) is now an essential aspect of corporate life.

How do you assess quality of life at work?

Employee well-being at work is now one of the challenges facing managers. How to accurately measure your teams’ quality of life at work. A variety of methods can be used to assess well-being in the workplace, and these can be complementary:

Set up a workplace well-being questionnaire.

Ask specific questions about well-being at work during the employee’s annual performance review.

Set up a working group on this topic, to identify areas for improvement.

Carry out a precise assessment of well-being in the workplace, through a concrete examination of working conditions.

Monitor a few relevant indicators (turnover, unsolicited applications, company rankings, etc.).

These methods can be entrusted to various specialists:

  • Occupational psychologist ;
  • Consultant specializing in well-being at work ;
  • Qualified employee.

Why use the workplace well-being questionnaire for your company?

Among the many existing solutions, the QWL questionnaire offers solid advantages:

This is an inexpensive evaluation solution.

The anonymity of the questionnaire allows employees to express themselves more freely, and to highlight areas for improvement.

Employees can fill it in at their leisure, taking the time to reflect on the all-important issue of well-being at work.

If properly implemented, a workplace well-being evaluation grid can provide a wealth of useful information. It can provide valuable information at a given point in time, or show how certain topics evolve from one year to the next.

How do you set up the QWL questionnaire?

To obtain usable results, the workplace well-being questionnaire must respect certain basic rules. Two conditions are essential to ensure the authenticity of responses: anonymity and confidentiality.

Above all, this evaluation grid must preserve confidentiality, an essential criterion for obtaining honest answers. To achieve this, it is important to appoint a person responsible for implementing the questionnaire. It may also be a good idea to use an outside consultant to deal with this issue.

The QWL questionnaire must be clear and to the point. Beware of lengthy, off-putting documents that may discourage employees.

Finally, be careful not to fall into the trap of setting up a questionnaire on work-related ill-being. The aim of the well-being-at-work questionnaire is to understand employees’ deepest feelings, without remaining merely on the surface. The challenge is to find ways to improve. To achieve this, data analysis is vital.

Thanks to our collaborative online tool, you can automate your Quality of Life at Work questionnaires. They can be sent at regular intervals. This agile management approach is particularly useful during periods of change, when we need to gather the opinions of our employees. Our Human Resources Information System (HRIS) then enables us to create reports to track employee satisfaction: an essential tool for identifying opportunities for improvement.

What questions should you ask in your workplace well-being questionnaire?

To be truly useful, the QWL questionnaire must be adapted to the company’s specific needs. There are broad themes of questions to ask, adapted to the specific case of the company:

  • Equipment and workstations
  • The working environment (premises, chairs, lunch area, etc.) ;
  • Resources made available (working tools, budget for targeted actions, etc.) ;
  • Safety ;
  • Company atmosphere
  • Relationships with colleagues and management ;
  • Entrepreneurship;
  • Type of management ;
  • Recognition at work;
  • Stress and pressure;
  • Autonomy at work;
  • Function and evolution
  • Matching your job to your skills ;
  • Development opportunities ;
  • Psychological well-being
  • Work-life balance;
  • Workload.

To help you set up your workplace well-being questionnaire, discover QuarksUp Entretiens RH solutions. Our customized questionnaire generator will enable you to ask your employees the right questions, to effectively measure their well-being at work.

2 key points to remember:

  1. The well-being at work questionnaire is a valuable tool for understanding how your employees feel.
  2. It must be designed to help identify ways of improving quality of life at work.

Good to know! quarksUp is an HRIS solution for managing the entire employee cycle.

Thanks to this HR tool, everything can be done online. As an HR manager, you’ll be in charge of all our employees’ digital activities. With its modular offer, quarksUp intervenes from recruitment to employee off-boarding.

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