benevolence at work meeting colleagues

Why cultivate benevolence at work?

The concept of benevolence at work seems to be in vogue in many companies. Concern for the well-being of employees has become a fundamental concern for many managers. Is it a sweet utopia? How can you cultivate benevolence at work? What are the benefits? quarksup offers you an overview of benevolence at work.

The definition of benevolence at work

Le Robert dictionary defines benevolence as “a favorable disposition towards someone”. Kindness means indulgence. It means being concerned about the well-being of others.

In a company, this can be called benevolent management. The aim of this type of management is to support, encourage, sustain, develop and enhance employees. Benevolence at work concerns everyone’s emotional sphere. It is based on a wide range of levers, linked to the work environment and management style.

Deloitte conducted a study on benevolence in the workplace, interviewing 1,024 employees in a variety of sectors. According to its findings, “one out of every two people feels that benevolence is a characteristic feature of their current organization”. While this is a real concern for companies, there is still a lot of work to be done. In fact, 90% of those surveyed said they were not aware of a benevolence program in their company.

How do you introduce benevolence into your company?

The concept of benevolence is gaining ground in the corporate world. It can sometimes be seen as weakness, but this is not the case when implemented with appropriate managerial behavior.

Did you know that? The Chief Happiness Manager is in charge of workplace benevolence

Aware of the importance of benevolence in the workplace, companies have created a new position: that of Chief Happiness Manager. Its role? Make employees happy, by ensuring their well-being within the company.

Create a benevolence charter at work?

To provide a framework for the implementation of this concept, it may be a good idea to create a benevolent workplace charter. Far from being utopian, benevolence needs to be anchored in a company’s reality. It’s important to manage change and maintain some form of control. The introduction of this charter provides a framework.

It must be based on the company’s values, but also on the feelings of its employees. To carry out this investigation, the questionnaire is a very useful tool. QuarksUp offers an online multiple questionnaire generator. They enable us to assess employee satisfaction and, above all, to identify areas for improvement. They will be the pillars of the future benevolence at work charter.

Examples of benevolence at work

There are several levers that can be used to establish benevolence: the work environment and the type of management.

Here are a few examples of benevolence at work, linked to the general framework:

  • A cafeteria for employees;
  • Setting up a coffee corner;
  • Flexible working hours;
  • The possibility of teleworking to reduce commuting time;

Managers have a major role to play in creating a caring work environment:

  • Acknowledging the success of your employees;
  • Admitting mistakes;
  • Be polite in all circumstances;
  • Knowing how to thank your teams ;
  • Giving people the right to make mistakes;
  • Practicing active listening ;
  • Setting achievable goals ;
  • Create a bond with your employees by taking an interest in them;

Advantages of opting for benevolence in the office

As you can see, benevolence at work creates a real positive spiral. Benevolent management creates a relationship of trust. Employees themselves are concerned about the success of their managers and their company. They are more committed, more motivated and therefore more productive. Benevolence at work seems to be one of the levers of corporate performance.

The values conveyed by benevolence at work

The company’s implementation of a benevolent workplace charter conveys values of solidarity and contributes to strengthening team spirit and reducing absenteeism. Employees feel driven by shared values. Encouraged, they dare to be more creative.

Over the years, caring in the workplace has become one of the criteria for choosing a company for the younger generations. It reinforces the company’s employer brand and its attractiveness. It also helps to reduce staff turnover, by building employee loyalty.

Last but not least, good management helps limit psychosocial risks. By improving quality of life at work, the number of burn-outs is considerably reduced.

Assessing benevolence at work

Assessing benevolence at work as an HR professional requires a strategic approach. Use anonymous surveys to gather employee perceptions of the organizational climate. Analyze team interactions, monitor well-being and satisfaction indicators. Encourage direct feedback and organize confidential interviews. By evaluating these elements, you’ll be able to measure the effectiveness of caring initiatives, identify areas for improvement and help create a positive, inclusive work environment.

3 key points to remember:

  1. Benevolence at work means taking care of your teams;
  2. It is a significant driver of productivity;
  3. Setting up a benevolent workplace charter helps to define a framework and get employees involved.

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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