Employee well-being is increasingly becoming a major concern in modern companies, where attracting, retaining and increasing employee productivity are a priority.
Consult our guide for employers on the challenges of professional well-being and the actions to take to improve that of your employees.
What is well-being at work?
The WHO defines well-being in the workplace as: "a dynamic state of mind characterized by a satisfactory harmony between the abilities, needs and aspirations of the worker, on the one hand, and the constraints and opportunities of the work environment, on the other."
It is therefore a comprehensive concept describing a state of employee satisfaction or fulfillment concerning both physical and mental health, work-life balance, working conditions...
Well-being is sometimes confused with quality of work life (QWL) and happiness at work, but there are indeed differences between these concepts.
While "well-being at work" characterizes employees' personal perception of their work environment, "QWL" (Quality of Working Life) refers to the working conditions themselves and ways to improve the professional environment. Although different, the two terms remain intertwined. Indeed, implementing a QWL policy always has a positive impact on employee well-being.
Regarding happiness at work, it is a more subjective, philosophical and difficult-to-measure concept, linked to individual emotions.
What are the benefits of employee well-being for companies?
Prevention of absenteeism and burnout
Workplace well-being has a positive impact on:
- Employee physical health: it reduces musculoskeletal disorders, chronic fatigue and other work-related physiological problems.
- Mental health: Employees feel less stressed and anxious, which reduces the risk of burnout and depression. According to a major survey on mental health in the workplace conducted by the GHU of Paris , 90% of workers believe their employer should do more to protect their mental health.
These concrete effects on employee health are a boon for companies, because a worker who feels good is less prone to work stoppages, absenteeism or job abandonment .
To track the impact of your efforts, you can record and analyze the evolution of the turnover rate within your company.
Improving company productivity and performance
Another clear advantage for employers is that well-being at work fosters employee motivation and productivity, leading to greater engagement and resilience. Employees make the most of their skills.
Several studies have shown that well-being positively influences company performance and growth due to improved concentration, increased creativity, and stronger employee engagement. For example, research conducted by the universities of Warwick and Oxford recorded a 12% and 13% increase in productivity among fulfilled employees, respectively.
Reduction of employee stress and errors
Work-related stress is costly for companies because it causes employees to make mistakes or experience incidents.
On the contrary, a calm working environment is conducive to concentration and decision-making, which drastically reduces the rate of operational errors .
Companies that have implemented stress reduction programs see a 25% improvement in the quality of deliverables and a 40% reduction in incidents related to human error.
Strengthening cohesion and team spirit
Workplace well-being strengthens cohesion and team spirit . By promoting communication, dialogue, and good relations in the office, it helps reduce internal conflicts .
In a positive work environment, your employees maintain better relationships with their colleagues, subordinates and superiors.
Furthermore, they feel freer to express themselves when something is wrong, preventing tensions from escalating.
Increased attractiveness of the company
A company that cares about the well-being of its employees becomes more attractive .
This helps to retain employees, strengthen the employer brand image , and facilitate recruitment . In a highly competitive job market, it becomes a key strategic lever.
According to a Cadremploi study (May 2021 ), nearly 50% of managers surveyed are considering leaving their jobs if their well-being is not taken into account. Conversely, highly ranked companies, for example those in the “Great Place to Work” ranking , attract talent and see their recruitment times shorten.
Professional fulfillment will strengthen talent retention and attraction within the company, particularly through word-of-mouth. In this regard, an article from the American Psychological Association (APA) reports that 89% of employees would recommend their company if they were happy with the work environment.
Cost reduction for employers
All of these benefits of workplace well-being generally allow employers to reduce costs .
Beyond the direct savings on healthcare costs and sick leave, other often underestimated costs are avoided, such as replacing absent employees, accelerated training for replacements, and the loss of productivity linked to team restructuring. The total can quickly add up, as absenteeism costs French companies an average of €3,500 per employee per year, or approximately €120 billion according to the insurance broker WTW.
By increasing the loyalty and retention of talent, you also avoid recruitment costs, estimated at between 1.5 and 2.5 times the annual salary of the position to be filled.
What are the employer's responsibilities?
Employers have legal obligations regarding workplace well-being as defined by Article L4121-1 of the French Labor Code . This article stipulates that the employer must take "the necessary measures to ensure the safety and protect the physical and mental health of workers."
Therefore, it must implement occupational risk prevention measures. Teams will be trained accordingly, and these actions will be documented in a document (the DUERP - Single Document for the Evaluation of Occupational Risks ).
Discover our article on the employer's responsibilities regarding ergonomics .
Implementation of a quality of work life (QWL) policy
Each company must develop a personalized QWL (Quality of Working Life) policy that goes beyond the minimum legal obligations.
These are structured around 6 main axes :
- working conditions,
- the organization of work,
- the content of the work,
- workplace relationships and the social climate,
- the physical environment of the offices,
- the balance between professional and personal life.
Management training and internal communication
In order to maintain the well-being of all your employees, it is essential to train your teams accordingly, especially managers.
Managers are the supervisory staff who play a central role in implementing and maintaining employee well-being. Their training should cover:
- benevolent leadership,
- positive communication techniques,
- conflict management,
- and the prevention of psychosocial risks.
Various communication channels can be established to collect feedback from your employees , such as satisfaction surveys, individual interviews, regular team meetings, and anonymous suggestion boxes.
Taking into account psychosocial risks (PSR)
Whether it is stress, excessive mental workload, burnout or professional exhaustion, psychosocial risks must be quickly identified and addressed.
Three main categories of factors help to identify psychosocial risks (PSRs):
- Organizational factors: these can be identified on a job-by-job basis. They take various forms, such as work overload, unrealistic deadlines, lack of autonomy, night or shift work, and recurring organizational changes.
- Relational factors: these can include moral or sexual harassment, discrimination, interpersonal conflicts or stem from poor management.
- And environmental factors: these are related to the work environment such as excessive noise, inadequate lighting, excessively high or low temperature, a non-ergonomic workstation.
Create a work environment conducive to well-being
In order to combat the environmental factors responsible for psychosocial risks, the employer can create a work environment that promotes well-being .
Do not neglect the importance of spatial design
The design of an office influences the well-being, mood, and motivation of teams.
Certain elements deserve special attention, such as brightness and color . Prioritize natural light, supplementing it with indirect artificial lighting if needed. A bright workspace, bathed in natural light, improves productivity and sleep quality. Furthermore, it reduces eye strain.
The choice of colors is also significant, as color psychology influences the mood and productivity of employees. Warm and natural tones, such as beiges and ochres, promote conviviality and collaboration, while cool shades, such as blue or green, encourage concentration and reflection.
Opt for natural materials such as wood, glass and stone to create a safe and calming atmosphere for employees.
The final design aspect not to be overlooked is greening , or the introduction of plants into the workspace. Its benefits for teams are numerous. It improves air quality and reduces noise disturbances, creating a more serene, pleasant, and stimulating atmosphere. According to several studies, adding plants to the office contributes to a 15 % increase in productivity and a reduction in stress.
Designing ergonomic workstations
While office design is important, so too is the ergonomics of workstations . Indeed, a well-designed workspace promotes the comfort of your teams, potentially reducing back pain by 51% and headaches by 63%, according to research from Cornell University. Beyond its benefits for physical health, an ergonomic workstation improves employee well-being and productivity.
Designing an ergonomic workstation is based on several criteria:
- Choosing ergonomic furniture adapted to the physical characteristics of each employee: office chair and desk adjustable to the right height.
- Sufficient and appropriate lighting.
- Ergonomic accessories to improve comfort, such as a footrest, a monitor stand, an ergonomic keyboard and/or mouse…
To reduce the harmful effects of a sedentary lifestyle, consider active furniture . For example, the Bloon exercise ball chair promotes dynamic sitting because it requires micro-movements to maintain balance. Furthermore, it encourages the adoption of a good, natural posture. Sit-stand desks and treadmills are also excellent options for staying active at work.
Provide spaces for relaxation and concentration
While employers are paying more attention to the design of workstations, some spaces remain neglected, such as those intended for relaxation.
Providing a space for informal breaks allows staff to unwind and recharge. Comfortable seating can be installed. These spaces encourage spontaneous interaction, boosting creativity and team cohesion.
In open-plan offices, consider creating quiet spaces conducive to concentration , such as "quiet zones" equipped with acoustic partitions. These spaces allow employees to isolate themselves to perform complex tasks requiring heightened concentration.
How can we concretely improve employee well-being?
Beyond the spatial layout of offices, certain strategies can be implemented by employers to guarantee the well-being of employees.
Integrating the movement into the office
Encourage movement within your company. For employees, staying active at the office helps combat sedentary lifestyles, a major public health issue. Your teams will be more energized, less stressed, and more productive.
You can, for example, organize active meetings , but also raise your staff's awareness of the benefits of active breaks . Active meetings are often shorter and more effective than traditional meetings. They stimulate creativity and productivity. As for active breaks, they help reduce muscle fatigue and boost team concentration.
To go further, you can also implement sports activities within the company to improve employees' physical condition and strengthen team cohesion. This could include fitness classes during lunch breaks, sports tournaments, or the installation of a gym or ping-pong tables.
Encourage flexibility and autonomy
Promote employee autonomy by remaining flexible. For example, you can facilitate remote work for your employees to improve their work-life balance.
Employees need to feel confident and empowered in their work. This fosters autonomy and team engagement, enabling them to be proactive and take more initiative.
Maintaining a healthy work-life balance for your employees
Maintaining a work-life balance is crucial for employee well-being, talent retention and attraction.
Companies that are able to guarantee this balance see a significant reduction in turnover, an increase in productivity and a decrease in stress among teams.
Respect your employees' personal time by implementing a right to disconnect , i.e., prohibit sending emails after 7 p.m., respect leave and raise awareness among managers about these practices.
Be flexible with schedules so that employees can adapt their work schedule to their personal constraints.
To go further, you can implement parental support programs , such as creating an on-site daycare, offering additional leave, or providing more flexible working hours for new parents. These measures tend to foster employee loyalty and contribute to a stronger employer brand.
Adopting a positive corporate culture
Finally, improve the company's image through a positive culture focused on recognition, listening, celebrating successes, and transparent communication.
These values strengthen employee commitment and sense of belonging to the company.
Don't forget to organize team building activities and social events to strengthen team spirit.
Conclusion
Although employee well-being requires a significant initial investment from employers, this initiative remains strategic for companies seeking to attract, motivate, and retain talent.
Investing in employee well-being ensures the sustainability and success of your organization. Employers will quickly benefit from reduced costs, improved performance, and a stronger company image. Their employees will be in better physical and mental shape, more motivated, and more fulfilled.
