Quality of Working Life Survey (QWL): Enhance Employee Experience

Assess working conditions objectively

Assess the workload, available resources, autonomy, cooperation, and the quality of support provided to the teams.

Understand Your Employees' Experience

Identify what drives their satisfaction, their commitment, their ability to perform well, and their long-term vision within the organization.

Establish Shared Priorities

Prioritize the topics to be addressed and foster dialogue among senior management, managers, employees, and employee representatives.

Organization, Content, and Execution of the Work

Assess the workload, level of autonomy, clarity of priorities, and available resources needed to perform the work effectively.

Business Strategy and Management

Monitor understanding of the strategy, the quality of management, and the teams’ ability to see themselves as part of the organization.

Equality in the Workplace

Measuring perceived fairness, inclusion, access to opportunities, and respect for individual circumstances.

Professional Dialogue and Social Dialogue

Assess the quality of communication, the ability to raise issues from the field, and the effectiveness of collective dialogue.

Skills and Career Paths

Monitor skill development, career advancement opportunities, and the alignment between career paths, assignments, and aspirations.

Occupational Health and Prevention

Measuring indicators of fatigue, stress, exposure to risks, and perceptions of preventive measures.

For the past 10 years, we have been conducting our internal employee survey with People Vox every two years as part of our commitment to continuous improvement. Our employees can respond in complete confidence to share their thoughts on topics that are essential to us. People Vox has always met our expectations, provided guidance, and helped advance this initiative through their expertise […]

The added bonus: the People Vox solution allows us to benchmark ourselves against others.

Stéphanie Bailly, HR Director

01 | Defining the Scope of Your Study

Understanding your context, objectives, and target audiences in order to develop a research framework tailored to your specific challenges.

02 | Questionnaire Design

Developing or adapting the questionnaire while ensuring the clarity of the questions, methodological quality, and a positive respondent experience in order to collect reliable and usable data.

03 | Communication

Preparing communication materials for employees, managers, and labor-management partners to foster buy-in and participation.

04 | Preparing for Data Collection

Configuring the survey, filtering rules, distribution lists, access permissions, and anonymization rules to ensure a successful launch.

05 | Data Collection and Field Monitoring

Secure collection of questionnaires, tracking of participation, adjustment of follow-up reminders, and support through the completion of the study.

06 | Data Analysis and Results

Descriptive data analysis, cross-tabulations, and advanced statistical methods to identify trends, significant discrepancies, weak signals, and priorities for action.

07 | Findings & Recommendations

Production of clear and immediately actionable materials. Our mission: to transform raw data into shared insights and drivers for action.

A comprehensive and segmented analysis

The results are analyzed at the organizational level and by job function, facility, department, or employee category, in accordance with confidentiality thresholds.

Recommendations Tailored to Your Organization

The insights are translated into actionable steps that take into account your constraints, your business lines, and concrete opportunities for transformation.

Recommendations Tailored to Your Organization

The insights are translated into actionable steps that take into account your constraints, your business lines, and concrete opportunities for transformation.

FAQ

Frequently Asked Questions

What is a QWL survey?

A QWL survey gathers employees’ perceptions of their work, its organization, management, workplace relationships, available resources, and opportunities to produce high-quality work.

People Vox is also developing an approach to measuring the balance between job demands and resources, in line with the Job Demands–Job Resources framework.

Why Conduct a QWL Survey? It makes it possible to objectively assess the teams’ experiences, identify the resources and challenges they face, and define actions tailored to the organization’s specific circumstances.

What topics are assessed in a QWL questionnaire? The questionnaire may cover, among other things, job content, workload, autonomy, management, cooperation, recognition, health, career paths, and equality.

What is the difference between a QWL survey and a social barometer? The social barometer provides a comprehensive overview of the internal climate and the employee experience. The QVCT survey focuses more specifically on working conditions and the opportunities to influence them.

What is the difference between a QWL survey and an PRS survey? The QVCT survey identifies the resources and factors that promote quality work. The RPS survey is specifically designed to assess the factors that may harm employees’ physical or psychological health.

Can a QWL survey help prevent psychosocial risks? Yes. It can reveal challenges related to workload, autonomy, management, or workplace relationships. However, it does not necessarily replace a dedicated psychosocial risk assessment when one is required.

How many questions should a QWL survey include? The length depends on the objectives, the number of dimensions explored, and the level of detail sought. The questionnaire must remain short enough to ensure high-quality participation, while still allowing for a truly actionable assessment.

How can we ensure the anonymity of respondents? Responses are treated confidentially, and results are reported only for groups with a sufficient number of respondents.

How can we encourage a high participation rate? Clear communication, confidence in confidentiality, visible leadership involvement, and a report on the follow-up actions taken in response to the investigation are crucial.

How often should a QWL survey be conducted? A comprehensive assessment can be conducted every one to two years. It can be supplemented by shorter consultations to monitor progress on specific issues or the impact of actions taken.

How can we make use of the survey results? The results should be shared with stakeholders, discussed at the level closest to the work being done, and translated into a limited number of priorities, each accompanied by specific actions, responsible parties, and monitoring indicators.

Good decisions start with asking the right questions.

Quality of working life Survey (QWL) : make your company a place where employees can thrive

Turn your QWL survey into a tool for understanding and taking action

The key dimensions of Quality of Working Life and work wonditions