Well-being at work is a major issue in modern working life. It influences employee motivation, productivity and satisfaction, as well as the overall performance of the company. Here are the topics of well-being at work that we will present to you in our blog.

 

1. Work-life balance

Work-life balance is essential to maintain our energy and motivation. It is important to find a balance between our professional responsibilities and our personal needs, in order to maintain good physical and mental health.

 

2. Commitment

Employee engagement is crucial for well-being at work. An engaged employee is passionate and invested in his or her work, which translates into better performance and increased satisfaction.

 

3. Work environment

A healthy work environment contributes to the success and development of employees. It is about creating a workspace that is conducive to creativity, collaboration and concentration, while taking into account individual needs in terms of ergonomics and comfort.

 

4. Recognition

Recognition is a key element of well-being at work. Employees who feel valued and appreciated are more likely to engage in their work and remain loyal to their company.

 

5. Team building

Team cohesion strengthens collaboration and mutual support between colleagues. It creates a climate of trust and mutual support, promoting collective success and individual well-being.

 

6. Competence development

Skills development is a lever for professional fulfilment. By investing in the training and development of employees, companies offer them the opportunity to grow and develop, while strengthening their commitment.

 

7. Stress Management

Stress management is critical to employee well-being. Learning how to manage stressful situations and prevent burnout is essential.

 

8. Benevolent Management

Caring management puts people at the heart of the organisation. A caring manager encourages, supports and values his or her employees, promoting their personal and professional development.

 

9. Positive corporate culture

A positive corporate culture encourages employees to develop and perform at their best. It is characterised by shared values, an inclusive environment and an inspiring vision.

 

10. Corporate Social Responsibility

Corporate Social Responsibility (CSR) is a commitment to sustainable development, diversity, ethics and respect for the environment. By adopting a CSR approach, companies contribute to the well-being of their employees and society as a whole.

 

 

To remember

In short, well-being at work is based on a set of factors that promote professional and personal fulfilment. By implementing practices and policies that focus on professional and personal development, companies can create a work environment where employees feel valued, engaged and balanced. By investing in well-being at work, organisations can not only improve employee satisfaction and motivation, but also strengthen their overall performance and competitiveness in the marketplace.

Thus, it is essential for companies to understand the importance of well-being at work and to put in place initiatives and programmes to support their employees. This can include stress management training, relaxation and social spaces within the company, team building activities to strengthen team cohesion, or professional development opportunities.

Ultimately, a work environment that is conducive to well-being and fulfilment will enable employees to develop and engage fully in their work with passion and determination. By focusing on well-being at work, companies can build a sustainable and successful organisation based on employee satisfaction, motivation and fulfilment.

The Newday Care mobile application is your ideal tool to support your CSR strategy.

Comment rendre heureux son équipe

How to make your team happy at work

Introduction

 

Well-being at work is an essential issue for the success of a company. It contributes not only to the professional development of employees, but also to better overall performance. We invite you to explore together the keys to creating a work environment where everyone feels valued, fulfilled and motivated. In this article, we share with you practical and educational advice on how to make your team happy at work.

Together, we will discuss the importance of building trust and respect, fostering recognition and motivation, promoting work-life balance, investing in training and professional development, and creating a pleasant and stimulating work environment.
So, are you ready to transform your company into a place where everyone enjoys coming to work and to integrate best management practices for optimal well-being at work? Let’s get started!

 

I. Establish a climate of trust and respect

 

To build a fulfilled and committed team, it is crucial to create a climate of trust and respect. This will allow everyone to develop and give their best. Here are some tips on how to achieve this : how to make your team happy at work.

 

I.1 Open and transparent communication:

 

Fostering transparent and honest communication with your employees will build trust within the team. Encourage dialogue, active listening and mutual understanding. Do not hesitate to share regularly the company’s objectives, successes and challenges, making sure to use clear and accessible language.
Thanks to the questionnaires “Quick Color Quiz”, “Appétences – Motivation Pro” and “Professional Interests” of the Newday Care application, you will be able to know the expectations of your employees. These needs and expectations are simply formulated.

 

I.2 Valuing the skills of each individual:

 

Take the time to recognise and value the individual skills of your employees. Show them that you appreciate their work and expertise. This recognition will help to build their confidence, commitment and motivation. This is a tip on how to make your team happy at work.

 

I.3 Encouraging the expression of ideas and needs:

 

Create an environment where everyone feels free to express their ideas, opinions and needs without fear of judgment or negative repercussions. This will improve communication and collaboration within the team and encourage innovation.

 

I.4. Prevention of psychosocial risks:

 

Be aware of signs of stress or unhappiness among your employees and implement actions to prevent psychosocial risks. For example, offer training on stress management or organise workshops to improve team cohesion.

 

By creating a climate of trust and respect, you will contribute to creating a work environment where everyone feels supported, valued and motivated to give their best. So don’t wait any longer and put these tips into practice to promote the well-being of your team and thus boost its performance!

 

 

II. Encourage recognition and motivation

 

Recognition and motivation are powerful levers for well-being at work. As a manager, you have an essential role to play in the development of your employees by ensuring that they are motivated and by regularly showing them your appreciation.

 

II.1 The importance of recognition at work:

 

Recognition is a basic human need. Expressing gratitude and recognising the efforts of your employees will show them that you appreciate their work and that you are aware of their contribution to the success of the company. Remember that sincere and personalised compliments are often more meaningful than material rewards.

 

II.2 Setting clear and achievable goals:

 

To keep your team motivated, it is important to set clear, measurable, achievable, relevant and time-bound (SMART) objectives. These objectives will guide the actions of your employees and allow them to measure their progress. To help you in this task, the questionnaire “My. job and me” of the Newday Care application is ideal for this. You can collect your impressions and those of your team on a daily basis, in a transparent and anonymous way. Their concerns, satisfactions, requests and expectations are gathered in this simple and immersive questionnaire.

A report is automatically produced each month. And an action plan specific to the results obtained is published.

 

II.3 Regular and constructive feedback:

 

Provide regular, objective and constructive feedback to your employees. Highlight their successes, but do not hesitate to address areas for improvement, accompanying them in finding solutions. Feedback will allow everyone to progress and feel supported in their work.

 

II.4. Celebrate successes:

 

Organise convivial moments to celebrate collective and individual successes. These events will strengthen team cohesion and remind everyone of the importance of their work to the company.

 

By promoting recognition and motivation, you will help create a close-knit, committed and fulfilled team. Remember, happy and motivated employees perform better and are more likely to be engaged in their work. Use these tips to provide your team with a working environment where everyone feels valued and motivated to do their best!

 

 

III. Promote work-life balance

 

Work-life balance is an essential element of well-being at work. As a manager, you can play a key role in helping your employees to maintain this balance and thus promote their development.

 

III.1 Raising awareness of the importance of balance:

 

Make your team aware of the importance of maintaining a good work-life balance. Encourage your employees to take breaks, to disconnect from work in their free time and to share their concerns when necessary.

 

III.2 Flexible working hours and location:

 

Offer your employees the possibility to adjust their working hours and location according to their personal needs and constraints. Flexibility can help reduce stress, improve quality of life and increase job satisfaction.

 

III.3 Offer activities to promote relaxation and disconnection:

 

Offer relaxation and wellness activities to encourage your employees to disconnect from work and recharge their batteries. This can include relaxation workshops, sports sessions or socialising with colleagues.

 

III.4. Taking individual needs into account:

 

Be aware of the individual needs and constraints of your employees and adapt your approach accordingly. This can be done through personalised support, special arrangements or by listening carefully to their concerns.

 

By promoting work-life balance, you will contribute to a healthy and fulfilling work environment for your employees. Remember that a balanced employee is more likely to be engaged in his or her work and to perform well. Put these tips into practice to provide your team with a work environment that is conducive to well-being and professional growth!

 

 

IV. Invest in training and professional development

 

Professional development is a crucial aspect of well-being at work, as it allows employees to progress, learn new skills and feel valued. As a manager, it is important to support and encourage the training and career development of your employees.

 

IV.1 Setting up continuous and adapted training:

 

Offer regular and tailored training to your employees to help them develop their skills and stay up to date in their field. Training can be provided internally, externally or online, depending on availability and preference.

 

IV.2 Supporting employees in their career development:

 

Support and accompany your employees in their career development projects, helping them to identify their goals, define an action plan and overcome obstacles. Show them that you are committed to their success and professional development.

 

IV.3 Encouraging innovation and learning:

 

Create a work environment that encourages innovation, curiosity and learning. Invite your employees to share their ideas, explore new approaches and learn from each other. This will help to build team spirit and motivation. And reach your goal: how to make your team happy at work.

 

IV.4 Recognition of acquired skills:

 

Value the skills and knowledge acquired by your staff through training and work experience. This will encourage them to continue to learn and develop, while strengthening their sense of belonging and motivation.

 

By investing in the training and professional development of your team, you will contribute to their growth and well-being at work. Competent and confident employees are more engaged, more productive and more willing to invest in their work. Use these tips to provide your team with the best development opportunities and a challenging and rewarding work environment!

 

 

V. Creating a pleasant and stimulating work environment

 

The working environment plays a crucial role in the well-being of employees. A pleasant, comfortable and stimulating working environment promotes concentration, creativity and collaboration. As a manager, you can help improve the working environment of your team by following these tips.

 

V.1 Designing the workspace:

 

Make sure that work spaces are ergonomic, well-lit and adapted to the needs of each individual. Consider including relaxation areas, collaboration zones and individual workstations to accommodate different preferences and activities.

 

V.2 Decoration and atmosphere:

 

Create a warm and inspiring atmosphere by decorating the space with soothing colours, plants and artwork. Also encourage your employees to personalise their workspace so that they feel comfortable and motivated.

 

V.3. Promote conviviality and team building:

 

Organise friendly activities and events to strengthen the bonds between team members and create a climate of trust and collaboration. This can include joint lunches, creative workshops or group outings.

 

V.4. Consideration of physical and mental well-being:

 

Pay attention to the physical and mental well-being of your employees by offering solutions to improve their comfort at work. For example, make ergonomic equipment available, organise active breaks or relaxation sessions to reduce stress.

These possibilities are available through the Newday Care application with the “Weather of the Heart” questionnaire, which collects the emotions of each employee.

 

By creating a pleasant and stimulating work environment, you will contribute to improving the well-being and satisfaction of your employees. A healthy and fulfilling work environment promotes productivity, creativity and employee engagement. Put these tips into practice to provide your team with a work environment that is conducive to their growth and success!

 

 

Comment rendre heureux son équipe

 

 

 

Conclusion :

 

In conclusion, well-being at work is a major issue for companies and managers today. A healthy, fulfilling and stimulating work environment not only contributes to improving employee satisfaction and commitment, but also to strengthening the company’s performance and competitiveness.

 

To make your team happy and fulfilled, don’t hesitate to put into practice the tips discussed in this article, including building trust and respect, fostering recognition and motivation, promoting work-life balance, investing in training and professional development, and creating a pleasant and stimulating work environment.

 

The Newday Care application is your ideal partner to ensure that your employees receive this daily support. Each of them receives the advice, analysis and support they need every day.
By following these recommendations and being attentive to the needs and aspirations of your employees, you can create a positive and caring company culture, where everyone feels valued, supported and motivated to give their best. Remember, happy and fulfilled employees are the key to the success and sustainability of your business. So put these tips into practice and work together for the well-being and success of all!

 

 

 

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10 phrases inspirantes pour remonter le moral d'un collègue ou d'une connaissance

10 inspirational phrases to boost the morale

Introduction

 

Welcome to our blog dedicated to well-being and professional development! Today we are going to talk about a topic that is essential for happiness at work: moral support between colleagues and acquaintances. In this article, we will take a look at 10 inspirational phrases to boost the morale of those around you, by providing support, kindness and motivation.

 

Well-being at work is at the heart of today’s concerns, and for good reason: a fulfilling work environment can improve productivity, creativity and employee satisfaction. To achieve this, caring communication is an invaluable tool that promotes mutual support and strengthens the bonds between colleagues.

 

This article will help you find the right words to encourage, reassure and motivate your colleagues and acquaintances. You will also discover how effective and positive communication can transform your work environment into a place of growth and success.

 

So, are you ready to make a difference and become a true pillar of support for your professional environment? Let’s get started!

 

 

I. The importance of well-being and moral support at work

 

1.1. The consequences of psychosocial risks

 

Well-being at work is a determining factor in performance and professional fulfilment. Conversely, psychosocial risks, such as stress, burn-out or harassment, can have disastrous consequences for the mental and physical health of employees. They lead to a decrease in motivation, a drop in productivity and a deterioration in the quality of life at work. Hence the importance of adopting a caring and supportive attitude towards our colleagues.

 

1.2. The impact of a healthy and positive working environment

 

A healthy and positive work environment is conducive to employee development. It fosters creativity, cooperation and commitment, which translates into better performance and job satisfaction. To create a climate of trust and mutual support, it is essential to develop a benevolent and empathetic communication, based on listening, respect and valuing the skills of each individual.

 

1.3. The role of communication in moral support

 

Communication is a central pillar of moral support at work. Indeed, it makes it possible to establish relationships of trust between colleagues and to create a feeling of belonging to a supportive group. Communication, whether informal or professional, is an opportunity to show kindness, offer support and encourage team members to perform at their best. By adopting positive and empathetic communication, you will help to strengthen the cohesion and well-being of your work environment.

 

In the rest of this article, we’ll take a look at 10 inspirational phrases to boost the morale of your colleagues or acquaintances, helping them to overcome difficulties and stay motivated. You can then make a difference and instil positive energy around you.

 

 

II. 10 inspirational phrases to boost the morale of a colleague or acquaintance

 

2.1. Phrases of support and encouragement

 

2.1.1 “I believe in you and your abilities”.

 

This powerful phrase expresses your confidence in the person concerned. It reinforces motivation and the will to succeed, reminding your colleague that he or she has the necessary skills to overcome obstacles and achieve his or her goals.

 

2.1.2 “Don’t forget what you have already achieved”.

 

By highlighting past successes, this phrase puts current difficulties into perspective and reminds the person that they have already shown determination and success. It is an excellent way to boost self-esteem and confidence in one’s abilities.

 

2.2. Phrases to put things into perspective and see the positive

 

2.2.1 “Failure is only a step towards success”.

 

This inspiring phrase invites you to see failures as learning and growing experiences. By adopting this perspective, your colleagues will be more likely to persevere and learn from their difficulties in order to progress and succeed.

 

2.2.2 “Obstacles are only opportunities to grow”.

 

This encouraging message helps to turn challenges into opportunities to grow and develop new skills. It encourages a positive attitude towards obstacles, seeing them as sources of personal and professional enrichment.

 

2.3. Phrases to build self-confidence

 

2.3.1 “You are stronger than you think”.

 

This kind phrase reminds the person that he or she has unsuspected inner resources to face challenges. By making them aware of their strength, you will help them to overcome difficult moments and regain confidence.

 

2.3.2 “Success is for those who dare”.

 

This motivational message invites people to take risks and to leave their comfort zone to achieve their goals. It reminds us that success is the result of daring and perseverance, and that it is possible to achieve one’s dreams with courage and ambition.

 

2.4. Phrases to remind people of the importance of mutual support

 

2.4.1 “We are here to help you, don’t hesitate to ask”.

 

This reassuring phrase shows your availability and willingness to support your colleague. It reinforces the feeling of belonging to a supportive group and encourages you to share difficulties in order to overcome them better together.

 

2.4.2 “Together we are stronger”.

 

This unifying message emphasises the strength of collaboration and mutual support in facing challenges. It reminds us that teamwork and solidarity are valuable assets for solving problems and achieving common goals.

 

2.5. Phrases to motivate and energise

 

2.5.1 “Every day is a new chance to succeed”.

 

This optimistic message encourages people to adopt a positive attitude and to see each day as an opportunity to progress and achieve their goals. By reminding us that success is often the result of daily efforts, this sentence encourages us to persevere and stay motivated.

 

2.5.2 “Make your dreams a reality, not a utopia”.

 

This inspiring phrase invites people to take initiative to make their aspirations a reality and not just dream their lives, but live them to the full. By encouraging action and commitment, you will help your colleagues turn their ambitions into tangible realities.

 

With these 10 inspirational phrases, you now have the keys to boosting the morale of your colleagues or acquaintances and fostering a supportive and caring atmosphere at work. Feel free to adapt them to your own context and use them to boost the motivation, self-confidence and well-being of your professional circle.

 

 

III. How to improve communication and well-being at work

 

3.1. Caring communication techniques

 

Caring communication is a pillar of support and well-being at work. It consists of expressing one’s ideas, needs and feelings in a respectful and constructive way, while listening to the other person. To develop caring communication, it is essential to adopt techniques such as rephrasing, expressing emotions, using non-violent language and valuing the qualities of each person.

 

3.2. Active listening and empathy

 

Active listening is a key skill for building trust and caring in the workplace. It involves paying full attention to the other person. Rephrase what they say, ask questions, to better understand their concerns and needs. In addition, empathy, which consists of putting oneself in the other person’s shoes to feel their emotions and share their feelings, is a powerful lever for strengthening moral support and team cohesion.

 

3.3. Team building and team cohesion activities

 

Team building and team cohesion activities are excellent ways to improve communication and well-being at work. They help to strengthen the bonds between colleagues, develop mutual trust and encourage collaboration. By organising workshops, games or informal events, you can foster a healthy and positive work environment that is conducive to personal growth and mutual support.

 

For example, caring communication, active listening and empathy, as well as team building activities, are all tools to enhance morale and well-being at work. By putting these tips into practice and using the inspirational phrases presented here, you will help to create a fulfilling and supportive work environment where everyone feels supported and valued.

 

 

10 phrases inspirantes pour remonter le moral d'un collègue ou d'une connaissance

 

 

Conclusion

 

Caring communication and moral support are key elements in fostering well-being and fulfilment at work. In this article we have explored the importance of these concepts. We have shared 10 inspiring phrases to boost the morale of your colleagues or acquaintances. By applying these tips and developing your communication skills, you can help create a positive and supportive work environment. This new atmosphere will be more conducive to success and satisfaction for everyone.

 

Every kind gesture, every word of encouragement and support has a significant positive impact. By showing empathy, active listening and respect, you will become an essential player in the collective success. The Newday Care application helps you in this respect by offering you various questionnaires specifically dedicated to these subjects. Analysis and daily monitoring of the results obtained are also available. So don’t hesitate any longer! And download the Newday Care application for free using the buttons below. You will then create a harmonious and fulfilling working environment.

 

So be attentive to the needs and feelings of your colleagues. Use these inspirational phrases to encourage, motivate and support them in their professional development. Together, let’s cultivate a strong and caring team spirit for a more humane and rewarding world of work.

 

 

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Abandon de poste et ses conséquences sur les allocations chômage

Job abandonment and its consequences for unemployment

 

 

Introduction

 

French labour law and French social protection are two areas that occupy a central place in French people daily lives, and which are constantly evolving to adapt to our constantly changing society. Today, a topical issue is of concern, both in terms of its implications for employees’ rights and for human resources management within companies: the government’s decree on job abandonment and its consequences for the award of unemployment benefits.

 

According to this decree published today, 19/04/2023, in the Journal Officiel, an employee who does not return to his or her job within 15 days of a formal notice may henceforth be deprived of unemployment benefits. This measure, which constitutes a presumption of resignation, is part of a law aimed at encouraging a return to full employment. It is important to stress that this presumption does not apply in the event of the exercise of the right of withdrawal, strike action or for medical reasons.

 

Until now, abandoning one’s post generally led to dismissal for misconduct, which gave the employee concerned the right to receive unemployment benefits. This new measure therefore represents a break with the French legal tradition, which has always considered that employees dismissed for misconduct could benefit from some social protection.

 

In this article, we explore the implications of this reform on employees’ rights, employers’ obligations and the stakes of this new legislative provision for the future of the French labour market. We will also analyse the arguments for and against this measure, in order to give you an informed and balanced view of the issues it raises.

 

1. The issues at stake in the reform and its consequences for employees’ rights

 

1.1. The presumption of resignation and the impact on access to unemployment benefits

 

Abandonment of post, defined as an employee’s failure to report to work without a valid reason, was until now sanctioned by dismissal for misconduct. This situation allowed the employee to benefit from unemployment benefits, provided he or she met the conditions for receiving them.

 

The presumption of resignation introduced by the new decree changes the situation in terms of social protection. Indeed, in the event of abandonment of post, the employee will no longer be entitled to unemployment benefit, except in the cases specified above. This measure is part of a policy of making employees more responsible, aimed at avoiding abuse and encouraging workers to keep their jobs. However, what are the exceptions where job abandonment and its consequences for unemployment are not related?

 

1.2. Exceptions to the presumption of resignation and the guarantee of fundamental rights

 

However, the legislator has taken care to provide for exceptions to this presumption of resignation, in order to guarantee the fundamental rights of employees. Thus, the new measure will not apply in the event of the exercise of the right of withdrawal, strike or for medical reasons. These situations, which fall within the scope of the protection of workers’ health and safety, will therefore continue to be governed by labour law and will continue to allow the employees concerned to receive unemployment benefits in the event of dismissal.

 

1.3. Consequences for employer-employee relations and human resources management

 

This reform also impacts on the relationship between employers and employees, as well as on human resources management within companies. Employers will have to pay attention to this new legislative provision and adapt their practices in terms of managing absences and punishing misconduct.

For their part, employees will have to be aware of the consequences of their actions and think twice before taking the decision to abandon their post without good reason. This encourages them to seek dialogue and alternative solutions in the event of conflict or difficulties encountered in the course of their employment.

In this first chapter, we have discussed the issues at stake in the reform and its consequences for employees’ rights. In the next chapter, we will look at the obligations of employers and how this new measure is applied.

 

 

2. Employers’ obligations and the application of the new measure

 

2.1. Employers’ responsibilities in the event of abandonment of post

 

When faced with an abandonment of post, employers have obligations and responsibilities to respect. First of all, they must ensure that the employee’s absence is indeed an abandonment of post and not due to an exceptional situation, such as the exercise of the right of withdrawal, a strike or a medical reason.

In the case of a proven abandonment of post, the employer must send a formal notice to the employee, inviting him to return to work within 15 days. This letter must be sent by registered mail with acknowledgement of receipt, in order to guarantee proof of sending and receipt by the employee.

 

2.2. The procedure in the event of the employee’s failure to return after the formal notice

 

If the employee does not return to work within 15 days of the notice, the employer may consider that the employee has resigned. However, it is advisable to take the advice of a lawyer or an employment law advisor before taking such a decision, in order to ensure the validity of the procedure and to avoid possible disputes.

If the presumption of resignation is accepted, the employer must formalise the termination of the employment contract in accordance with the rules applicable to resignations. It should be remembered that resignation does not give rise to redundancy payments, unlike dismissal for misconduct.

 

2.3. Consequences for the employer if the presumption of resignation is incorrectly applied

 

Employers must be particularly careful in applying the presumption of resignation. Indeed, an incorrectly conducted procedure or a failure to fulfil the employer’s obligations could lead to legal and financial consequences.

 

If the employee considers that the presumption of resignation has been applied in an abusive or unjustified manner, he or she may take the matter to the industrial tribunal to contest the decision. In the event of a conviction, the employer may be required to pay compensation to the employee, particularly for dismissal without real and serious cause.

 

We saw the obligations of employers and the application of the new measure on abandonment of post. In the next chapter, we will examine the arguments for and against this reform, as well as the future prospects for the French labour market.

 

 

3. Arguments for and against the reform and future prospects for the French labour market

 

3.1. The arguments in favour of the reform

 

Several arguments support the implementation of this reform on job abandonment and its consequences on the allocation of unemployment benefits. On the one hand, it aims to make employees more responsible by encouraging them to favour dialogue and the search for alternative solutions in the event of conflict or difficulties encountered in the performance of their job.

 

On the other hand, it makes it possible to combat abuses and situations where employees might be tempted to abandon their jobs in order to receive unemployment benefits. The reform thus contributes to preserving the financial equilibrium of the unemployment insurance system and to optimising the resources devoted to combating unemployment.

 

Finally, this measure is part of an overall policy aimed at promoting a return to full employment in France and encouraging professional stability.

 

3.2. The arguments against the reform

 

However, the reform also raises concerns and criticism. Some believe that it undermines the social protection of employees and risks making them even more vulnerable in the event of a conflict with their employer.

 

In addition, there are fears that some employers will misuse the measure to circumvent the rules on dismissal and thus avoid paying redundancy payments.

 

Finally, some observers are concerned about the consequences for the labour market, especially with regard to the casualisation of employees and the increase in situations of unpaid unemployment.

 

3.3. Future prospects for the French labour market

 

The reform of the abandonment of post and its consequences on the allocation of unemployment benefits is causing an important debate on the balance between employee empowerment and social protection. The effects of this measure on the French labour market will have to be assessed in the medium and long term, in order to measure its real impact on the behaviour of employees and employers, as well as on employment dynamics.

 

It is crucial to ensure that this reform is part of an overall policy to promote employment, equal opportunities and the protection of workers’ rights. In addition, close monitoring and control of employers’ practices will be necessary to avoid abuses and ensure that employees’ rights are respected.

 

In this third chapter, we have examined the arguments for and against the reform, as well as the future prospects for the labour market in France. Through this analysis, we hope to have shed light on the issues raised by this new measure and to have contributed to a constructive reflection on its impact and implications.

 

 

4. Psychosocial risks and alternatives to leaving work

 

4.1. Psychosocial risks linked to abandoning one’s post

 

Abandonment of a post may be a symptom of a deep-seated malaise within the company or of a deteriorated professional situation. Psychosocial risks, such as stress, burn-out, bullying or interpersonal conflicts, may lead some employees to consider abandoning their job as a last resort to preserve their mental health and well-being.

 

It is therefore essential for employers to take account of these psychosocial risks and to put in place prevention and support measures to prevent employees from finding themselves in such a situation. This implies paying particular attention to the quality of life at work, social dialogue and taking account of warning signs relating to psychological health.

 

4.2. Alternatives to abandoning one’s post

 

Faced with situations of professional unhappiness or psychosocial risks, employees have several alternatives to abandoning their post, which allow them to preserve their rights while seeking a solution to their problems:

 

  1. Dialogue with the employer: talking to their line manager or the human resources department can help find concrete solutions to improve working conditions and resolve conflicts.
  2. Referring to the social and economic committee (CSE): in the event of persistent problems, the employee can refer to the CSE, which has competences in the field of health, safety and working conditions, and which can intervene to find appropriate solutions.
  3. Consulting an occupational physician: asking the occupational physician to assess the employee’s situation and proposing adjustments to the workstation, medical monitoring or, in some cases, a work stoppage.
  4. Mediation or conciliation: to resolve interpersonal conflicts or situations of harassment, recourse to a professional mediator or a court conciliator can be an effective solution for re-establishing dialogue and finding an amicable agreement.
  5. Conventional termination: if no solution can be found to improve the employment situation, the employee may consider a conventional termination, which allows the employment contract to be terminated by mutual agreement with the employer and entitles the employee to unemployment benefits.

 

In this fourth chapter, we have discussed the psychosocial risks associated with job abandonment and the alternatives available to employees to preserve their rights and well-being. The prevention of psychosocial risks and the promotion of social dialogue are major challenges for companies, which must ensure a healthy and fulfilling working environment for all their employees.

 

Abandon de poste et ses conséquences sur les allocations chômage

 

Conclusion

 

We have seen that from now on, abandoning one’s post has major consequences for the allocation of unemployment benefits. Indeed, the reform introducing the presumption of resignation in the event of abandonment of post without a valid reason and without a return within 15 days of a formal notice, raises many issues and questions. While it aims to make employees more responsible and to combat abuse, it may also have an impact on the social protection of workers and on employer-employee relations. It is therefore essential to consider the various consequences and implications of this reform for all stakeholders.

 

Beyond this measure, the consideration of psychosocial risks and the prevention of occupational discomfort are crucial issues for companies. Employers have a responsibility to ensure a safe and healthy working environment for their employees, while ensuring a constructive social dialogue.

 

In the face of conflictual or difficult situations, employees have several alternatives to giving up their job to preserve their rights and well-being. Dialogue with the employer, referral to the CSE, consultation of an occupational physician, mediation or even a contractual termination are all solutions to be explored before considering abandoning the job.

 

Ultimately, the success of this French government reform and the preservation of workers’ rights depend on a global and balanced approach, which combines accountability, social dialogue and the prevention of psychosocial risks. It is important to carefully monitor the effects of this measure on the French labour market, in order to adjust if necessary the legislative and regulatory arrangements to ensure adequate social protection and a fulfilling working environment for all.

 

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Le bien-être en entreprise est-il si important ?

Is corporate well-being so important?

 

 

Introduction

 

In today’s fast-paced business world, corporate well-being has become a major issue for organisations that want to stand out and succeed. Employee happiness and fulfilment are closely linked to the quality of life and working conditions (QWL), as well as to the caring and leadership of managers. Let’s take a moment to understand why corporate well-being is so important and how it can transform companies.

 

Importance of corporate well-being in the modern business world

 

Corporate wellbeing is no longer just a trend or a privilege for the lucky few. It is now recognised as a key success factor for businesses. Especially for those seeking to grow and sustain their business. In a context of increased competition and ever higher demands, well-being at work has become a strategic issue for organisations concerned with the satisfaction and commitment of their employees.

 

Importance of well-being at work, quality of life and working conditions (QWL)

 

Well-being in the workplace encompasses a number of aspects, including quality of life and working conditions (QWL), supportive and caring managers, and the opportunity for employees to grow and develop their skills. Each of these elements contributes to creating a favourable working environment that is conducive to employee commitment, motivation and performance.

 

In this article, we aim to raise awareness of the importance of corporate well-being, addressing the challenges and benefits it brings to organisations and their employees. We will also explore the key factors of well-being at work, such as quality of life and working conditions (QWL), benevolence and leadership, as well as the good practices to be implemented to foster a fulfilling work environment.

 

1. The challenges of corporate well-being

 

Well-being in the workplace is essential to create a healthy and efficient working environment. It has a direct impact on employee motivation, commitment and satisfaction. Let’s take a closer look at the issues surrounding well-being at work and find out why it is so important for the success of an organisation.

 

1.1. Improving productivity and performance

 

1.1.1 Positive impact on employee motivation

 

When employees feel good in their working environment, their motivation naturally increases. A working environment that promotes quality of life and working conditions (QWL) encourages employees to be more committed to their tasks and to give their best. This results in improved productivity and overall company performance.

 

1.1.2. Reduced absenteeism and turnover

 

Corporate well-being also contributes to reducing absenteeism and turnover. Happy and satisfied employees are less likely to look for another job and are less likely to be absent due to illness or stress. By investing in well-being at work, companies can reduce the costs of hiring and training new employees.

 

1.2. Attractiveness and retention of talent

 

1.2.1. Enhancing the company’s image

 

A company that takes care of the well-being of its employees conveys a positive and attractive image. Talented candidates will be more inclined to join an organisation that values the quality of life and working conditions (QWL), as well as the benevolence and leadership of its managers. This is why corporate well-being is so important. It is therefore a major asset in attracting and retaining the best people.

 

1.2.2. Employee retention

 

Well-being at work is a key factor in employee retention. Indeed, employees who feel good in their work environment are more likely to stay with the company in the long term. Organisations that invest in the well-being of their employees strengthen their human capital and benefit from a better continuity and stability of their teams.

 

1.3. Prevention of psychosocial risks

 

1.3.1. Stress, burn-out and harassment

 

Well-being in the workplace makes it possible to prevent and limit psychosocial risks such as stress, burn-out and harassment. By creating favourable working conditions and promoting goodwill within the organisation, companies can reduce the incidence of these problems and contribute to the mental and physical health of their employees.

 

1.3.2. Consequences for the mental and physical health of employees

 

Well-being at work has a direct impact on the mental and physical health of employees. A fulfilling work environment reduces the risk of stress-related disorders and improves the quality of life of employees. By investing in corporate well-being, organisations contribute to the overall health and well-being of their employees. This is also why corporate well-being is so important.

 

Thus, corporate well-being is a crucial issue for organisations wishing to develop and thrive in a modern and competitive business environment. By investing in quality of life and working conditions (QWL), caring and leadership, companies can improve the productivity and performance of their employees, attract and retain the best talent, and prevent psychosocial risks. Corporate well-being is therefore a key success factor for organisations that want to build a strong and sustainable future.

 

 

2. The key factors of corporate well-being

 

Now that we have understood the challenges of corporate well-being, it is essential to identify the key factors that contribute to a fulfilling work environment. By focusing on these elements, we can put in place effective strategies to promote well-being at work and optimise the performance of our organisations.

 

2.1. Quality of life and working conditions (QWL)

 

2.1.1. Workspace design

 

The design of work spaces is a determining factor for the quality of life and working conditions (QWL). An ergonomic, comfortable environment adapted to the needs of employees promotes their well-being and productivity. It is therefore important to pay attention to the layout of offices, the quality of furniture and lighting, as well as to the possibility of personalising and adapting spaces to individual preferences.

 

2.1.2. Work-life balance

 

Work-life balance is another key element of corporate well-being. Employees need to be able to balance their professional and personal obligations to maintain their mental and physical health. Companies can support this balance by offering flexible working hours, encouraging teleworking and providing services such as company crèches or mobility aids.

 

2.2. Caring and leadership

 

2.2.1. Participative and inclusive management

 

Caring and inclusive management is essential to fostering well-being in the workplace. Managers should involve their teams in decision-making, value everyone’s ideas and contributions, and promote a working environment based on respect and collaboration. Participative management allows employees to feel listened to, recognised and supported, which increases their commitment and motivation.

 

2.2.2. Transparent communication and valorisation of competences

 

Transparent communication and valorisation of competences are also crucial for well-being at work. Managers should encourage dialogue and exchange within their teams, share relevant information and provide constructive feedback. By recognising and valuing employees’ skills and achievements, companies create a climate of trust and fulfilment.

 

2.3 Training and skills development

 

2.3.1. Career development opportunities

 

Competence development and career development opportunities are key factors in corporate well-being. Employees should be able to look ahead and consider career opportunities within their organisation. By offering training and promotion opportunities, companies increase the commitment and retention of their employees.

 

2.3.2. Encouraging further training and personal development

 

Continuous training and personal development are also important for well-being at work. Employees should be encouraged to learn new skills, to develop and to grow both professionally and personally. Companies can support this by offering internal or external training programmes, providing opportunities for mobility, and setting up initiatives to promote knowledge exchange and innovation.

 

Thus, corporate well-being is based on several key factors: quality of life and working conditions (QWL), caring and leadership of managers, and training and skills development. By focusing on these elements and implementing appropriate strategies, companies can create a fulfilling and successful work environment that is conducive to employee motivation, engagement and satisfaction.

 

 

3. Best practices for promoting corporate well-being

 

Having identified the key factors for corporate well-being, it is time to take action and put in place concrete practices to foster a healthy and fulfilling work environment. In this chapter, we suggest some best practices to promote well-being at work and improve the quality of life and working conditions (QWL) of your employees.

 

3.1 Establishing a corporate culture of well-being

 

3.1.1. Define clear values and objectives

 

To create a corporate culture of well-being, it is essential to define clear values and objectives. These should reflect the importance attached to QWL. You can communicate and share them with all employees. This is so that they can take ownership of the company’s vision and become involved in its implementation.

 

3.1.2. Encourage goodwill and mutual support

 

Caring and mutual support are key elements in creating a positive corporate culture. Managers should set an example by listening to and supporting their teams. Also encourage employees to help each other and to collaborate, by putting in place initiatives to share knowledge and skills.

 

3.2. Improve the working environment

 

3.2.1. Investing in suitable and ergonomic workspaces

 

To promote well-being in the workplace, it is important to invest in suitable and ergonomic workspaces. Focus on comfort, adjustable furniture, adjustable lighting and appropriate acoustics. Also consider creating areas dedicated to relaxation and conviviality. Employees can then recharge their batteries and disconnect during their breaks.

 

3.2.2. Encourage flexibility and teleworking

 

Teleworking and flexible working hours are practices that can improve employees’ QWL. By offering the possibility to work remotely or to adapt their working hours, you contribute to the work-life balance of your employees. This will increase their commitment and motivation.

 

3.3. Supporting skills development and career progression

 

3.3.1. Implement training and mentoring programmes

 

Skills development is essential for well-being in the workplace. Encourage continuous learning by offering programmes that are tailored to employees’ needs and expectations. By setting up mentoring schemes, you will facilitate knowledge sharing and learning.

 

3.3.2. Recognising and rewarding efforts and achievements

 

To promote well-being at work, it is important to recognise and value efforts. Don’t forget the successes of employees. Congratulate and reward individual and collective performance. You can set up fair and transparent evaluation systems. This individual and collective recognition helps to strengthen the motivation and commitment of employees. You will also create a climate of trust and goodwill within the company. This is why corporate well-being is so important.

 

3.4. Promote physical and mental health and well-being

 

3.4.1. Offer sports and relaxation activities

 

Encouraging sports and relaxation activities is an excellent way to promote well-being in the company. Sport and relaxation (yoga, meditation, fitness, etc.) can help employees to take care of their physical and mental health.

 

3.4.2. Raising awareness and preventing psychosocial risks

 

The prevention of psychosocial risks (stress, burn-out, harassment, etc.) is essential to ensure well-being in the company. Organise training and workshops on these topics, and set up listening and support systems to accompany employees facing these situations.

 

By implementing these practices, you will help to improve the working environment for employees. This working atmosphere is conducive to their development, motivation and commitment.

 

 

Le bien-être en entreprise est-il si important ?

 

 

Conclusion – Corporate well-being, a sustainable and beneficial investment for all

 

In conclusion, corporate well-being is a major issue for organisations wishing to prosper and remain competitive. In the ever-changing world of work, investing in QWL, caring and developing the skills of your employees is a strategic choice that will result in a multitude of long-term benefits.

 

By implementing initiatives and practices that focus on well-being at work, you will foster an environment that is conducive to employee motivation, engagement and fulfilment. This caring approach will be reflected in an improvement of the overall performance of the company (social and economic). Therefore, this translates into better retention of talent and effective prevention of psychosocial risks. This is why corporate well-being is so important.

 

To be successful in this process, it is essential to create a corporate culture that focuses on employee well-being. This will improve the working environment and support the development of skills. Career development and the promotion of employees’ physical and mental health are also areas for support. Remember that corporate well-being is an ongoing process, requiring constant commitment and regular review.

 

Corporate well-being is a sustainable and beneficial investment for everyone involved. Employees, managers, executives and other stakeholders all stand to gain. By focusing on QWL, you will help build a better working environment. And that goes for everyone in your organisation.

 

Your tool for professional development

 

The button below allows you to download the Newday Care application. Start your journey towards a more harmonious and balanced life with the many questionnaires, including the “Professional Motivations” and “Professional Interests”.

 

Also, feel free to share this article with your friends and family. You will encourage them to discover the benefits of self-knowledge. In this way you will help them in their quest for well-being and better living in their daily lives.

 

 

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Comment donner du sens et de l'envie au travail ?

How to give meaning and desire to work?

Introduction

Well-being at work is a major issue in the professional world. Companies are constantly looking for how to give meaning and desire to work, to find ways to make work more meaningful and desirable. There are several ways to improve the quality of life and working conditions (QWL) for their employees. Internal employee surveys have emerged as a popular tool for gathering valuable information about the working atmosphere, expectations and needs of employees. But are these surveys really beneficial for the employees themselves, or are they just a false good idea? This article looks at the advantages and disadvantages of internal surveys for employees, and suggests ways in which you can make the most of them.

 

1. Giving meaning and desire in the company: internal surveys

 

A. Expressing your feelings freely

Internal surveys offer employees a unique opportunity to share their opinions, concerns and expectations about their work environment. In this way, employees feel listened to and valued, strengthening their commitment and motivation.

 

B. Identifying psychosocial risks and areas for improvement

Internal surveys allow the detection of possible psychosocial risks and problems of well-being at work that might otherwise go unnoticed. They provide a precise and quantified diagnosis of the challenges to be met in order to improve the quality of life and working conditions (QWL) in the company.

 

C. Fostering communication and dialogue between employees and management

Internal surveys facilitate communication between employees and management. They enable a constructive dialogue to be established around the issues of well-being at work and working conditions. The exchanges that result from the survey results foster collaboration and trust between the different levels of management, thus contributing to better team cohesion and a more serene working climate.

 

 

2. Limits and risks of internal company surveys

 

A. Employees’ fear of expressing themselves freely and sincerely

One of the major challenges of internal company surveys is to ensure the sincerity of employees’ responses. Some employees may fear retaliation or negative consequences if they express their true concerns and feelings.

 

B. Biases in design and interpretation of results

The design of internal surveys and the interpretation of results can be subject to bias, such as poorly worded questions, overly restrictive response options or analytical errors.

 

C. The need to complement surveys with other evaluation tools

Internal surveys should not be seen as the only tool for assessing well-being at work and working conditions (QWL). They should be complemented by other assessment methods, such as individual interviews, field observations or participatory workshops.

 

 

3. Good practices for making use of internal surveys

 

Maximising the benefits of in-house surveys and mitigating their limitations requires good practice. Here are some tips for optimising their impact on well-being and working conditions (QWL). 

 

A. Ensure anonymity and confidentiality

Make sure that employees’ responses are anonymous and confidential, so that they can express themselves truthfully and without fear of repercussions.

 

B. Involve employees in the process

Include employees in defining the questions asked. Including them in the analysis of the results avoids bias and increases employee commitment and motivation.

 

C. Develop concrete action plans and monitor their implementation

Internal surveys should lead to concrete actions to improve well-being and working conditions (QWL). Monitor their implementation and evaluate their impact.

 

 

Comment donner du sens et de l'envie au travail ?

 

 

Conclusion: Making the most of internal surveys for well-being at work

 

To sum up, internal surveys offer opportunities for employees and the company if they are approached with discernment and by following the good practices mentioned. They promote dialogue, motivation and well-being at work. These are the first steps on how to give meaning and desire to work.

Share your experiences and thoughts on internal surveys. What benefits and challenges have you encountered? What good practices have you applied to get the most out of them?

Join Newday Care to discover more tips with the “My Job and Me” questionnaire. Free download on App Store and Google Play with the buttons below.

If this article has inspired you, explore the work environment further by joining our wellness app. Subscribe to receive personalised advice, tips and resources to optimise your professional and personal development.

Take this opportunity to improve your daily well-being and fulfilment.

Click on the button below to download the Newday Care application and start your journey towards a more harmonious and balanced life thanks to the numerous questionnaires, including the “My job and me” survey.

Please feel free to share this article to encourage your friends and family to discover the benefits of professional questionnaires and surveys and to help them in their quest for well-being and better living.

 

 

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La performance sociale en entreprise

Social performance at work

Introduction

Social performance at work is a concept that encompasses quality of life at work (QWL), working conditions and benevolence. It is closely linked to the way employees are treated, supported and encouraged to achieve their professional goals. By investing in social performance, you can not only improve the well-being of your employees, but also boost the productivity and competitiveness of your business.

So, are you ready to discover how to optimise social performance in your organisation? Join me in this inspiring and motivating article, and together let’s explore the keys to a successful, caring and prosperous business.

 

 

1. Defining social performance at work

 

Before going any further, let’s first clarify what social performance at work is. Indeed, to optimise social performance, it is essential to fully understand its meaning. In short, social performance encompasses all the human, relational and organisational aspects that promote well-being at work, quality of life and working conditions (QWL), as well as employee motivation and commitment.

Why is this so important? Simply because a socially successful company is one that gets the best out of its employees. By focusing on well-being, quality of life and caring, it creates a working environment that is conducive to the professional and personal growth of each individual.

In short, social performance at work is reflected in a corporate culture based on listening, collaboration and respect for individuals. It is closely linked to management, leadership and communication, which are all levers for creating a sustainable, attractive and competitive company. It is therefore crucial to understand how to develop and optimise it to ensure the success of your organisation.

 

 

2. The pillars of social performance at work

 

Now that we have defined social performance in business, let’s look at its essential pillars. Indeed, to optimise this performance, it is crucial to master the key elements that make it up.

 

2.1. Caring leadership

The first pillar is caring leadership. A caring leader takes into account the well-being and needs of his or her employees, thus encouraging their professional growth. In addition, he or she creates a climate of trust and respect, which promotes social performance.

 

2.2. Quality of life and working conditions (QWL)

The second pillar concerns the quality of life and working conditions. Providing a healthy, safe and stimulating environment is essential to ensure the well-being of employees, thus strengthening the social performance of the company.

 

2.3 Effective and transparent communication

Communication is the third pillar. Open, clear and transparent communication helps to facilitate exchanges, resolve conflicts and involve employees, thus improving social performance at work.

 

2.4 Managing psychosocial risks

The last pillar is the management of psychosocial risks. Identifying and preventing these risks is essential to ensure a peaceful working environment that is conducive to social performance.

In short, to optimise social performance at work, it is important to work on these four pillars: benevolent leadership, QWL, communication and psychosocial risk management. By mastering these aspects, you will create a harmonious and successful working environment.

 

 

3. The benefits of corporate social performance

 

Why invest in social performance in the company? The answer is simple: the benefits are numerous and significant. Here are some of them.

First of all, social performance promotes employee motivation and commitment. By creating a caring and nurturing environment, you encourage your employees to perform at their best.

Secondly, by focusing on quality of life and working conditions (QWL), you improve the productivity of your company. A happy and healthy employee is often more efficient and creative.

Moreover, by developing a corporate culture based on caring and respect, you strengthen the brand and reputation of your organisation. This allows you to attract talent and retain your employees.

Finally, corporate social performance contributes to the sustainability and competitiveness of your organisation. By taking care of your employees, you are investing in their well-being and success, thus ensuring the long-term prosperity of your company.

Thus, the benefits of social performance at work are undeniable. By working on its pillars, you will contribute to the success and development of your employees, while ensuring the success of your organisation.

 

 

4. How to implement a social performance approach in a company?

 

Are you convinced of the benefits of corporate social performance? Here are the key steps for implementing it in your organisation.

 

4.1. Diagnosis and needs assessment

Start by carrying out a diagnosis to identify your company’s strengths and weaknesses in terms of social performance. Use appropriate assessment tools to better understand the needs of your employees.

One tool is particularly effective. The Newday Care application aims at sustainable professional growth. It is available on computers and mobile phones, 24/7. Newday Care is 100% inclusive because it can be deployed to 100% of a company’s employees, regardless of their hierarchical level. The Newday Care application enables employee-users to develop self-awareness, group cohesion and positive self-projection (looking to the future with optimism). All employees have access to personalised content (over 300 articles and podcasts) based on their results in each of the questionnaires dedicated to sustainable professional development. Thanks to weekly surveys, the employer has access to an automatic monthly report monitoring job satisfaction indicators:

  • the level of stress felt by the teams, 
  • the level of commitment and motivation of the teams
  • recognition at work
  • employees’ search for meaning
  • the work environment
  • the level of productivity

These indicators remain anonymous (RGPD) to guarantee the transparency of the opinions given by employees.

 

4.2. Developing an action plan

Next, define clear and achievable objectives for improving social performance. Draw up an action plan, including concrete measures for each pillar: leadership, QWL, communication and psychosocial risk management.

Thanks to the deployment of the Newday Care application in your company and the access to the monitoring report of the job satisfaction indicators, a specific action plan is published every month. This allows you to respond quickly to the expectations and needs of your teams.

 

4.3. Follow-up and adjustments

Finally, make sure you regularly monitor the results obtained and evaluate the effectiveness of the actions implemented. Adapt your action plan according to the feedback, in order to continuously optimise the social performance in your company.

With the Newday Care application, in addition to the action plans published each month, you have access to Newday Training’s professional training courses. These trainings are Qualiopi certified and are perfectly adapted to your needs as revealed by the results obtained in the Newday Care application.

By following these steps, you will be able to implement a social performance approach adapted to your company, thus improving the well-being of your employees and contributing to the success of your organisation. So don’t wait any longer and embark on this exciting adventure by deploying Newday Care!

 

 

La performance sociale en entreprise

 

 

5. Social performance in companies: a challenge for everyone

 

In conclusion, social performance at work is a major challenge for the well-being of employees and the success of your organisation. As a leader, manager or employee, everyone has a role to play in fostering a fulfilling and successful work environment.

So don’t hesitate to put the advice in this article into practice and share this vision with your colleagues. Together, work towards social performance in the company, by cultivating goodwill, quality of life and working conditions (QWL), and by valuing the talents of everyone.

Finally, remember that social performance at work is an ongoing process. It requires constant adjustment and commitment to ensure a sustainable, competitive and harmonious organisation. Therefore, be attentive to the needs of your employees and act accordingly to create a working environment that is conducive to the sustainable development of all.

 

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Epanouissement professionnel durable

Creating sustainable professional fulfilment

Introduction

a. Well-being at work and quality of life and working conditions (QWL)

Well-being at work and QWL have become crucial issues in the professional world. Creating sustainable professional fulfilment of employees is essential for the success of a company. Today, we will explore together how to guide your employees to discover their natural abilities and the ways in which they thrive. By developing their self-confidence and allowing them to grow professionally, you will help create a positive and stimulating work environment.

Well-being at work is inextricably linked to the overall performance of the company. Fulfilled employees are more committed, creative and productive. QWL, which encompasses the material, social and psychological aspects of work, has a direct impact on employee satisfaction and motivation. By focusing on well-being at work, you invest in the human capital of your company and promote talent retention.

 

b. Human capital and corporate social performance

Each individual is unique, with his or her own talents, preferences and ways of functioning. By helping your employees to become aware of their natural abilities, you enable them to better understand their potential and make the most of it. Furthermore, by helping them discover what makes them tick, you encourage them to develop their self-confidence and become fully engaged in their work.

In this article, we will look at how to identify the natural abilities of employees, understand how they function and create the right environment for sustainable professional fulfilment. We will also discuss the role of training and coaching in this process.

So, are you ready to transform your company into a place where talent flourishes and self-confidence reigns? Follow us on this journey!

 

 

1. Identifying natural qualities to create sustainable professional fulfilment

 

Well-being at work and QWL depend on valuing the talents and skills of each individual. This is why it is essential to focus on identifying the natural aptitudes of your employees. By helping them to become aware of their strengths, you contribute to their self-confidence and promote their professional fulfilment.

 

1.1. Why is it important to know your natural abilities?

Natural abilities are those innate skills that allow us to excel at certain tasks without much effort. By knowing their natural abilities, employees can better understand their strengths, what motivates them and how they can contribute to the company’s success. In addition, it allows them to focus on their areas of expertise and develop complementary skills to optimise their performance.

 

1.2 Methods and tools for identifying the natural abilities of employees

There are a number of methods for highlighting the natural abilities of your employees. Here are some approaches to discovering them and making the most of them:

 

1.2.1. Psychometric tests

Psychometric tests are assessment tools that measure cognitive abilities, personality traits and work preferences. They can help to identify employees’ natural skills and areas of excellence, as well as to better understand their motivations and values. 

In the Newday Care app, for example, which you can download for free from the App Store or Google Play, there are a number of questionnaires waiting for you to discover yourself. These include: Behaviour, Driving Forces, Career Motivation and Career Interests. You will be offered 2 questionnaires.

 

1.2.2. Individual interviews and training

Individual interviews and training are a good opportunity to explore the natural abilities of your employees. By asking the right questions and listening carefully, you can guide them in becoming aware of their talents and encourage them to make the most of them.

 

1.2.3. Observations and feedback in the work situation

By observing your colleagues and/or employees in their daily work, you can detect their natural qualities (natural abilities) and enhance them. Constructive feedback is also an effective way to help them become aware of their strengths and to encourage them to develop them.

 

In summary, identifying natural qualities is crucial for well-being at work and QWL. By implementing the right methods, you can help build your employees’ self-confidence and create an environment that is conducive to their professional fulfilment.

 

 

2. Functioning patterns: discovering what makes your colleagues and staff tick

 

Having explored the natural qualities (skills), it is time to look at the ways in which your staff are motivated. By understanding what motivates and excites them, you can create a stimulating work environment that is adapted to their needs, thus promoting well-being at work and QWL.

 

2.1. Understand individual patterns of functioning

Each person functions differently according to their preferences, motivations and values. These patterns determine how people interact, communicate and work together. By identifying them, you can better understand the individual needs of your employees and support them in their professional development, thus strengthening their self-confidence.

 

2.2. Developing self-confidence and creating sustainable professional development

By helping your employees to understand and accept the way they work, you offer them the opportunity to develop their self-confidence. They will then be better able to develop professionally and contribute fully to the success of the company.

 

2.3 Techniques for identifying patterns

Here are some techniques to highlight the ways in which your employees function:

 

2.3.1 Motivation and value analysis

Motivations and values are at the heart of the way people function. By identifying them, you can better understand what makes your employees tick. You can use questionnaires, individual interviews or workshops to explore these aspects.

 

2.3.2 Assessing communication and leadership styles

Communication and leadership styles are also key elements in understanding patterns of functioning. By assessing these aspects, you can adapt your management and collaboration methods to foster a climate of trust and well-being at work.

 

2.3.3. Workshops and group exercises

Organising workshops and group exercises can help you to better understand the way your employees work. By observing them interacting and solving problems together, you can identify their strengths and preferences, and thus help them to develop their self-confidence.

 

Thus, understanding and valuing individual ways of working is essential to fostering well-being at work and QWL. By implementing the right techniques, you will contribute to the professional development of your employees and their self-confidence.

 

 

3. Create an environment for exploring and identifying skills and patterns of functioning

 

Now that we have discussed the importance of natural abilities and ways of functioning, it is time to think about how to create a work environment that is conducive to their exploration and identification. By promoting well-being at work and QWL, you will enable your employees to develop their self-confidence and grow professionally. This is what creating sustainable professional fulfilment is all about.

 

3.1 The importance of caring and inspiring management

Supportive and inspiring management is essential to encourage your people to explore their abilities and ways of working. By adopting an approach based on listening, encouraging and valuing skills, you will create a climate that fosters trust and motivation. The Leadership Questionnaire in the Newday Care application is a good tool for dialogue between employee and manager.

 

3.2 Creating a climate of trust and support

A climate of trust and support is essential for your employees to feel comfortable expressing their needs, concerns and ideas. By creating an open dialogue and valuing constructive feedback, you will foster an environment where everyone can explore and develop their skills and ways of working.

 

3.3. Promote communication and collaboration

Communication and collaboration are key elements in creating an environment that is conducive to exploring and identifying skills and ways of working. Creating spaces for exchange and opportunities to work together encourages employees to share their experiences, ideas and skills, thus contributing to their professional development and self-confidence.

Thus, creating an environment that is conducive to exploring and identifying skills and ways of working is essential for well-being at work and QWL. By adopting a caring and inspiring management style, by creating a climate of trust and support, and by promoting communication and collaboration, you will enable your employees to develop their self-confidence and to achieve their full potential. This is what creating sustainable professional fulfilment is all about.

 

 

4. The role of training and coaching in sustainable professional fulfilment

 

Training and coaching play a crucial role in developing well-being at work and QWL. They are essential in helping employees to explore and identify their natural abilities and to develop their self-confidence. In this chapter we will look at how to integrate these approaches into your organisation to support the professional development of your staff and colleagues.

 

4.1 The benefits of professional training

Professional development offers many benefits to employees and the company:

  • It helps to identify and develop natural qualities and ways of working.
  • It contributes to the development of self-confidence and professional fulfilment.
  • It helps employees to better manage stress and work challenges.
  • It promotes communication and collaboration within the team.

This is also creating a sustainable professional fulfilment.

 

4.2 Choosing the right trainer

To maximise the benefits of training, it is important to choose an experienced and appropriate professional trainer. Suitable for what? To your company’s needs, of course. Here are some criteria to consider when selecting a trainer:

  • The trainer’s experience and skills in the areas of well-being at work, QWL and self-confidence.
  • The trainer’s ability to adapt to the specific needs of your company and your employees.
  • The methods and tools used by the trainer to support employees in their development.

 

4.3 Integrating training and coaching into your organisation

To integrate training and coaching effectively into your organisation, you can :

  • Organise one-to-one training sessions to support your employees in exploring and identifying their natural abilities and ways of working. The Newday Care application is a great asset for the daily development and monitoring of your employees.
  • Offer workshops and group training to develop self-confidence, communication and collaboration. Newday Training offers complete training courses on these specific themes, either face-to-face or remotely.
  • Encourage managers to take on the role of trainer and to support their employees in their professional development.

 

In conclusion, training and coaching are key elements to support the professional development of your employees. This also promotes well-being at work and improves the QWL. By integrating these approaches into your organisation, you will contribute to the development of self-confidence and the enhancement of the natural aptitudes and functioning of each individual. Newday Training, with its Qualiopi certified training courses, helps you to develop your employees on specific subjects that you have identified. Therefore, this is also creating sustainable professional fulfilment.

 

 

Epanouissement professionnel durable

 

 

 

Conclusion: Towards sustainable professional fulfilment and enhanced well-being at work

 

a. Key support for the social performance of companies

Exploring and identifying the natural qualities of employees is essential to fostering well-being at work and improving QWL. By adopting a caring and inspiring approach, by creating a trusting environment and by integrating training and coaching into your organisation, you will contribute to the development of self-confidence and professional fulfilment of your employees.

Accompanying your employees in this process will create a positive and sustainable dynamic within your company. You will thus encourage performance, motivation and commitment. An investment which, in the long term, will benefit the entire organisation. And it will improve the quality of life and working conditions.

 

b. Key tool for the social performance of companies

Well-being at work and QWL are major issues for companies today and in the future. So don’t hesitate to embark on this exciting and rewarding adventure. Offer your employees the opportunity to develop their full potential and their self-confidence.

Join our users of the Newday Care application and discover even more self-knowledge tips thanks to the career aptitude questionnaires.

If this article has inspired you and you’re ready to explore your skills, motivations and career interests further, we invite you to join our app dedicated to wellness and living well every day. By signing up, you will receive personalised advice, tips and resources to deepen your practice of self-awareness and optimise your personal development. This is creating a sustainable professional fulfilment.

Don’t miss this opportunity to improve your well-being and the well-being of those you interact with, and to fully develop in your everyday life. 

Click on the button below to download the Newday Care application and start your journey towards a more harmonious and balanced life thanks to the numerous questionnaires, including those on professional motivations and interests.

 

Also, feel free to share this article with your friends and family to encourage them to discover the benefits of self-awareness and to help them in their quest for well-being and better living in their daily lives.

 

Newday care est téléchargeable sur Google Play Store

 

Newday care est téléchargeable sur l'app store
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