S-RH0018 - Quality of Work Life: Employee Well-Being and Working Conditions

Target audience

Human resources managers and officers, managers of small and medium-sized enterprises, team leaders, health and safety officers and members of staff delegations.

Objectives

  • Situate quality of work life within its Luxembourg and European framework and distinguish it from well-being, satisfaction and engagement.
  • Identify the working condition factors on which quality of work life is perceived, from work organisation to recognition.
  • Set up a continuous listening system along the employee lifecycle instead of a single annual survey.
  • Read results beyond averages and turn them into a prioritised action plan whose effect can be verified.

Content

  • What quality of work life actually covers
    • concepts and regulatory framework in Luxembourg and Europe: the duty of prevention and the assessment of psychosocial risks;
    • well-being, satisfaction, engagement and working conditions: four notions that are often confused and do not move together.
  • The factors that decide quality of work life
    • work organisation: clarity of tasks, workflows, predictable working time and room for autonomy;
    • health and workload: early stress signals, psychosocial risks and the balance between work and private life;
    • social climate: cooperation within the team, openness and the way conflicts are handled;
    • recognition, fairness and equal treatment: what counts beyond pay;
    • the direct manager as the single strongest driver of perceived quality of work life.
  • Listening: from the annual survey to a continuous feedback landscape
    • designing a listening architecture along the employee lifecycle rather than a one-off exercise;
    • a baseline screening of strengths and challenges, then short focus surveys at a sustainable cadence;
    • choosing question categories that lead to action instead of improvising a questionnaire;
    • anonymity thresholds, data protection and trust as the precondition for honest answers;
    • leadership feedback at 90, 180 or 360 degrees as an instrument of quality of work life.
  • Measuring, interpreting and acting
    • reading results on four levels: what happened, why it happened, what will happen and what should be done;
    • why averages might hide the individual insights;
    • prioritising actions by effort and expected impact and preparing the economic case;
    • communicating results, involving managers and verifying that the measures taken actually work.

Sessions

01.03.2027
LU
Cours en présentiel
Luxembourg
220 €
11.05.2027
MA
Cours en présentiel
Luxembourg
220 €
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JE
Cours en présentiel
Sur demande
220 €