Quality of Life and Work diagnostic

Developing a diagnostic of quality of life and work inside your organization is necessary to understand and qualify the well-being of your workers and identify the fields of improvement to work on. Before, the shared diagnostic has to be settled by an agreement from your workers. The diagnostic will allow you to identify the concerns but also the resources you can rely on to bring improvement of the identified themes.

Practitioners:

Mathilde Armengaud is a youth worker with great experience on local development projects, youth participation and issues related to culture and territorial resilience. Aside her numerous engagements in youth work and community volunteering projects, she’s also a Masters student in architecture.

Objectives:

Sensibilisation to health, social well-being in an organisation
Identify the weaknesses of your organisation in terms of well-being
Improvement of the work environment

Structure of the process:

First, you need to communicate your will to do such a diagnostic with the actors inside your organisation. On a second time, you will settle individual questionnaires, take care to have anonymous answers so the worker can feel free to express himself without any judgement. If you need to go into the diagnostic in depth, you must organise private interviews.
To assure the process, you must take into account
the following topics:

Availability of the workers
Presence of key actors (doctors, internal resources…)
Do you need any external resources?
Have you access to all the resources needed to achieve your work?
Nature of the social dialogue
How do you feel about the way I talk to you?
Would you like to take part in events in the organisation as a dinner?
Context of relationship between the workers:
How do you feel with your coworkers?
Do you have a good relationship with your colleagues?
What do you need to feel at ease?
Context of employment (worker, volunteer…):
What do you think of the office?
How do you think we can upgrade it?

Your Approach:

The most relevant point to succeed in the diagnostic is the relationship between the organiser of the interviews and the interviewed person. You must be honest and settle in a safe space, using non-violent communication tools to pursue the interviews. More the relationship is based on transparency and trust, the better the results will be.
From the analysis, you can start to think about the fields of improvement. This is also a point you can talk about during the interviews. How can we improve the quality of work inside the organisation? And also, if it’s a social issue, how can the organisation help you?

Here is some fields you mustn’t miss to talk about during the interview:

Communication inside the organisation (tools of communication, social relationship…)
Good understanding and use of methods and tools (also computing tools)
Conditions of work (personal schedule, terms of the contract, tasks…)
Work environment (workplace, availability and quality of the tools,…

Keywords

Timeframe: Weeks/Regularly
Entrecomp Competencies: Motivation & Perseverance, Self-awareness & self-efficacy, Working with others
Fields/Needs: Evaluation
Online: Yes
Age group: 18+
Number of participants: 2-5 people, 5-12 people
Who can play: People who know each other