QWL suite
Which wellbeing topics are well covered, which are forgotten, which pay-talk commitments remain to be delivered, where is there a gap between employee perception and objective data? It is neither a satisfaction survey nor a page of HR indicators: it is a management centre that cross-checks surveys, objective indicators, social dialogue and actions to give a real view of the quality of working life and conditions.
The problem
Workplace wellbeing too often boils down to an annual survey that is displayed and then forgotten, or to a few side perks (fruit baskets, table football) unrelated to real work. Commitments made in the annual pay talks get lost from one round to the next, actions from the works council, agreements and surveys live in separate folders, and nobody really knows which topics are neglected until a strong signal has already erupted.
The tool
A 6-dimension wellbeing flower (relations & social climate, work organisation, health, skills & career paths, gender equality, participative management), where each health score is explainable : weighted employee perception and objective indicators, never an opaque score, and where coverage (are we really acting on the topic?) stays an indicator separate from satisfaction. The approach follows a common thread: diagnose, understand, prioritise, experiment, act, measure, adjust — not “survey, then forget”.
How it works
- A clickable health score per dimension: perception from the latest survey + objective indicators (absenteeism, overtime, turnover, gender equality index…), with the full calculation shown on demand.
- A two-way pay-talk loop: negotiated measures are automatically proposed as wellbeing actions to classify and approve, and the review of completed actions prepares the next negotiation.
- A single map of wellbeing actions (pay talks, works council, agreements, risk assessment, surveys, management, employees…), de-duplicated and traced: the same measure never counts twice.
- Detection of weak signals (trends in HR series) and of gaps between perception and reality by department, never an automatic causal claim or individual diagnosis.
- Experiments before roll-out, workshops with an irritant wall and idea box, impact × urgency prioritisation, budget simulator and plan consistency score, all with the formula visible.
- A review generator that automatically assembles indicators, results, actions and future priorities, ready for an executive committee or to prepare a negotiation.
What it changes
- An HR director sees on one page which areas are fragile, which are under-invested, and where the actions already under way come from.
- Negotiation commitments are no longer lost from one pay round to the next: they become tracked actions with an owner and a deadline.
- An action plan is balanced with full knowledge rather than focusing, by default, on topics already well covered.
A tool that connects to the others
Workplace wellbeing already cross-checks several sources: linked to the other tools, it relies on up-to-date data rather than exports.
- With the HR analytics : absenteeism, turnover and accidents feed the objective indicators directly.
- With employee relations : pay-talk commitments and works council consultations are tracked in the same place as wellbeing actions.
- With the production cockpit : a lasting overload in a department can be compared with how the teams perceive it.
Our demos are shown separately, but nothing prevents linking them. With a shared database, the tools can form a real intranet built around your business: each department uses its own screens, and information entered once is available everywhere.