Quality of Work Life enhances organisational performance
According to research from Gallup Consulting, Forbes and Harvard University, high performing organisations understand that promoting quality of work of life is tantamount to enhancing organisational performance. Quality of Work Life ( QWL) is defined as the overall employees’ experience and satisfaction levels emanating from the way they are treated in the organisation ( leadership / human resource function actions, practices, values and principles). It is the employee’s overall well- being, encompassing factors such as income, health, social relationships, happiness, and fulfilment. Mature and modernised organisations are no longer treating employees as mere capital resources, they understand that fostering quality of work life contributes to higher levels of employee satisfaction, engagement, and organisation performance. When employees feel valued, respected, and supported in their work environment, they are more likely to experience greater job satisfaction and have commitment in their job and organisation vision. This leads to higher levels of motivation and discretionary effort, resulting in increased productivity and performance. Moreover, engaged employees are more likely to go above and beyond their job duties, contribute innovative ideas, and collaborate effectively with colleagues, all of which are essential for driving organizational success.
Therefore, promoting a high quality of work life is not only a moral imperative but also a strategic imperative for organizations seeking to enhance performance and become employers of choice. Moreover, it does not only enhance organizational performance but also strengthens the organization’s reputation, brand, and ability to attract and retain top talent in a competitive market. This article discusses practices and conditions that leads to improved quality of work life and organisational performance. The first condition is psychological safety which is an environment where employees feel safe, comfortable, and confident to be authentic self and express themselves without fear of victimization. When employees feel psychologically safe, they are more likely to be engaged, innovate, collaborate and be committed to their work. Closely related to the above condition is the concept of occupational health and safety which involves identifying, assessing, and mitigating risks in the workplace to prevent accidents, injuries, and illnesses. It encompasses various aspects such as workplace hazard identification, risk assessment, safety training, implementation of safety protocols and procedures, and compliance with legal regulations to create a safe and healthy work environment for employees. It also includes offering employee’s wellness programs, such as access to fitness facilities, counselling services, and flexible health benefits. Promote healthy lifestyle choices and work- life balance initiatives. The third element that promote quality of work life is training and development. Employees should be continuously trained and developed to improve their capacity and capability. This will make them thrive and be more productive in meeting work targets and contribute to the overall organisation performance. Learning organisations encourage employees to set personal and professional development goals and support them in achieving those goals.
When these employees perform their duties diligently, they need to be recognised and appreciated immediately to reinforce their positive discretionary behaviour. Moreover, another practice closely related to rewards is career advancement concept. Throughout their careers, employees seek growth, development, and a clear direction in their work life. Employees who reach career plateau prematurely become disgruntled and in the long run they become disengaged and quit their work. It is imperative for organisations to have clear career growth roadmaps for employees and succession plans.
In addition to the above, one of the best practices of promoting quality of work life is work life balance which refers to the equilibrium an individual seeks between their professional responsibilities and personal life activities. It involves managing time and energy effectively to ensure that one’s work commitments do not overshadow personal and family pursuits. It requires flexible work arrangements such as remote work, flexible hours, or hybrid working model. Employees who have flexible working arrangements tend to be more focused and productive during work hours. By recognizing the importance of work- life balance and implementing policies and practices that support it, organizations can create a more positive and productive work environment for everyone involved.
Moreover, organisations should create positive work environment characterized by trust, respect, and collaboration to enhance quality of work life. Organizations that prioritize open communication, teamwork, and recognition, foster a culture of inclusivity, belonging, and camaraderie among employees. In conclusion, organisations should learn that to build excellence and attain high levels of customer satisfaction start by treating employees with respect and offering them a fair and competitive salaries based on factors such as job nature, employee skills and experience, industry standards, and inflation rate.
* The Author is a member of African Excellence Forum, a member of Organisational Excellence Specialists in Canada, holds Master of Science in Strategic Management, is a Certified Manager of Quality and Organizational Excellence from America Society for Quality. He is also a Certified Professional Excellence Assessor, Master Excellence Trainer, Lean Six Sigma Greenbelt, ISO 9001: 2015 Certified. Contact: 72211182, Website: www. iqm. co. bw and Email: veronmosalakatane@gmail.com LinkedIn: Veron Mosalakatane.