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!
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.
