Why calculate your event’s carbon footprint?

The question is no longer “Should we do it?” but “How and with whom should we do it?”. Here are the four key reasons why this assessment is now essential.

The real reasons to organise a solidarity seminar

The solidarity seminar answers a convergence of needs that didn’t exist with the same intensity ten years ago: employees looking for meaning, leadership under CSR pressure, and a growing demand for authenticity in brand communication.

“A successful seminar based on solidarity is not at odds with performance. It is the emotional fuel behind it.”

— Cindy Dauvin, XXL Happyness

Clarify the objective first and foremost: the ‘why’ before the ‘how’

As with any event, the purpose comes before the organisation. A poorly structured charity seminar can turn into ‘voluntourism’ or a hollow public relations exercise. Set out a clear framework by answering three questions:

• 🌍 What impact are you looking for? Social (education, inclusion, solidarity), environmental (reforestation, biodiversity, clean-ups) or a mix?
• 👥 What level of involvement for participants? A one-off action (half a day) or a 2–3 day immersion with a charity?
• 📍 Where? In France for an immediately visible local impact, or abroad for a structured international cooperation project?

1. The Manifesto: meaning, not spectacle

Before we talk euros, let’s talk intention. Most organisers’ first mistake is to start with the budget. The right method starts with a radically different question: what is the purpose of this event?

Ask yourself these three questions before opening your budget spreadsheet:

• What KPIs do you use to define a ‘successful’ event?
• What does a fulfilled employee look like to you?
• What is the purpose of the event?

These answers will guide every budget decision that follows.

2. Myths & realities: busting preconceptions

Some widely held beliefs among event organisers are not only wrong, but costly. Here are the three most damaging myths — and the reality that answers them.

3. Strategy: meaningful engagement throughout the year rather than a fleeting ‘one-off’

One of the costliest mistakes in corporate events is to pour the entire budget into one big annual event. The question to ask your employees is simple:

The aim is to spread the budget for a lasting, regular emotional impact. Here are the three levels of this year-round strategy:

1. 🎉 Thoughtful onboarding & offboarding
   Create a memorable arrival experience from day one to engage new employees immediately. A well-designed offboarding strengthens your employer brand and creates ambassadors. No spectacular budget required — maximum intention and care.
2. 📅 Calendar moments: make the most of key dates
   Chandeleur crêpe day, raclette party, wellbeing week, QWL month… These cultural and seasonal fixtures are natural opportunities to build connection without major investment. A light but regular event builds more loyalty than an annual gala.
3. 🌱 Simple initiatives with high emotional impact
   Weekly fruit baskets, in-house fitness classes, group subscriptions, just-for-fun training: everyday gestures that strengthen belonging without dipping into a special budget. Budget isn’t the problem — regularity and intention are what make the difference.

4. Put people at the centre: your employees are your best resource

The most powerful — and most under-used — lever for creating memorable events at low cost sits within your own teams. Showcasing internal talent creates connection, pride and memorability.

5. Real-life cases: how our clients shone with less

Michelin: the car park as a Family Day stage

For the 60th anniversary of its Bassens site, Michelin didn’t hire a luxurious exhibition hall. The company turned its own car park into a memorable funfair for employees and their families. Result: an event rooted in the site’s history, experienced as authentic, and far cheaper than an external hire.

Voodoo: a seminar in Capbreton for €30 to €40 per person

Scale-up Voodoo organised a 3-day seminar in Capbreton with XXL Happyness, built around outdoor activities run by professionals: Koh-Lanta-style beach challenges, boot camp, digital detox. Activity budget: just €30 to €40 per person. The impact on team cohesion couldn’t have been greater — because the experience was physical, authentic and fully unplugged.

ManoMano: the planter as a symbol of culture

Rather than an expensive outsourced team-building session, ManoMano had its teams build collective planters — directly in line with its DNA as a DIY marketplace. A DIY workshop that reinforces brand identity while creating a tangible, visible memory in the office.

Discover how XXL Happyness and PR agency Hémisphère Sud combine their expertise to deliver a bespoke communications strategy, with a standout example: the launch of the Comité Champagne e-learning programme.

A collaboration built on trust and performance

In a world where brand image is a key lever of differentiation, XXL Happyness is joining forces with a recognised player: PR agency Hémisphère Sud. This strategic partnership aims to enrich our communications offer while guaranteeing our clients optimal media visibility.
Based in Bordeaux and Paris, Hémisphère Sud deploys innovative PR strategies to raise the profile of brands across many sectors: lifestyle, food, tourism, tech and much more.

Targeted expertise for immediate impact

This partnership is built on a shared ambition: designing high-impact campaigns that combine creativity, agility and relevance. With in-depth knowledge of the media landscape, Hémisphère Sud draws on a dense network of journalists and influencers to get every message to the right place at the right time.

By working closely with them, XXL Happyness can now offer its clients:

• Bespoke PR strategies
• Ultra-targeted media campaigns
• Professional, high-quality press coverage
• Meaningful exclusive events

Case study: launch of the Comité Champagne e-learning platform – May 2025

The first illustration of this partnership took place in May 2025, with a flagship project: the launch of the Comité Champagne e-learning platform.
The event was held at the Atelier du goût Gault & Millau, an exceptional venue for a successful sensory and media experience. Here’s an overview of what we delivered:

This launch marks a turning point in how we approach press relations: efficiency, impact and finesse.

First of all, why are we putting ANI, ANACT and QLWC in the same sentence?

Before you read the many lines that follow (yes, there are plenty — but it’s a fascinating subject that deserves to be covered in full), we need to set the scene: the relatively recent recognition of Quality of Working Life in French companies, and the role the ANI and ANACT played in bringing it to the fore — and not before time.

The ANI?

An ANI is an agreement signed by the social partners (trade unions and employers’ organisations) on a subject that concerns the world of work. It can cover a range of themes such as vocational training, social dialogue, workplace equality or workplace health. An ANI has legal force and can be extended by ministerial order to every company in a given sector.

What is the ANI QWL?

The ANI QWL is the national interprofessional agreement on quality of working life and workplace equality, signed on 19 June 2013. Nearly 10 years ago now! This agreement defines QWL as “the actions that make it possible to reconcile better working conditions for employees with the overall performance of the company”. It proposes a participatory, consultative approach to implementing QWL actions tailored to each company and each profession. It also addresses subjects such as the content of work, management, work-life balance and the prevention of psychosocial risks.

Why is the ANI QWL still so important in 2023, 10 years on?

Quite simply, the ANI QWL lays the foundations for a more holistic, strategic approach to employees’ quality of life at work. It recognises the direct, fundamental link between QWL and company performance, as well as the role working conditions play in employee well-being. It invites companies to treat QWL as a lever for competitiveness and attractiveness, both commercially and in terms of human relations. It also encourages social dialogue and employee participation in improving their own quality of working life.

As you’ll have gathered, the ANI is a key agreement for understanding and implementing QWL in companies. It gives you the principles and the method to begin your transition, tailored to your context and your challenges.

Finally, what is ANACT?

ANACT, put simply, is the French National Agency for the Improvement of Working Conditions. It’s a public administrative body created in 1973 (that takes us back, doesn’t it?) under the authority of the Ministry of Labour. Its mission is to help companies and employees improve working conditions, in particular by acting on how tasks are organised, on organisation itself and on professional relationships.

Today, ANACT runs a network of 16 regional agencies that support companies in their QLWC approach.

But what exactly is Quality of Working Life? A definition

Now that we’ve set the QWL scene, along with the main elements that make it workable in our everyday professional lives, it’s important to redefine what QWL was and what it is.

Quality of Working Life is quite simply feeling good in your job. The conditions provided, the atmosphere with colleagues, the company culture, how interesting the work is, working conditions, feeling listened to and respected, equality between employees, recognition, appreciation of the work done… All of these things can be included in the definition of quality of working life, and show just how important it is for employees — but also for companies and decision-makers. When employees are happy at work, they’re more motivated, more productive and more loyal. QWL is therefore a performance factor for every organisation and every structure. While many see it as a passing fad, it’s one of the fundamental areas in which any HR team or company wanting to boost the attractiveness and effectiveness of its teams should invest time — as much to attract new employees as to retain them or help them achieve innovative, ambitious projects.

Why did the acronym change to QLWC?

After a series of rather unsettling workplace phenomena such as the Great Resignation in 2021 and the explosion in burnout that followed, it was important to redraw the lines of what the new post-Covid QWL would look like. No more gadgets and glitter: it was time to make room for the real, thorny issues — work organisation, workload, management, workplace equality, risk prevention… In short, everything that makes our job a place where we can thrive in good conditions.

But why the change of name? Is it just for show, or to confuse everyone? Not at all! Contrary to what many companies might think, a good atmosphere and friendly colleagues aren’t enough to make you feel good in your job. The work itself also has to be interesting, rewarding, respectful and secure. Otherwise, the door is wide open to psychosocial risks, stress and — yes — burnout or loss of motivation.

Quality of Life and Working Conditions is therefore a way of refocusing the debate on what matters, and also a way of holding employers accountable. They must put concrete measures in place to improve their employees’ well-being. And that’s no small task! It means taking employees’ needs and expectations into account, involving them in reflection and decision-making, adapting QLWC to the specifics of each company and each profession… As you’ll have gathered, meeting every criterion this new name encompasses is no easy feat — time to roll up your sleeves!

“The two most important things in any company do not appear in its balance sheet: its reputation and its people.” Henry Ford.

The 5 key factors behind the new Quality of Life and Working Conditions.

The new QLWC policy is built on five essential points:

Management practices

Agile management, empowerment — methods that put people at the heart of the company and leave more room for autonomy are becoming the norm.

Sustainable job retention

Health prevention measures have now been strengthened by the law of 2 August 2021.

Career paths

The world of work is constantly evolving, and faster and faster. Anticipating the career development of your teams is absolutely essential, both to adapt to your competitive environment and for the well-being of your employees.

Managing transformation

Change management is something many employees find very hard to accept. It often leads, inevitably, to the loss of a great many of your best people. So before any major change in your organisation, think about putting a solid QLWC approach in place.

Interpersonal relationships

They are an essential component if employees are to draw on their alliances and complementary strengths to achieve shared goals. Team spirit is one of the core values at XXL Happyness.

In short, the aim is to act on the content of work to make room for everyone’s potential. Restoring the much-demanded work-life balance, with a welcoming workspace and harmonious professional relationships.

What does QLWC mean for the way I organise my company and my teams?

As a leader or manager, you play a key role in implementing a QLWC approach within your organisation. But how will the decision to embark on a QLWC approach influence your day-to-day decisions?

The benefits of QLWC

QLWC offers many benefits for the company and its employees. By improving it, you’ll anticipate a number of risks and see many positive changes in your organisation:

• Preventing occupational risks, whether physical or psychological, and reducing workplace accidents, occupational illness and absenteeism.
• Promoting employee well-being, motivation and engagement, and reducing turnover and presenteeism.
• Improving the quality of work, productivity and innovation, and strengthening the company’s competitiveness and attractiveness.
• Developing social dialogue, the social climate and trust between everyone in the company.

How do I analyse, improve and assess the QLWC of my organisation?

To implement a QLWC approach in your company, you need to:

• Carry out a shared assessment of current working conditions, identifying strengths and weaknesses, employees’ expectations and needs, and existing or potential risks.
• Define priority objectives and concrete actions to improve QLWC, taking account of available resources and organisational constraints.
• Put a QLWC action plan in place, involving employees and their representatives in its design, delivery and monitoring.
• Evaluate the results achieved and adjust the action plan where necessary.

Why develop my company’s QLWC initiatives?

Now that you know more, would you like to launch a QLWC approach in your own company? XXL Happyness can support you in this project, in particular with QLWC audits and training.

Thanks to this work, your company will enjoy a whole new profile while communicating authentically about your new strengths, with the aim of attracting the potential candidates who will embody the future of your business.

A genuine talent-retention tool, developing your employer brand is now essential — all the more so when you put a QLWC approach in place. This new approach to improving working conditions is the ideal opportunity to roll out your employer-brand action plan. Communicate about the actions you’ve implemented to attract new candidates and retain employees. The employer brand is a genuine business lever: it lets you reduce candidate-sourcing costs as well as turnover.

To find out more, “QVCT Week” takes place every year

And for those who like to think big: QLWC has had its own dedicated week for a few years now. The event is organised by Anact, the French National Agency for the Improvement of Working Conditions. Each edition focuses on a different theme, so as to cover all the vast subjects that make up QLWC.

And the theme for 2023 was unveiled very recently — you can read the details here, opens in a new tab.

The body: our primary working tool

The body deserves to be looked after. Looking after it breathes new life into the mind.

As the two are linked, it is essential to give relaxation and wellbeing the importance they deserve.

Workplace health is therefore more essential than ever.

At XXL Happyness, we offer companies a range of activities tailored to their values. The aim is to strike a balance between professional and personal life.

“A healthy mind in a healthy body”

Food is a genuine lever for wellbeing. Nutrients help maintain good health.

It is important to take time for lunch and avoid rushed meals eaten at your desk.

The vending machine becomes a place to share and socialise.

Workplace health: a sometimes complex challenge…

On a regular or one-off basis, we can bring workplace health into your company through fresh fruit basket deliveries, a Healthy Corner, or local, organic surprise hampers delivered straight to your offices.

Chair massage sessions, sophrology, yoga, meditation and even an introduction to power napping are also on hand to boost wellbeing and improve workplace health.

Making the most of break times builds connection and considerably improves cohesion and wellbeing within teams, which in turn supports workplace health.

For the XXL Happyness team, fuelling the body with healthy food is essential to being effective and performing well at work.

When a break is a must…

Break times in a few telling figures:

• 93% of employees believe breaks contribute to their wellbeing,
• 80% enjoy catching up with colleagues,
• 66% enjoy catching up with colleagues, and take the opportunity to talk with their managers.

Source: Hub One survey, OpinionWay, 2018

Informal meeting spaces build connections within company life, considerably improving team cohesion and wellbeing — and sparking new ideas.

Sitting all day, back-to-back meetings and the constant push for performance lead to stress and anxiety.

These are the reasons why it is essential to look after your teams by offering them a variety of activities.

Indeed, under the French Labour Code, as soon as working time reaches 6 hours, a 20-minute break must be granted.

The break you need for an iron constitution!

Strengthen the company’s brand image and reputation

CSR events demonstrate the company’s commitment to a cause close to its heart and set it apart from competitors. They also help build loyalty among clients, partners and suppliers, who value the company’s responsible values and practices.

Improve the workplace atmosphere and employee motivation

Eco-responsible activities foster a sense of belonging and pride among employees, who feel involved in a shared, meaningful project. They also strengthen team cohesion, communication and collaboration between departments. And they can be an opportunity to develop employees’ skills and knowledge on CSR-related topics.

Cut costs and optimise company performance

CSR events can have a positive impact on reducing energy costs, waste management, risk prevention and more. They can also stimulate innovation and creativity within the company, helping it find new solutions to meet stakeholder expectations and sustainable development challenges.

To organise successful CSR events, a few principles should be followed. For example, choose a theme that is consistent with the company’s values and objectives and that engages stakeholders. Set a realistic budget suited to the target audience, taking environmental and social costs into account. Communicate effectively about the event, using appropriate channels and highlighting its positive outcomes. Finally, assess the event’s economic, environmental and human impact, and draw lessons for future CSR initiatives. The best way to handle this last step is to plan the event debrief before the event itself. This is part of XXL Happyness’s values: without this invaluable review of what the whole organisation achieved, it is hard to grasp all the ins and outs needed to improve and plan the next initiative.
In conclusion, organising CSR events, activities and workshops is an opportunity for a company to strengthen its responsible commitment, enhance its brand image and reputation, improve employee wellbeing and motivation, and optimise its economic and environmental performance.