{"id":186678,"date":"2023-05-25T16:54:56","date_gmt":"2023-05-25T14:54:56","guid":{"rendered":"https:\/\/atena.sk\/blog\/strategie-pro-snizeni-fluktuace-zamestnancu\/"},"modified":"2023-06-22T08:28:52","modified_gmt":"2023-06-22T06:28:52","slug":"strategie-pro-snizeni-fluktuace-zamestnancu","status":"publish","type":"post","link":"https:\/\/atena.sk\/blog\/cs\/strategie-pro-snizeni-fluktuace-zamestnancu\/","title":{"rendered":"Strategie pro sn\u00ed\u017een\u00ed fluktuace zam\u011bstnanc\u016f"},"content":{"rendered":"\n

Fluktuace zam\u011bstnanc\u016f je jedn\u00edm z nejv\u011bt\u0161\u00edch probl\u00e9m\u016f, kter\u00fdm \u010del\u00ed ka\u017ed\u00fd modern\u00ed zam\u011bstnavatel. Vysok\u00e1 fluktuace nejen naru\u0161uje dynamiku t\u00fdmu<\/strong>, ale tak\u00e9 ovliv\u0148uje produktivitu<\/strong> a brzd\u00ed r\u016fst. Dnes se pod\u00edv\u00e1me na \u00fa\u010dinn\u00e9 strategie pro sn\u00ed\u017een\u00ed fluktuace zam\u011bstnanc\u016f a udr\u017een\u00ed talent\u016f. Prohloub\u00edme pojet\u00ed tzv. Tich\u00fd odchod, d\u016fle\u017eitost \u0159e\u0161en\u00ed toxick\u00fdch zam\u011bstnanc\u016f a poskytneme tipy, jak si udr\u017eet \u0161pi\u010dkov\u00e9 zam\u011bstnance. <\/p>\n\n\n\n

Zdrav\u00e1 vs. nezdrav\u00e1 fluktuace zam\u011bstnanc\u016f<\/h2>\n\n

Nejd\u016fle\u017eit\u011bj\u0161\u00ed v\u011bc, kterou je t\u0159eba v\u011bd\u011bt o fluktuaci zam\u011bstnanc\u016f, je, \u017ee nen\u00ed jen negativn\u00ed<\/strong>. Fluktuace zam\u011bstnanc\u016f m\u016f\u017ee b\u00fdt pro firmu dobr\u00e1 – pokud jsou nahrazeni nespr\u00e1vn\u00ed lid\u00e9. \u017d\u00e1dn\u00fd n\u00e1borov\u00fd mana\u017eer na sv\u011bt\u011b nedok\u00e1\u017ee u\u010dinit stoprocentn\u011b<\/strong> spr\u00e1vn\u00e9 rozhodnut\u00ed. A to je norm\u00e1ln\u00ed – p\u0159e\u010dten\u00edm \u017eivotopisu a absolvov\u00e1n\u00edm 30 minutov\u00e9ho pohovoru se o \u010dlov\u011bku jednodu\u0161e nedozv\u00edte dost. Rozd\u00edl mezi dobr\u00fdmi a skv\u011bl\u00fdmi n\u00e1borov\u00fdmi mana\u017eery v\u0161ak nespo\u010d\u00edv\u00e1 ve schopnosti nab\u00edrat ty spr\u00e1vn\u00e9 lidi. Skute\u010dn\u00fd rozd\u00edl je ve schopnosti uznat, \u017ee se rozhodli \u0161patn\u011b, a propustit nevhodn\u00e9ho zam\u011bstnance. Pokud to neud\u011blaj\u00ed, bude jejich firma brzy pln\u00e1 zam\u011bstnanc\u016f, kte\u0159\u00ed ned\u011blaj\u00ed svou pr\u00e1ci tak, jak by m\u011bli, nebo mohou b\u00fdt dokonce toxi\u010dt\u00ed pro cel\u00fd t\u00fdm. <\/p>\n\n

\"\"<\/a><\/figure>\n\n

Jak se vypo\u0159\u00e1dat s toxick\u00fdmi zam\u011bstnanci<\/h2>\n\n

Toxi\u010dt\u00ed zam\u011bstnanci jsou ti, kte\u0159\u00ed negativn\u011b ovliv\u0148uj\u00ed produktivitu a pracovn\u00ed spokojenost sv\u00fdch koleg\u016f. \u010casto se u nich projevuje neust\u00e1l\u00e1 kritika<\/strong>, \u0161ikana <\/strong>a nespolupr\u00e1ce.<\/strong> Udr\u017een\u00ed takov\u00fdch zam\u011bstnanc\u016f m\u016f\u017ee m\u00edt negativn\u00ed vliv na mor\u00e1lku t\u00fdmu a v\u00e9st k vy\u0161\u0161\u00ed m\u00ed\u0159e fluktuace. Zam\u011bstnavatel\u00e9 by m\u011bli toxick\u00e9 chov\u00e1n\u00ed okam\u017eit\u011b \u0159e\u0161it, poskytnout poradenstv\u00ed nebo v p\u0159\u00edpad\u011b pot\u0159eby ukon\u010dit pracovn\u00ed pom\u011br. To je jasn\u00fdm sign\u00e1lem, \u017ee si organizace cen\u00ed zdrav\u00e9 pracovn\u00ed kultury a usiluje o spokojenost zam\u011bstnanc\u016f. <\/p>\n\n

Porozum\u011bn\u00ed tich\u00e9mu odchodu <\/h2>\n\n

Tich\u00fd odchod znamen\u00e1 stav, kdy je t\u0159eba pracovat jen tolik, kolik je pracovn\u00edkovi zaplaceno.„Tich\u00e1 v\u00fdpov\u011b\u010f<\/em>“ ozna\u010duje situaci, kdy jsou zam\u011bstnanci m\u00e9n\u011b ochotni ud\u011blat n\u011bco nav\u00edc. P\u0159estanou se sna\u017eit, chyb\u00ed jim motivace a postupn\u011b p\u0159estanou plnit sv\u00e9 c\u00edle. Identifikace „tich\u00fdch odchod\u016f<\/em>“ m\u016f\u017ee b\u00fdt obt\u00ed\u017en\u00e1, proto\u017ee zam\u011bstnanci \u010dasto maskuj\u00ed sv\u016fj odchod. Pro \u0159e\u0161en\u00ed tohoto probl\u00e9mu se zam\u011bstnavatel\u00e9 mus\u00ed zam\u011b\u0159it na vytv\u00e1\u0159en\u00ed pozitivn\u00edho pracovn\u00edho prost\u0159ed\u00ed, kter\u00e9 podporuje otev\u0159enou komunikaci. Dal\u0161\u00edm skv\u011bl\u00fdm zp\u016fsobem, jak \u0159e\u0161it„tich\u00fd odchod“<\/em>, je odm\u011b\u0148ovat v\u00fdkon nebo vysokou produktivitu – v z\u00e1vislosti na typu pr\u00e1ce. <\/p>\n\n

Jak si udr\u017eet talentovan\u00e9 zam\u011bstnance?<\/h2>\n\n

Dosud jsme se zab\u00fdvali„zdravou“<\/em> str\u00e1nkou fluktuace zam\u011bstnanc\u016f. D\u016fle\u017eit\u00e9 je propustit lidi, kte\u0159\u00ed nejsou vhodn\u00ed nebo ochotn\u00ed pr\u00e1ci vykon\u00e1vat. Na druhou stranu existuj\u00ed nadpr\u016fm\u011brn\u00ed pracovn\u00edci – lid\u00e9, kte\u0159\u00ed p\u0159ekon\u00e1vaj\u00ed v\u0161echny ostatn\u00ed, a p\u0159esto p\u0159ekvapuj\u00ed svou pracovn\u00ed mor\u00e1lkou a kreativitou. Pokud chcete zajistit, aby tito lid\u00e9 z\u016fstali ve va\u0161\u00ed organizaci co nejd\u00e9le a nad\u00e1le odv\u00e1d\u011bli dobrou pr\u00e1ci, mus\u00edte pracovat na jejich udr\u017een\u00ed dlouho p\u0159edt\u00edm, ne\u017e<\/strong> v\u016fbec za\u010dnou uva\u017eovat o odchodu (a\u0165 u\u017e se jedn\u00e1 o„tich\u00fd odchod<\/em>„, nebo ne). Zde je p\u011bt zp\u016fsob\u016f, jak toho dos\u00e1hnout. <\/p>\n\n

1. Budov\u00e1n\u00ed pozitivn\u00edho pracovn\u00edho prost\u0159ed\u00ed <\/h3>\n\n

Podporovat kulturu transparentnosti, respektu a uzn\u00e1n\u00ed. Sna\u017ete se o otev\u0159enou komunikaci, oce\u0148ujte \u00fasp\u011bchy zam\u011bstnanc\u016f a poskytujte jim konstruktivn\u00ed zp\u011btnou vazbu.<\/p>\n\n

2. Nab\u00eddn\u011bte p\u0159\u00edle\u017eitosti k profesn\u00edmu r\u016fstu <\/h3>\n\n

Zam\u011bstnanci oce\u0148uj\u00ed p\u0159\u00edle\u017eitosti ke vzd\u011bl\u00e1v\u00e1n\u00ed a rozvoji. Poskytn\u011bte jim \u0161kolic\u00ed programy, mentoring a mo\u017enosti kari\u00e9rn\u00edho postupu, kter\u00e9 jim pomohou zlep\u0161it jejich dovednosti a postoupit v r\u00e1mci va\u0161\u00ed spole\u010dnosti.<\/p>\n\n

3. Zaveden\u00ed konkurenceschopn\u00fdch plat\u016f a benefit\u016f<\/h3>\n\n

Bal\u00ed\u010dky a atraktivn\u00ed benefity mohou v\u00fdznamn\u011b p\u0159isp\u011bt ke spokojenosti zam\u011bstnanc\u016f. Pravideln\u011b p\u0159ezkoum\u00e1vejte a porovn\u00e1vejte odm\u011b\u0148ov\u00e1n\u00ed, abyste zajistili, \u017ee je v souladu s pr\u016fmyslov\u00fdmi standardy.<\/p>\n\n

4. Zaji\u0161t\u011bn\u00ed rovnov\u00e1hy mezi pracovn\u00edm a soukrom\u00fdm \u017eivotem <\/h3>\n\n

Usilujte o zdravou rovnov\u00e1hu mezi pracovn\u00edm a soukrom\u00fdm \u017eivotem zaveden\u00edm flexibiln\u00edch pracovn\u00edch re\u017eim\u016f, podporou wellness program\u016f a respektov\u00e1n\u00edm osobn\u00edho \u010dasu. Uv\u011bdomte si d\u016fle\u017eitost pohody zam\u011bstnanc\u016f a podpo\u0159te jejich celkovou spokojenost.<\/p>\n\n

5. Umo\u017enit t\u00fdmovou spolupr\u00e1ci <\/h3>\n\n

Zajist\u011bte t\u00fdmovou pr\u00e1ci a vytvo\u0159te prost\u0159ed\u00ed, ve kter\u00e9m se zam\u011bstnanci c\u00edt\u00ed cen\u011bni a podporov\u00e1ni. Zaveden\u00ed program\u016f odm\u011bn za v\u00fdjime\u010dn\u00fd v\u00fdkon, kter\u00e9 zv\u00fd\u0161\u00ed motivaci a loajalitu zam\u011bstnanc\u016f.<\/p>\n\n

Ve spole\u010dnosti Atena <\/a>v\u00edme, \u017ee zam\u011bstnanci jsou srdcem spole\u010dnosti. Bez tvrd\u00e9 pr\u00e1ce a oddanosti<\/a><\/strong> bychom za posledn\u00edch 15 let nedok\u00e1zali dos\u00e1hnout tak mnoho. P\u0159i ka\u017ed\u00e9 p\u0159\u00edle\u017eitosti jim za to d\u011bkujeme. Krom\u011b toho, \u017ee se star\u00e1me o to, aby na\u0161i zam\u011bstnanci vyd\u011bl\u00e1vali v dan\u00e9m odv\u011btv\u00ed nadpr\u016fm\u011brn\u011b, a poskytujeme jim mno\u017estv\u00ed benefit\u016f, odm\u011b\u0148ujeme i na\u0161e nejv\u00fdkonn\u011bj\u0161\u00ed pracovn\u00edky – letos byl odm\u011bnou z\u00e1jezd<\/a> na Kubu. Nezapomn\u011bli jsme v\u0161ak na zb\u00fdvaj\u00edc\u00edch 90 % lid\u00ed, kte\u0159\u00ed jsou ve spole\u010dnosti. Atena <\/a>kte\u0159\u00ed pracuj\u00ed ve spole\u010dnosti Atena – po\u0159\u00e1d\u00e1me celofiremn\u00ed teambuildingov\u00e9 akce,<\/a> na kter\u00e9 budou na\u0161i zam\u011bstnanci je\u0161t\u011b dlouho vzpom\u00ednat. <\/p>\n","protected":false},"excerpt":{"rendered":"

S fluktuac\u00ed zam\u011bstnanc\u016f se b\u011b\u017en\u011b setk\u00e1v\u00e1 ka\u017ed\u00e1 spole\u010dnost. V z\u00e1vislosti na mnoha faktorech, jako je odv\u011btv\u00ed, druh pr\u00e1ce a zejm\u00e9na pracovn\u00ed podm\u00ednky, m\u016f\u017ee b\u00fdt ni\u017e\u0161\u00ed nebo vy\u0161\u0161\u00ed. Kol\u00eds\u00e1n\u00ed m\u016f\u017ee b\u00fdt zdrav\u00e9 i nezdrav\u00e9. \u00dasp\u011bch \u010di ne\u00fasp\u011bch podniku z\u00e1vis\u00ed do zna\u010dn\u00e9 m\u00edry na tom, o jak\u00fd podnik se jedn\u00e1.<\/p>\n","protected":false},"author":20,"featured_media":185781,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[218,255],"tags":[],"acf":{"facebookpost":"Nen\u00ed snadn\u00e9 naj\u00edt vhodn\u00e9 zam\u011bstnance pro tuto pr\u00e1ci. ? Ale je mnohem t\u011b\u017e\u0161\u00ed je udr\u017eet. I kdy\u017e se jim to poda\u0159\u00ed, jejich produktivita a motivace \u010dasto \u010dasem kles\u00e1. ? Pro\u010d se to d\u011bje a jak to vy\u0159e\u0161it? ","popis_socialneho_obrazku":"Jak udr\u017eet talenty ve firm\u011b? 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