{"id":186668,"date":"2023-05-25T16:54:56","date_gmt":"2023-05-25T14:54:56","guid":{"rendered":"https:\/\/atena.sk\/blog\/strategii-de-reducere-a-rotatiei-angajatilor\/"},"modified":"2023-05-26T10:06:03","modified_gmt":"2023-05-26T08:06:03","slug":"strategii-de-reducere-a-rotatiei-angajatilor","status":"publish","type":"post","link":"https:\/\/atena.sk\/blog\/ro\/strategii-de-reducere-a-rotatiei-angajatilor\/","title":{"rendered":"Strategii de reducere a rota\u021biei angaja\u021bilor"},"content":{"rendered":"\n

Rota\u021bia angaja\u021bilor este una dintre cele mai mari provoc\u0103ri cu care se confrunt\u0103 orice angajator modern. Ratele ridicate de fluctua\u021bie a personalului nu numai c\u0103 perturb\u0103 dinamica echipei<\/strong>, dar afecteaz\u0103 \u0219i productivitatea<\/strong> \u0219i \u00eempiedic\u0103 cre\u0219terea. Ast\u0103zi, vom analiza strategiile eficiente pentru reducerea fluctua\u021biei de personal \u0219i p\u0103strarea talentelor. Haide\u021bi s\u0103 aprofund\u0103m conceptul de a\u0219a-zis. Demisia lini\u0219tit\u0103, importan\u021ba gestion\u0103rii angaja\u021bilor toxici \u0219i sfaturi pentru p\u0103strarea angaja\u021bilor de top. <\/p>\n\n\n\n

Rota\u021bia s\u0103n\u0103toas\u0103 vs. nes\u0103n\u0103toas\u0103 a angaja\u021bilor<\/h2>\n\n

Cel mai important lucru pe care trebuie s\u0103 \u00eel \u0219ti\u021bi despre fluctua\u021bia angaja\u021bilor este c\u0103 aceasta nu este doar negativ\u0103<\/strong>. Rota\u021bia angaja\u021bilor poate fi benefic\u0103 pentru o companie – at\u00e2ta timp c\u00e2t sunt \u00eenlocuite persoanele nepotrivite. Nu exist\u0103 niciun manager de angajare pe planet\u0103 care s\u0103 poat\u0103 lua o decizie 100%<\/strong> corect\u0103. \u0218i este normal – pur \u0219i simplu nu afli suficient despre o persoan\u0103 citind un CV \u0219i particip\u00e2nd la un interviu de 30 de minute. Cu toate acestea, diferen\u021ba dintre managerii de angajare buni \u0219i cei buni nu const\u0103 \u00een abilitatea de a recruta persoanele potrivite. Adev\u0103rata diferen\u021b\u0103 const\u0103 \u00een capacitatea de a accepta c\u0103 au luat o decizie gre\u0219it\u0103 \u0219i de a concedia un angajat nepotrivit. Dac\u0103 nu o fac, compania lor va fi \u00een cur\u00e2nd plin\u0103 de angaja\u021bi care nu \u00ee\u0219i fac treaba a\u0219a cum ar trebui, sau care pot fi chiar toxici pentru \u00eentreaga echip\u0103. <\/p>\n\n

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

Cum s\u0103 te descurci cu angaja\u021bii toxici<\/h2>\n\n

Angaja\u021bii toxici sunt cei care afecteaz\u0103 negativ productivitatea \u0219i satisfac\u021bia profesional\u0103 a colegilor lor. Ace\u0219tia manifest\u0103 adesea comportamente precum critica<\/strong> constant\u0103, intimidarea <\/strong>\u0219i lipsa de cooperare <\/strong>. P\u0103strarea acestor angaja\u021bi poate fi \u00een detrimentul moralului echipei \u0219i poate duce la rate mai mari de rota\u021bie. Angajatorii ar trebui s\u0103 abordeze imediat comportamentul toxic, s\u0103 ofere consiliere sau, dac\u0103 este necesar, s\u0103 \u00eenceteze contractul de munc\u0103. Acest lucru transmite un mesaj clar c\u0103 organiza\u021bia apreciaz\u0103 o cultur\u0103 s\u0103n\u0103toas\u0103 a muncii \u0219i c\u0103 se angajeaz\u0103 s\u0103 asigure satisfac\u021bia angaja\u021bilor. <\/p>\n\n

\u00cen\u021belegerea renun\u021b\u0103rii lini\u0219tite <\/h2>\n\n

Renun\u021barea lini\u0219tit\u0103 se refer\u0103 la starea de a avea nevoie s\u0103 lucreze doar at\u00e2t c\u00e2t este pl\u0103tit.„Quiet quitting<\/em>” se refer\u0103 la o situa\u021bie \u00een care angaja\u021bii sunt mai pu\u021bin dispu\u0219i s\u0103 fac\u0103 un efort suplimentar. Ace\u0219tia \u00eenceteaz\u0103 s\u0103 mai depun\u0103 efort, nu mai sunt motiva\u021bi \u0219i, treptat, nu-\u0219i mai ating obiectivele. Identificarea „plec\u0103rilor silen\u021bioase<\/em>” poate fi dificil\u0103, deoarece angaja\u021bii \u00ee\u0219i mascheaz\u0103 adesea dezangajarea. Pentru a aborda aceast\u0103 problem\u0103, angajatorii trebuie s\u0103 se concentreze pe crearea unui mediu de lucru pozitiv care s\u0103 \u00eencurajeze comunicarea deschis\u0103. O alt\u0103 modalitate excelent\u0103 de a aborda„plec\u0103rile silen\u021bioase<\/em>” este de a recompensa performan\u021ba sau productivitatea ridicat\u0103 – \u00een func\u021bie de tipul de munc\u0103. <\/p>\n\n

Cum s\u0103 re\u021bine\u021bi angaja\u021bii talenta\u021bi?<\/h2>\n\n

P\u00e2n\u0103 acum, am analizat partea„s\u0103n\u0103toas\u0103”<\/em> a fluctua\u021biei de personal. Este important s\u0103 concedia\u021bi persoanele care nu sunt potrivite sau care nu doresc s\u0103 \u00ee\u0219i fac\u0103 treaba. Pe de alt\u0103 parte, exist\u0103 lucr\u0103tori peste medie – oameni care au performan\u021be mai bune dec\u00e2t to\u021bi ceilal\u021bi \u0219i care, totu\u0219i, surprind prin etica muncii \u0219i creativitatea lor. Dac\u0103 dori\u021bi s\u0103 v\u0103 asigura\u021bi c\u0103 ace\u0219ti oameni r\u0103m\u00e2n \u00een organiza\u021bia dvs. c\u00e2t mai mult timp posibil \u0219i continu\u0103 s\u0103 fac\u0103 o treab\u0103 bun\u0103, trebuie s\u0103 v\u0103 str\u0103dui\u021bi s\u0103 \u00eei p\u0103stra\u021bi cu mult \u00eenainte<\/strong> ca ace\u0219tia s\u0103 se g\u00e2ndeasc\u0103 s\u0103 plece (indiferent dac\u0103 este vorba de o„plecare t\u0103cut\u0103<\/em>” sau nu). Iat\u0103 cinci modalit\u0103\u021bi de a face acest lucru. <\/p>\n\n

1. Crearea unui mediu de lucru pozitiv <\/h3>\n\n

Promovarea unei culturi a transparen\u021bei, respectului \u0219i recunoa\u0219terii. Face\u021bi eforturi pentru o comunicare deschis\u0103, recunoa\u0219te\u021bi realiz\u0103rile angaja\u021bilor \u0219i oferi\u021bi feedback constructiv.<\/p>\n\n

2. Oferi\u021bi oportunit\u0103\u021bi de cre\u0219tere profesional\u0103 <\/h3>\n\n

Angaja\u021bii apreciaz\u0103 oportunit\u0103\u021bile de \u00eenv\u0103\u021bare \u0219i dezvoltare. Oferi\u021bi-le programe de formare, mentorat \u0219i oportunit\u0103\u021bi de avansare \u00een carier\u0103 pentru a-i ajuta s\u0103 \u00ee\u0219i \u00eembun\u0103t\u0103\u021beasc\u0103 abilit\u0103\u021bile \u0219i s\u0103 avanseze \u00een cadrul companiei dumneavoastr\u0103.<\/p>\n\n

3. Introducerea unor salarii \u0219i beneficii competitive<\/h3>\n\n

Pachetele \u0219i beneficiile atractive pot contribui \u00een mod semnificativ la satisfac\u021bia angaja\u021bilor. s\u0103 revizuiasc\u0103 \u0219i s\u0103 compare periodic remunera\u021bia pentru a se asigura c\u0103 aceasta este \u00een conformitate cu standardele din domeniu.<\/p>\n\n

4. Asigurarea echilibrului \u00eentre via\u021ba profesional\u0103 \u0219i cea privat\u0103 <\/h3>\n\n

Face\u021bi eforturi pentru un echilibru s\u0103n\u0103tos \u00eentre via\u021ba profesional\u0103 \u0219i cea privat\u0103 prin introducerea unor modalit\u0103\u021bi de lucru flexibile, promovarea programelor de wellness \u0219i respectarea timpului personal. Recunoa\u0219te\u021bi importan\u021ba bun\u0103st\u0103rii angaja\u021bilor \u0219i promova\u021bi satisfac\u021bia general\u0103 a angaja\u021bilor.<\/p>\n\n

5. Permite munca \u00een echip\u0103 <\/h3>\n\n

Asigura\u021bi munca \u00een echip\u0103 \u0219i crea\u021bi un mediu \u00een care angaja\u021bii se simt aprecia\u021bi \u0219i sus\u021binu\u021bi. Introduce\u021bi programe de recompensare pentru a recunoa\u0219te performan\u021bele excep\u021bionale \u00een vederea cre\u0219terii motiva\u021biei \u0219i loialit\u0103\u021bii angaja\u021bilor.<\/p>\n\n

\u00cen cadrul companiei Atena <\/a>\u0219tim c\u0103 angaja\u021bii sunt inima companiei. F\u0103r\u0103 munc\u0103 asidu\u0103 \u0219i dedicare, nu am fi putut realiza at\u00e2t de multe \u00een ultimii 15 ani<\/a><\/strong>. Profit\u0103m de fiecare ocazie pentru a le mul\u021bumi pentru asta. Pe l\u00e2ng\u0103 faptul c\u0103 ne asigur\u0103m c\u0103 angaja\u021bii no\u0219tri c\u00e2\u0219tig\u0103 salarii peste media din industrie \u0219i le oferim o serie de beneficii, \u00eei recompens\u0103m \u0219i pe cei mai performan\u021bi dintre noi – recompensa din acest an a fost o excursie \u00een Cuba<\/a>. Dar nu am uitat nici de ceilal\u021bi 90% care lucreaz\u0103 la Atena<\/a> – organiz\u0103m evenimente de teambuilding<\/a> la nivelul \u00eentregii companii, pe care angaja\u021bii no\u0219tri s\u0103 \u0219i le aminteasc\u0103 mult timp de acum \u00eencolo. <\/p>\n","protected":false},"excerpt":{"rendered":"

Rota\u021bia angaja\u021bilor este un fenomen cu care se confrunt\u0103 \u00een mod obi\u0219nuit orice companie. \u00cen func\u021bie de mai mul\u021bi factori, cum ar fi sectorul, tipul de munc\u0103 \u0219i, mai ales, condi\u021biile de munc\u0103, acesta poate fi mai mic sau mai mare. Fluctua\u021bia poate fi s\u0103n\u0103toas\u0103 sau nes\u0103n\u0103toas\u0103. Succesul sau e\u0219ecul unei afaceri depinde \u00een mare m\u0103sur\u0103 de care este aceasta.<\/p>\n","protected":false},"author":20,"featured_media":185795,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[137,167],"tags":[],"acf":{"facebookpost":"Nu este u\u0219or s\u0103 g\u0103se\u0219ti angaja\u021bi potrivi\u021bi pentru un anumit loc de munc\u0103. ? Dar este mult mai greu s\u0103 le p\u0103strezi. Chiar \u0219i atunci c\u00e2nd o fac, productivitatea \u0219i motiva\u021bia lor scad adesea \u00een timp. ? De ce se \u00eent\u00e2mpl\u0103 acest lucru \u0219i cum se poate rezolva? ","popis_socialneho_obrazku":"Cum s\u0103 p\u0103strezi talentele \u00een companie? "},"yoast_head":"\nStrategii de reducere a rota\u021biei angaja\u021bilor - Atena blog<\/title>\n<meta name=\"description\" content=\"Rota\u021bia angaja\u021bilor reprezint\u0103 \u00een prezent o provocare major\u0103 pentru angajatori, \u00eens\u0103 m\u0103surile proactive o pot preveni.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/atena.sk\/blog\/ro\/strategii-de-reducere-a-rotatiei-angajatilor\/\" \/>\n<meta property=\"og:locale\" content=\"ro_RO\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Strategii de reducere a rota\u021biei angaja\u021bilor - Atena blog\" \/>\n<meta property=\"og:description\" content=\"Rota\u021bia angaja\u021bilor este un fenomen cu care se confrunt\u0103 \u00een mod obi\u0219nuit orice companie. \u00cen func\u021bie de mai mul\u021bi factori, cum ar fi sectorul, tipul de munc\u0103 \u0219i, mai ales, condi\u021biile de munc\u0103, acesta poate fi mai mic sau mai mare. 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Iar succesul sau e\u0219ecul unei afaceri depinde \u00een mare m\u0103sur\u0103 de care este aceasta.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/atena.sk\/blog\/ro\/strategii-de-reducere-a-rotatiei-angajatilor\/\" \/>\n<meta property=\"og:site_name\" content=\"Atena blog\" \/>\n<meta property=\"article:published_time\" content=\"2023-05-25T14:54:56+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2023-05-26T08:06:03+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/atena.sk\/blog\/wp-content\/uploads\/2023\/05\/AdobeStock_315885659-1024x576.jpg\" \/>\n<meta name=\"author\" content=\"Marin Nedelev\" \/>\n<meta name=\"twitter:label1\" content=\"Scris de\" \/>\n\t<meta name=\"twitter:data1\" content=\"Marin Nedelev\" \/>\n\t<meta name=\"twitter:label2\" content=\"Timp estimat pentru citire\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"NewsArticle\",\"@id\":\"https:\/\/atena.sk\/blog\/ro\/strategii-de-reducere-a-rotatiei-angajatilor\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/atena.sk\/blog\/ro\/strategii-de-reducere-a-rotatiei-angajatilor\/\"},\"author\":{\"name\":\"Marin Nedelev\",\"@id\":\"https:\/\/atena.sk\/blog\/ro\/#\/schema\/person\/0ae6c6390563d6555f91b0db4767e168\"},\"headline\":\"Strategii de reducere a rota\u021biei angaja\u021bilor\",\"datePublished\":\"2023-05-25T14:54:56+00:00\",\"dateModified\":\"2023-05-26T08:06:03+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/atena.sk\/blog\/ro\/strategii-de-reducere-a-rotatiei-angajatilor\/\"},\"wordCount\":1016,\"publisher\":{\"@id\":\"https:\/\/atena.sk\/blog\/ro\/#organization\"},\"image\":{\"@id\":\"https:\/\/atena.sk\/blog\/ro\/strategii-de-reducere-a-rotatiei-angajatilor\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/atena.sk\/blog\/wp-content\/uploads\/2023\/05\/AdobeStock_315885659-scaled.jpg\",\"articleSection\":[\"Companii\",\"Angaja\u021bi\"],\"inLanguage\":\"ro-RO\"},{\"@type\":[\"WebPage\",\"ItemPage\"],\"@id\":\"https:\/\/atena.sk\/blog\/ro\/strategii-de-reducere-a-rotatiei-angajatilor\/\",\"url\":\"https:\/\/atena.sk\/blog\/ro\/strategii-de-reducere-a-rotatiei-angajatilor\/\",\"name\":\"Strategii de reducere a rota\u021biei angaja\u021bilor - 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Rota\u021bia angaja\u021bilor poate fi s\u0103n\u0103toas\u0103 sau nes\u0103n\u0103toas\u0103. 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