{"id":185773,"date":"2023-05-25T16:54:56","date_gmt":"2023-05-25T14:54:56","guid":{"rendered":"https:\/\/atena.sk\/blog\/?p=185773"},"modified":"2023-05-25T16:55:03","modified_gmt":"2023-05-25T14:55:03","slug":"strategie-na-znizenie-fluktuacie-zamestnancov","status":"publish","type":"post","link":"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/","title":{"rendered":"Strat\u00e9gie na zn\u00ed\u017eenie fluktu\u00e1cie zamestnancov"},"content":{"rendered":"\n

Fluktu\u00e1cia zamestnancov je jednou z najv\u00e4\u010d\u0161\u00edch v\u00fdziev, ktor\u00fdm \u010del\u00ed ka\u017ed\u00fd modern\u00fd zamestn\u00e1vate\u013e. Vysok\u00e1 miera fluktu\u00e1cie nielen\u017ee nar\u00fa\u0161a t\u00edmov\u00fa dynamiku<\/strong>, ale ovplyv\u0148uje aj produktivitu<\/strong> a brzd\u00ed rast. Dnes sa budeme zaobera\u0165 \u00fa\u010dinn\u00fdmi strat\u00e9giami na zn\u00ed\u017eenie fluktu\u00e1cie zamestnancov a udr\u017eanie talentovan\u00fdch pracovn\u00edkov. Preh\u013abime koncept tzv. Quiet quittingu – „tich\u00e9ho odchodu“, d\u00f4le\u017eitos\u0165 rie\u0161enia probl\u00e9mu toxick\u00fdch zamestnancov a poskytneme tipy na udr\u017eanie \u0161pi\u010dkov\u00fdch zamestnancov. <\/p>\n\n\n\n\n\n\n\n

Zdrav\u00e1 vs. nezdrav\u00e1 fluktu\u00e1cia zamestnancov<\/h2>\n\n\n\n

Najd\u00f4le\u017eitej\u0161ia vec, ktor\u00fa mus\u00edme vedie\u0165 o fluktu\u00e1cii zamestnancov, je, \u017ee nie je len negat\u00edvna<\/strong>. Fluktu\u00e1cia zamestnancov m\u00f4\u017ee by\u0165 pre spolo\u010dnos\u0165 prospe\u0161n\u00e1 – pokia\u013e s\u00fa nahraden\u00ed nespr\u00e1vni \u013eudia. Na tejto plan\u00e9te neexistuje n\u00e1borov\u00fd mana\u017e\u00e9r, ktor\u00fd by sa dok\u00e1zal na 100 %<\/strong> rozhodn\u00fa\u0165 spr\u00e1vne. A to je norm\u00e1lne – pre\u010d\u00edtan\u00edm \u017eivotopisu a 30-min\u00fatov\u00fdm pohovorom sa o \u010dloveku jednoducho nedozviete dos\u0165. Rozdiel medzi dobr\u00fdmi a skvel\u00fdmi n\u00e1borov\u00fdmi mana\u017e\u00e9rmi v\u0161ak nespo\u010d\u00edva v schopnosti prij\u00edma\u0165 spr\u00e1vnych \u013eud\u00ed. Naozajstn\u00fd rozdiel je v schopnosti prija\u0165 skuto\u010dnos\u0165, \u017ee urobili nespr\u00e1vne rozhodnutie, a prepusti\u0165 nevhodn\u00e9ho zamestnanca. Ak tak neurobia, ich spolo\u010dnos\u0165 bude \u010doskoro pln\u00e1 zamestnancov, ktor\u00ed svoju pr\u00e1cu nevykon\u00e1vaj\u00fa tak, ako maj\u00fa, alebo m\u00f4\u017eu by\u0165 dokonca toxick\u00ed pre cel\u00fd kolekt\u00edv. <\/p>\n\n\n\n

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

Ako sa vysporiada\u0165 s toxick\u00fdmi zamestnancami<\/h2>\n\n\n\n

Toxick\u00ed zamestnanci s\u00fa t\u00ed, ktor\u00ed negat\u00edvne ovplyv\u0148uj\u00fa produktivitu a spokojnos\u0165 svojich kolegov v pr\u00e1ci. \u010casto sa u nich prejavuje spr\u00e1vanie, ako napr\u00edklad neust\u00e1la kritika<\/strong>, \u0161ikanovanie <\/strong>a neochota <\/strong>spolupracova\u0165. Ponechanie si tak\u00fdchto zamestnancov m\u00f4\u017ee by\u0165 \u0161kodliv\u00e9 pre mor\u00e1lku t\u00edmu a vies\u0165 k vy\u0161\u0161ej miere fluktu\u00e1cie. Zamestn\u00e1vatelia by mali toxick\u00e9 spr\u00e1vanie rie\u0161i\u0165 okam\u017eite, poskytn\u00fa\u0165 poradenstvo alebo v pr\u00edpade potreby ukon\u010di\u0165 pracovn\u00fd pomer. T\u00fdm sa vy\u0161le jasn\u00fd sign\u00e1l, \u017ee organiz\u00e1cia si v\u00e1\u017ei zdrav\u00fa pracovn\u00fa kult\u00faru a je odhodlan\u00e1 postara\u0165 sa o spokojnos\u0165 svojich zamestnancov. <\/p>\n\n\n\n

Pochopenie Quiet quittingu – „tich\u00e9ho odchodu“ <\/h2>\n\n\n\n

Pojem Quiet quitting ozna\u010duje stav potreby pracova\u0165 len to\u013eko, za ko\u013eko m\u00e1 pracovn\u00edk zaplaten\u00e9. „Tich\u00fd odchod<\/em>“ sa vz\u0165ahuje na situ\u00e1ciu, ke\u010f sa u zamestnancov zni\u017euje ochota robi\u0165 nie\u010do navy\u0161e. Prestan\u00fa vynaklada\u0165 \u00fasilie, ch\u00fdba im motiv\u00e1cia a postupne prest\u00e1vaj\u00fa plni\u0165 stanoven\u00e9 ciele. Identifikova\u0165 „tich\u00fd odchod<\/em>“ m\u00f4\u017ee by\u0165 n\u00e1ro\u010dn\u00e9, preto\u017ee zamestnanci \u010dasto maskuj\u00fa svoju neanga\u017eovanos\u0165. Aby zamestn\u00e1vatelia tento probl\u00e9m vyrie\u0161ili, musia sa zamera\u0165 na vytvorenie pozit\u00edvneho pracovn\u00e9ho prostredia, ktor\u00e9 podporuje otvoren\u00fa komunik\u00e1ciu. \u010eal\u0161\u00edm skvel\u00fdm sp\u00f4sobom rie\u0161enia „tich\u00e9ho odch\u00e1dzania<\/em>“ je odme\u0148ovanie za v\u00fdsledky alebo vysok\u00fa produktivitu – v z\u00e1vislosti od typu pr\u00e1ce. <\/p>\n\n\n\n

Ako si udr\u017ea\u0165 talentovan\u00fdch zamestnancov?<\/h2>\n\n\n\n

Doteraz sme sa venovali „zdravej<\/em>“ str\u00e1nke fluktu\u00e1cie zamestnancov. Je d\u00f4le\u017eit\u00e9 prep\u00fa\u0161\u0165a\u0165 \u013eud\u00ed, ktor\u00ed s\u00fa nevhodn\u00ed alebo neochotn\u00ed vykon\u00e1va\u0165 pr\u00e1cu. Na druhej strane s\u00fa tu nadpriemern\u00ed pracovn\u00edci – \u013eudia, ktor\u00ed prekon\u00e1vaj\u00fa v\u00fdsledky v\u0161etk\u00fdch a st\u00e1le prekvapuj\u00fa svojou pracovnou mor\u00e1lkou a kreativitou. Ak chcete zabezpe\u010di\u0165, aby t\u00edto \u013eudia zostali vo va\u0161ej organiz\u00e1cii \u010do najdlh\u0161ie a pokra\u010dovali v dobrej pr\u00e1ci, mus\u00edte pracova\u0165 na ich udr\u017ean\u00ed ove\u013ea sk\u00f4r,<\/strong> ako v\u00f4bec za\u010dn\u00fa uva\u017eova\u0165 o odchode (bez oh\u013eadu na to, \u010di ide o „tich\u00fd odchod<\/em>“ alebo nie). Tu je p\u00e4\u0165 sp\u00f4sobov, ako to dosiahnu\u0165. <\/p>\n\n\n\n

1. Budujte pozit\u00edvne pracovn\u00e9 prostredie <\/h3>\n\n\n\n

Podporujte kult\u00faru transparentnosti, re\u0161pektu a uznania. Sna\u017ete sa o otvoren\u00fa komunik\u00e1ciu, oce\u0148ujte \u00faspechy zamestnancov a poskytnite kon\u0161trukt\u00edvnu sp\u00e4tn\u00fa v\u00e4zbu.<\/p>\n\n\n\n

2. Pon\u00faknite pr\u00edle\u017eitosti na profesion\u00e1lny rast <\/h3>\n\n\n\n

Zamestnanci si cenia pr\u00edle\u017eitosti na vzdel\u00e1vanie a rozvoj. Poskytnite im vzdel\u00e1vacie programy, mentoring a mo\u017enosti kari\u00e9rneho postupu, ktor\u00e9 im pom\u00f4\u017eu zlep\u0161i\u0165 zru\u010dnosti a napredova\u0165 v r\u00e1mci va\u0161ej firmy.<\/p>\n\n\n\n

3. Zavedenie konkuren\u010dn\u00e9ho odme\u0148ovania a v\u00fdhod<\/h3>\n\n\n\n

Bal\u00ed\u010dky a atrakt\u00edvne benefity m\u00f4\u017eu v\u00fdznamne prispie\u0165 k spokojnosti zamestnancov. Pravidelne prehodnocujte a porovn\u00e1vajte odme\u0148ovanie, aby bolo v s\u00falade so \u0161tandardmi v odvetv\u00ed.<\/p>\n\n\n\n

4. Zaistite rovnov\u00e1hu medzi pracovn\u00fdm a s\u00fakromn\u00fdm \u017eivotom <\/h3>\n\n\n\n

Sna\u017ete sa o zdrav\u00fa rovnov\u00e1hu medzi pracovn\u00fdm a s\u00fakromn\u00fdm \u017eivotom zaveden\u00edm flexibiln\u00fdch pracovn\u00fdch podmienok, podporou wellness programov a re\u0161pektovan\u00edm osobn\u00e9ho \u010dasu. Uznajte d\u00f4le\u017eitos\u0165 pohody zamestnancov a podporujte ich celkov\u00fa spokojnos\u0165.<\/p>\n\n\n\n

5. Umo\u017enite t\u00edmov\u00fa spolupr\u00e1cu <\/h3>\n\n\n\n

Postarajte sa o t\u00edmov\u00fa pr\u00e1cu a vytv\u00e1rajte prostredie, v ktorom sa zamestnanci bud\u00fa c\u00edti\u0165 cenen\u00ed a podporovan\u00ed. Zav\u00e1dzajte programy odme\u0148ovania, aby ste ocenili v\u00fdnimo\u010dn\u00fd v\u00fdkon, \u010d\u00edm sa zv\u00fd\u0161i motiv\u00e1cia a lojalita zamestnancov.<\/p>\n\n\n\n

V spolo\u010dnosti Atena <\/a>vieme, \u017ee zamestnanci s\u00fa srdcom spolo\u010dnosti. Bez tvrdej pr\u00e1ce a oddanosti by sme za posledn\u00fdch 15 rokov<\/a><\/strong> nedok\u00e1zali dosiahnu\u0165 tak ve\u013ea. Vyu\u017e\u00edvame ka\u017ed\u00fa pr\u00edle\u017eitos\u0165, aby sme sa im za to po\u010fakovali. Okrem toho, \u017ee sa star\u00e1me o to, aby na\u0161i zamestnanci zar\u00e1bali v danom odvetv\u00ed nadpriemerne, a poskytujeme im mno\u017estvo benefitov, odme\u0148ujeme aj na\u0161ich najv\u00fdkonnej\u0161\u00edch pracovn\u00edkov – tento rok bol odmenou z\u00e1jazd na Kubu<\/a>. Nezabudli sme v\u0161ak ani na zvy\u0161n\u00fdch 90 %, ktor\u00ed v spolo\u010dnosti Atena <\/a>pracuj\u00fa – organizujeme celofiremn\u00e9 teambuildingy<\/a>, na ktor\u00e9 m\u00f4\u017eu na\u0161i zamestnanci spom\u00edna\u0165 e\u0161te dlh\u00fd \u010das. <\/p>\n","protected":false},"excerpt":{"rendered":"

Fluktu\u00e1cia zamestnancov je nie\u010do, s \u010d\u00edm sa be\u017ene stret\u00e1va ka\u017ed\u00e1 spolo\u010dnos\u0165. V z\u00e1vislosti od mnoh\u00fdch faktorov ako odvetvie, druh pr\u00e1ce a predov\u0161etk\u00fdm pracovn\u00e9 podmienky, m\u00f4\u017ee by\u0165 ni\u017e\u0161ia alebo vy\u0161\u0161ia. Fluktu\u00e1cia m\u00f4\u017ee by\u0165 zdrav\u00e1 alebo nezdrav\u00e1. \u00daspech \u010di ne\u00faspech podniku sa do ve\u013ekej miery odv\u00edja od toho, ktor\u00e1 z nich to je.<\/p>\n","protected":false},"author":20,"featured_media":185774,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[54,77],"tags":[],"acf":{"facebookpost":"Nie je \u013eahk\u00e9 n\u00e1js\u0165 vhodn\u00fdch zamestnancov na dan\u00fa pracovn\u00fa poz\u00edciu. ? Ove\u013ea \u0165a\u017e\u0161ie je v\u0161ak udr\u017ea\u0165 si ich. Aj ke\u010f sa to podar\u00ed, \u010dasto ich produktivita a motiv\u00e1cia \u010dasom kles\u00e1. ? Pre\u010do sa to deje a ako to vyrie\u0161i\u0165? ","popis_socialneho_obrazku":"Ako vo firme udr\u017ea\u0165 talenty? "},"yoast_head":"\nStrat\u00e9gie na zn\u00ed\u017eenie fluktu\u00e1cie zamestnancov - Atena blog<\/title>\n<meta name=\"description\" content=\"Fluktu\u00e1cia zamestnancov je v s\u00fa\u010dasnosti pre zamestn\u00e1vate\u013eov ve\u013ekou v\u00fdzvou, ale proakt\u00edvne opatrenia jej m\u00f4\u017eu zabr\u00e1ni\u0165.\" \/>\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\/strategie-na-znizenie-fluktuacie-zamestnancov\/\" \/>\n<meta property=\"og:locale\" content=\"sk_SK\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Strat\u00e9gie na zn\u00ed\u017eenie fluktu\u00e1cie zamestnancov - Atena blog\" \/>\n<meta property=\"og:description\" content=\"Fluktu\u00e1cia zamestnancov je nie\u010do, s \u010d\u00edm sa be\u017ene stret\u00e1va ka\u017ed\u00e1 spolo\u010dnos\u0165. V z\u00e1vislosti od mnoh\u00fdch faktorov, ako je odvetvie, druh pr\u00e1ce a predov\u0161etk\u00fdm pracovn\u00e9 podmienky, m\u00f4\u017ee by\u0165 ni\u017e\u0161ia alebo vy\u0161\u0161ia. Fluktu\u00e1cia zamestnancov m\u00f4\u017ee by\u0165 zdrav\u00e1 alebo nezdrav\u00e1. A \u00faspech alebo ne\u00faspech podniku do ve\u013ekej miery z\u00e1vis\u00ed od toho, ktor\u00fd z nich to je.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/\" \/>\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=\"2023-05-25T14:55:03+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/atena.sk\/blog\/wp-content\/uploads\/2023\/05\/insta-post-296.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"630\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Marin Nedelev\" \/>\n<meta name=\"twitter:label1\" content=\"Autor\" \/>\n\t<meta name=\"twitter:data1\" content=\"Marin Nedelev\" \/>\n\t<meta name=\"twitter:label2\" content=\"Predpokladan\u00fd \u010das \u010d\u00edtania\" \/>\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\/strategie-na-znizenie-fluktuacie-zamestnancov\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/\"},\"author\":{\"name\":\"Marin Nedelev\",\"@id\":\"https:\/\/atena.sk\/blog\/#\/schema\/person\/0ae6c6390563d6555f91b0db4767e168\"},\"headline\":\"Strat\u00e9gie na zn\u00ed\u017eenie fluktu\u00e1cie zamestnancov\",\"datePublished\":\"2023-05-25T14:54:56+00:00\",\"dateModified\":\"2023-05-25T14:55:03+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/\"},\"wordCount\":957,\"publisher\":{\"@id\":\"https:\/\/atena.sk\/blog\/#organization\"},\"image\":{\"@id\":\"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/atena.sk\/blog\/wp-content\/uploads\/2023\/05\/AdobeStock_315885659-scaled.jpg\",\"articleSection\":[\"Firmy\",\"Personalistika\"],\"inLanguage\":\"sk-SK\"},{\"@type\":[\"WebPage\",\"ItemPage\"],\"@id\":\"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/\",\"url\":\"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/\",\"name\":\"Strat\u00e9gie na zn\u00ed\u017eenie fluktu\u00e1cie zamestnancov - Atena blog\",\"isPartOf\":{\"@id\":\"https:\/\/atena.sk\/blog\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/atena.sk\/blog\/wp-content\/uploads\/2023\/05\/AdobeStock_315885659-scaled.jpg\",\"datePublished\":\"2023-05-25T14:54:56+00:00\",\"dateModified\":\"2023-05-25T14:55:03+00:00\",\"description\":\"Fluktu\u00e1cia zamestnancov je v s\u00fa\u010dasnosti pre zamestn\u00e1vate\u013eov ve\u013ekou v\u00fdzvou, ale proakt\u00edvne opatrenia jej m\u00f4\u017eu zabr\u00e1ni\u0165.\",\"breadcrumb\":{\"@id\":\"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/#breadcrumb\"},\"inLanguage\":\"sk-SK\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"sk-SK\",\"@id\":\"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/#primaryimage\",\"url\":\"https:\/\/atena.sk\/blog\/wp-content\/uploads\/2023\/05\/AdobeStock_315885659-scaled.jpg\",\"contentUrl\":\"https:\/\/atena.sk\/blog\/wp-content\/uploads\/2023\/05\/AdobeStock_315885659-scaled.jpg\",\"width\":2780,\"height\":1564,\"caption\":\"Ako zn\u00ed\u017ei\u0165 fluktu\u00e1ciu zamestnancov\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/atena.sk\/blog\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Strat\u00e9gie na zn\u00ed\u017eenie fluktu\u00e1cie zamestnancov\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/atena.sk\/blog\/#website\",\"url\":\"https:\/\/atena.sk\/blog\/\",\"name\":\"Atena blog\",\"description\":\"Blog spolo\u010dnosti atena\",\"publisher\":{\"@id\":\"https:\/\/atena.sk\/blog\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/atena.sk\/blog\/?s={search_term_string}\"},\"query-input\":\"required name=search_term_string\"}],\"inLanguage\":\"sk-SK\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/atena.sk\/blog\/#organization\",\"name\":\"ATENA\",\"url\":\"https:\/\/atena.sk\/blog\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"sk-SK\",\"@id\":\"https:\/\/atena.sk\/blog\/#\/schema\/logo\/image\/\",\"url\":\"https:\/\/atena.sk\/blog\/wp-content\/uploads\/2022\/08\/logo.png\",\"contentUrl\":\"https:\/\/atena.sk\/blog\/wp-content\/uploads\/2022\/08\/logo.png\",\"width\":3543,\"height\":3543,\"caption\":\"ATENA\"},\"image\":{\"@id\":\"https:\/\/atena.sk\/blog\/#\/schema\/logo\/image\/\"}},{\"@type\":\"Person\",\"@id\":\"https:\/\/atena.sk\/blog\/#\/schema\/person\/0ae6c6390563d6555f91b0db4767e168\",\"name\":\"Marin Nedelev\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"sk-SK\",\"@id\":\"https:\/\/atena.sk\/blog\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/c7908085eb1039e4706a94fc58b04d66?s=96&d=mm&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/c7908085eb1039e4706a94fc58b04d66?s=96&d=mm&r=g\",\"caption\":\"Marin Nedelev\"},\"url\":\"https:\/\/atena.sk\/blog\/author\/marin-nedelev\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Strat\u00e9gie na zn\u00ed\u017eenie fluktu\u00e1cie zamestnancov - Atena blog","description":"Fluktu\u00e1cia zamestnancov je v s\u00fa\u010dasnosti pre zamestn\u00e1vate\u013eov ve\u013ekou v\u00fdzvou, ale proakt\u00edvne opatrenia jej m\u00f4\u017eu zabr\u00e1ni\u0165.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/","og_locale":"sk_SK","og_type":"article","og_title":"Strat\u00e9gie na zn\u00ed\u017eenie fluktu\u00e1cie zamestnancov - Atena blog","og_description":"Fluktu\u00e1cia zamestnancov je nie\u010do, s \u010d\u00edm sa be\u017ene stret\u00e1va ka\u017ed\u00e1 spolo\u010dnos\u0165. V z\u00e1vislosti od mnoh\u00fdch faktorov, ako je odvetvie, druh pr\u00e1ce a predov\u0161etk\u00fdm pracovn\u00e9 podmienky, m\u00f4\u017ee by\u0165 ni\u017e\u0161ia alebo vy\u0161\u0161ia. Fluktu\u00e1cia zamestnancov m\u00f4\u017ee by\u0165 zdrav\u00e1 alebo nezdrav\u00e1. A \u00faspech alebo ne\u00faspech podniku do ve\u013ekej miery z\u00e1vis\u00ed od toho, ktor\u00fd z nich to je.","og_url":"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/","og_site_name":"Atena blog","article_published_time":"2023-05-25T14:54:56+00:00","article_modified_time":"2023-05-25T14:55:03+00:00","og_image":[{"width":1200,"height":630,"url":"https:\/\/atena.sk\/blog\/wp-content\/uploads\/2023\/05\/insta-post-296.png","type":"image\/png"}],"author":"Marin Nedelev","twitter_misc":{"Autor":"Marin Nedelev","Predpokladan\u00fd \u010das \u010d\u00edtania":"5 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"NewsArticle","@id":"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/#article","isPartOf":{"@id":"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/"},"author":{"name":"Marin Nedelev","@id":"https:\/\/atena.sk\/blog\/#\/schema\/person\/0ae6c6390563d6555f91b0db4767e168"},"headline":"Strat\u00e9gie na zn\u00ed\u017eenie fluktu\u00e1cie zamestnancov","datePublished":"2023-05-25T14:54:56+00:00","dateModified":"2023-05-25T14:55:03+00:00","mainEntityOfPage":{"@id":"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/"},"wordCount":957,"publisher":{"@id":"https:\/\/atena.sk\/blog\/#organization"},"image":{"@id":"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/#primaryimage"},"thumbnailUrl":"https:\/\/atena.sk\/blog\/wp-content\/uploads\/2023\/05\/AdobeStock_315885659-scaled.jpg","articleSection":["Firmy","Personalistika"],"inLanguage":"sk-SK"},{"@type":["WebPage","ItemPage"],"@id":"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/","url":"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/","name":"Strat\u00e9gie na zn\u00ed\u017eenie fluktu\u00e1cie zamestnancov - Atena blog","isPartOf":{"@id":"https:\/\/atena.sk\/blog\/#website"},"primaryImageOfPage":{"@id":"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/#primaryimage"},"image":{"@id":"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/#primaryimage"},"thumbnailUrl":"https:\/\/atena.sk\/blog\/wp-content\/uploads\/2023\/05\/AdobeStock_315885659-scaled.jpg","datePublished":"2023-05-25T14:54:56+00:00","dateModified":"2023-05-25T14:55:03+00:00","description":"Fluktu\u00e1cia zamestnancov je v s\u00fa\u010dasnosti pre zamestn\u00e1vate\u013eov ve\u013ekou v\u00fdzvou, ale proakt\u00edvne opatrenia jej m\u00f4\u017eu zabr\u00e1ni\u0165.","breadcrumb":{"@id":"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/#breadcrumb"},"inLanguage":"sk-SK","potentialAction":[{"@type":"ReadAction","target":["https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/"]}]},{"@type":"ImageObject","inLanguage":"sk-SK","@id":"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/#primaryimage","url":"https:\/\/atena.sk\/blog\/wp-content\/uploads\/2023\/05\/AdobeStock_315885659-scaled.jpg","contentUrl":"https:\/\/atena.sk\/blog\/wp-content\/uploads\/2023\/05\/AdobeStock_315885659-scaled.jpg","width":2780,"height":1564,"caption":"Ako zn\u00ed\u017ei\u0165 fluktu\u00e1ciu zamestnancov"},{"@type":"BreadcrumbList","@id":"https:\/\/atena.sk\/blog\/strategie-na-znizenie-fluktuacie-zamestnancov\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/atena.sk\/blog\/"},{"@type":"ListItem","position":2,"name":"Strat\u00e9gie na zn\u00ed\u017eenie fluktu\u00e1cie zamestnancov"}]},{"@type":"WebSite","@id":"https:\/\/atena.sk\/blog\/#website","url":"https:\/\/atena.sk\/blog\/","name":"Atena blog","description":"Blog spolo\u010dnosti atena","publisher":{"@id":"https:\/\/atena.sk\/blog\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/atena.sk\/blog\/?s={search_term_string}"},"query-input":"required name=search_term_string"}],"inLanguage":"sk-SK"},{"@type":"Organization","@id":"https:\/\/atena.sk\/blog\/#organization","name":"ATENA","url":"https:\/\/atena.sk\/blog\/","logo":{"@type":"ImageObject","inLanguage":"sk-SK","@id":"https:\/\/atena.sk\/blog\/#\/schema\/logo\/image\/","url":"https:\/\/atena.sk\/blog\/wp-content\/uploads\/2022\/08\/logo.png","contentUrl":"https:\/\/atena.sk\/blog\/wp-content\/uploads\/2022\/08\/logo.png","width":3543,"height":3543,"caption":"ATENA"},"image":{"@id":"https:\/\/atena.sk\/blog\/#\/schema\/logo\/image\/"}},{"@type":"Person","@id":"https:\/\/atena.sk\/blog\/#\/schema\/person\/0ae6c6390563d6555f91b0db4767e168","name":"Marin Nedelev","image":{"@type":"ImageObject","inLanguage":"sk-SK","@id":"https:\/\/atena.sk\/blog\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/c7908085eb1039e4706a94fc58b04d66?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/c7908085eb1039e4706a94fc58b04d66?s=96&d=mm&r=g","caption":"Marin Nedelev"},"url":"https:\/\/atena.sk\/blog\/author\/marin-nedelev\/"}]}},"_links":{"self":[{"href":"https:\/\/atena.sk\/blog\/wp-json\/wp\/v2\/posts\/185773"}],"collection":[{"href":"https:\/\/atena.sk\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/atena.sk\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/atena.sk\/blog\/wp-json\/wp\/v2\/users\/20"}],"replies":[{"embeddable":true,"href":"https:\/\/atena.sk\/blog\/wp-json\/wp\/v2\/comments?post=185773"}],"version-history":[{"count":26,"href":"https:\/\/atena.sk\/blog\/wp-json\/wp\/v2\/posts\/185773\/revisions"}],"predecessor-version":[{"id":186664,"href":"https:\/\/atena.sk\/blog\/wp-json\/wp\/v2\/posts\/185773\/revisions\/186664"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/atena.sk\/blog\/wp-json\/wp\/v2\/media\/185774"}],"wp:attachment":[{"href":"https:\/\/atena.sk\/blog\/wp-json\/wp\/v2\/media?parent=185773"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/atena.sk\/blog\/wp-json\/wp\/v2\/categories?post=185773"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/atena.sk\/blog\/wp-json\/wp\/v2\/tags?post=185773"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}