{"id":1406,"date":"2019-09-24T18:10:46","date_gmt":"2019-09-24T16:10:46","guid":{"rendered":"https:\/\/recrulab.sk\/talentovani-zamestnanci-casto-neopustaju-spolocnost-ale-svojich-manazerov-lebo\/"},"modified":"2019-09-24T18:10:46","modified_gmt":"2019-09-24T16:10:46","slug":"talentovani-zamestnanci-casto-neopustaju-spolocnost-ale-svojich-manazerov-lebo","status":"publish","type":"post","link":"https:\/\/www.recrulab.sk\/en\/talentovani-zamestnanci-casto-neopustaju-spolocnost-ale-svojich-manazerov-lebo\/","title":{"rendered":"Talentovan\u00ed zamestnanci \u010dasto neop\u00fa\u0161\u0165aj\u00fa spolo\u010dnos\u0165 ale svojich mana\u017e\u00e9rov. Lebo…"},"content":{"rendered":"

Je a\u017e neuverite\u013en\u00e9 ako \u010dasto sa\u00a0mana\u017e\u00e9ri<\/b>\u00a0s\u0165a\u017euj\u00fa, \u017ee ich najlep\u0161\u00ed\u00a0zamestnanci<\/b>\u00a0spolo\u010dnos\u0165 op\u00fa\u0161\u0165aj\u00fa.<\/p>\n

Klasicky, mana\u017e\u00e9ri zvykn\u00fa za t\u00fato fluktu\u00e1ciu obvi\u0148ova\u0165 obrat spolo\u010dnosti, dynamick\u00fd trh pr\u00e1ce, tlaky z vy\u0161\u0161\u00edch miest a pritom zatv\u00e1raj\u00fa o\u010di pre jednou a tou najhlavnej\u0161ou skuto\u010dnos\u0165ou – \u013eudia neop\u00fa\u0161\u0165aj\u00fa spolo\u010dnosti, op\u00fa\u0161\u0165aj\u00fa mana\u017e\u00e9rov.<\/p>\n

Probl\u00e9mu odch\u00e1dzania najlep\u0161\u00edch zamestnancov sa pritom d\u00e1 celkom jednoducho vyhn\u00fa\u0165. Chce to len nov\u00fa perspekt\u00edvu a viac \u00fasilia zo strany mana\u017e\u00e9ra.<\/p>\n

Z\u00e1kladom pre prehodnotenie perspekt\u00edvy mana\u017e\u00e9ra a jeho novej snahe je pochopenie deviatich z\u00e1kladn\u00fdch ch\u00fdb, ktor\u00e9 robia. Pozrime sa na ne:<\/p>\n

1. Pre\u0165a\u017euj\u00fa \u013eud\u00ed<\/b>
\nPrepacovanie je naj\u010dastej\u0161ou pr\u00ed\u010dinou vyhorenia zamestnanca v pr\u00e1ci a jeho n\u00e1sledn\u00e9ho rozhodnutia pre odchod. Mana\u017e\u00e9ri \u010dasto ude\u013euj\u00fa t\u00fdm najlep\u0161\u00edm zamestnancom \u010do najv\u00e4\u010d\u0161ie mno\u017estvo pracovn\u00fdch \u00faloh, lebo vedia,\u017ee ich pr\u00e1ca je spo\u013eahliv\u00e1 a kvalitn\u00e1. Zamestnanec to v\u0161ak vn\u00edma inak, m\u00e1 pocit, \u017ee za svoj kvalitn\u00fd v\u00fdkon je mno\u017estvom \u00faloh potrestan\u00fd. Nov\u00fd Standforsk\u00fd v\u00fdskum ukazuje, \u017ee produktivity zamestnancov prudko kles\u00e1 ak pracovn\u00fd t\u00fd\u017ede\u0148 presiahne 50 hod\u00edn. Nad hranicou 55 hod\u00edn t\u00fd\u017edenne sa produktivita pracovn\u00edka dost\u00e1va na takmer nulov\u00fa hranicu, tak\u017ee pr\u00e1ca navy\u0161e neprin\u00e1\u0161a v\u00f4bec \u017eiadny osoh.<\/p>\n

2. Neber\u00fa do \u00favahy pridan\u00fa hodnotu zamestnancov, odme\u0148uj\u00fa len dobr\u00fa pr\u00e1cu<\/b>
\nMana\u017e\u00e9ri \u010dasto nerozli\u0161uj\u00fa zamestnancov, ktor\u00ed len sp\u013a\u0148aj\u00fa ciele a t\u00fdch, ktor\u00ed tvrdo pracuj\u00fa a d\u00e1vaj\u00fa do pr\u00e1ce v\u0161etko. Mana\u017e\u00e9ri musia nevyhnutne komunikova\u0165 so svojimi \u013eu\u010fmi aby zistili ako ich spr\u00e1vne odmeni\u0165 (niektor\u00fdch zv\u00fd\u0161en\u00edm mzdy, niektor\u00fdch verejnou pochvalou), a tak ich odme\u0148ova\u0165 za dobre vykonan\u00fa pr\u00e1cu.<\/p>\n

3. Nezauj\u00edmaj\u00fa sa o svojich zamestnancov<\/b>
\nViac ako polovica \u013eud\u00ed, odch\u00e1dza so svojho zamestnania kv\u00f4li vz\u0165ahu so svojim \u0161\u00e9fom. Modernej\u0161ie spolo\u010dnosti u\u017e dbaj\u00fa pri v\u00fdbere mana\u017e\u00e9rov na to aby vedeli zladi\u0165 by\u0165 profesion\u00e1lny a pritom by\u0165 \u013eudsk\u00fd. Tak\u00edto \u0161\u00e9fovia vedia ako osl\u00e1vi\u0165 \u00faspech svojho zamestnanca, ako s\u00facitia s t\u00fdm, ktor\u00fd pre\u0161iel ne\u00faspechom, vedia sa k \u013eu\u010fom prihov\u00e1ra\u0165, motivova\u0165 ich a st\u00e1\u0165 pri nich aj v \u0165a\u017e\u0161\u00edch \u010dasoch. \u0160\u00e9fovia, ktor\u00ed sa nevedia o svojich zamestnancov stara\u0165 musia be\u017ene \u010deli\u0165 fluktu\u00e1cii a nespokojnosti ich podriaden\u00fdch. Nie je toti\u017e mo\u017en\u00e9 pracova\u0165 8 hod\u00edn pre niekoho, kto sa nestar\u00e1 o ni\u010d in\u00e9 ako Va\u0161u v\u00fdkonnos\u0165.<\/p>\n

4. Neplnia svoje z\u00e1v\u00e4zky<\/b>
\nS\u013eubova\u0165 nie\u010do svojim \u013eu\u010fom je vyslovene tanec na hrane. Stavia to mana\u017e\u00e9ra na ve\u013emi tenk\u00fa linku medzi t\u00fdm aby videl jeho zamestnancov \u0161\u0165astn\u00fdch a t\u00fdm aby ich videl za sebou posledn\u00fd kr\u00e1t zabuchn\u00fa\u0165 dvere. Ak svoj z\u00e1v\u00e4zok mana\u017e\u00e9r dodr\u017e\u00ed, uk\u00e1\u017ee sa ako (dve najpodstatnej\u0161ie veci) \u010destn\u00fd a d\u00f4veryhodn\u00fd, ak ho v\u0161ak nedodr\u017e\u00ed a ignoruje, v o\u010diach zamestnancov nar\u00e1\u017ea na nez\u00e1ujem a ne\u00factu. ve\u010f pre\u010do by mali zamestnanci plni\u0165 svoje z\u00e1v\u00e4zky ke\u010f ich nepln\u00ed mana\u017e\u00e9r?<\/p>\n

5. Prij\u00edmaj\u00fa a povy\u0161uj\u00fa t\u00fdch nespr\u00e1vnych \u013eud\u00ed<\/b>
\n\u0160ikovn\u00ed a pracovit\u00ed zamestnanci potrebuj\u00fa kolegov, s ktor\u00fdmi s\u00fa “na jednej vlne”. Ak si mana\u017e\u00e9ri ned\u00e1vaj\u00fa dostato\u010dne z\u00e1le\u017ea\u0165 na tom, koho do t\u00edmu pr\u00edjmu, je to pre \u013eud\u00ed ve\u013emi demotivuj\u00face. Rovnako ako ke\u010f \u010dlovek d\u00e1va zo seba to najlep\u0161ie ako radov\u00fd zamestnanec a pov\u00fd\u0161en\u00fd je op\u00e4\u0165 len senior pre lojalitu firme. Ne\u010dudo, \u017ee \u013eudia z tak\u00fdchto firiem odch\u00e1dzaj\u00fa.
\n
\n<\/b>6. Nenechaj\u00fa \u013eud\u00ed robi\u0165 \u010do ich bav\u00ed<\/b>
\nTalentovan\u00ed zamestnanci s\u00fa v\u00e1\u0161niv\u00ed pre pr\u00e1cu, ale nie len pre pr\u00e1cu. Potrebuj\u00fa pr\u00edle\u017eitosti aby sa mohli venova\u0165 aj tomu \u010do je ich v\u00e1\u0161\u0148ou \u010do koniec koncov zvy\u0161uje ak ich spokojnos\u0165 v pr\u00e1ci a produktivitu. Mana\u017e\u00e9ri sa \u010dasto ob\u00e1vaj\u00fa, \u017ee ak nechaj\u00fa \u013eud\u00ed robi\u0165 \u010do ich bav\u00ed, ich pracovn\u00e1 mor\u00e1lka bude klesa\u0165. Tento strach je v\u0161ak \u00faplne neopodstatnen\u00fd, \u0161t\u00fadie ukazuj\u00fa, \u017ee \u013eudia, ktor\u00ed s\u00fa schopn\u00ed \u00eds\u0165 za svojimi z\u00e1\u013eubami a v\u00e1\u0161\u0148ami maj\u00fa aj v r\u00e1mci pr\u00e1ce pocity v\u00e1\u0161ne, v\u010faka ktor\u00fdm s\u00fa 5x v\u00fdkonnej\u0161\u00ed ako je norma.<\/p>\n

7. Nedok\u00e1\u017eu rozv\u00edja\u0165 zru\u010dnosti \u013eud\u00ed<\/b>
\nKe\u010f sa mana\u017e\u00e9rov p\u00fdtate na ich nepozornos\u0165 vo\u010di zamestnancov, ospravedl\u0148uj\u00fa to priate\u013esk\u00fdm pr\u00edstupom, princ\u00edpom d\u00f4very a auton\u00f3mie v spolo\u010dnosti. Dobr\u00ed mana\u017e\u00e9ri sa v\u0161ak neust\u00e1le venuj\u00fa zamestnancom a po\u010d\u00favaj\u00fa sp\u00e4tn\u00fa v\u00e4zbu z ka\u017edej strany. Je na mana\u017e\u00e9rovi, ke\u010f m\u00e1 talentovan\u00e9ho zamestnanca, aby videl a identifikoval jeho priestor pre rozvoj a rozv\u00edjanie jeho zru\u010dnost\u00ed. T\u00ed naj talentovanej\u0161\u00ed zamestnanci chc\u00fa po\u010du\u0165 sp\u00e4tn\u00fa v\u00e4zbu a v\u0161etko v \u010dom sa m\u00f4\u017eu zlep\u0161i\u0165. Inak sa bud\u00fa nudi\u0165 a spolo\u010dnos\u0165 opustia.<\/p>\n

8. Nepodporuj\u00fa kreativitu zamestnancov<\/b>
\nNaj talentovanej\u0161\u00ed zamestnanci vyh\u013ead\u00e1vaj\u00fa priestor pre rast, zlep\u0161ovanie sa, aplik\u00e1ciu svojich n\u00e1padov a kreativity. Ak je im to v spolo\u010dnosti odopret\u00e9, lebo robia to \u010do robia dobre tak ako to robia a to sta\u010d\u00ed, tak za\u010dn\u00fa svoju pr\u00e1cu nen\u00e1vidie\u0165. Bud\u00fa sa c\u00edti\u0165 obmedzovan\u00ed. Potom od\u00eddu.<\/p>\n

9. Nevedia spr\u00e1vne motivova\u0165 \u013eud\u00ed<\/b>
\nve\u013ek\u00fd \u0161\u00e9fovia vyz\u00fdvaj\u00fa svojich \u013eud\u00ed sp\u013a\u0148a\u0165 ciele, ktor\u00e9 sa na za\u010diatku zdaj\u00fa nedosiahnute\u013en\u00e9. D\u00f4vodom je zl\u00e1 komunik\u00e1cia cie\u013ea aj procesu k jeho dosiahnutiu. Namiesto \u013eudsk\u00e9ho vysvetlenia o\u010dak\u00e1van\u00e9ho postupu, komunikuj\u00fa ve\u013ek\u00e9 ciele s h\u00e9roick\u00fdmi pr\u00edvlastkami, ktor\u00e9 vytl\u00e1\u010daj\u00fa \u013eud\u00ed z ich komfortn\u00fdch z\u00f3n a sp\u00f4sobuj\u00fa stres.<\/p>\n

Tak \u010do s nimi?<\/i><\/b>
\nAk chcete aby t\u00ed najlep\u0161\u00ed \u013eudia u V\u00e1s zostali mus\u00edte starostlivo prem\u00fd\u0161\u013ea\u0165 na t\u00fdm ako s mini zaobch\u00e1dzate. Dobr\u00ed zamestnanci vydr\u017eia ve\u013ea a ich talent im d\u00e1va mno\u017estvo mo\u017enost\u00ed. Mus\u00edte ich presved\u010di\u0165, \u017ee pre V\u00e1s chc\u00fa pracova\u0165!<\/p>\n","protected":false},"excerpt":{"rendered":"

Je a\u017e neuverite\u013en\u00e9 ako \u010dasto sa\u00a0mana\u017e\u00e9ri\u00a0s\u0165a\u017euj\u00fa, \u017ee ich najlep\u0161\u00ed\u00a0zamestnanci\u00a0spolo\u010dnos\u0165 op\u00fa\u0161\u0165aj\u00fa. Klasicky, mana\u017e\u00e9ri zvykn\u00fa za t\u00fato fluktu\u00e1ciu obvi\u0148ova\u0165 obrat spolo\u010dnosti, dynamick\u00fd trh pr\u00e1ce, tlaky z vy\u0161\u0161\u00edch miest a pritom zatv\u00e1raj\u00fa o\u010di pre jednou a tou najhlavnej\u0161ou skuto\u010dnos\u0165ou – \u013eudia neop\u00fa\u0161\u0165aj\u00fa spolo\u010dnosti, op\u00fa\u0161\u0165aj\u00fa mana\u017e\u00e9rov. Probl\u00e9mu odch\u00e1dzania najlep\u0161\u00edch zamestnancov sa pritom d\u00e1 celkom jednoducho vyhn\u00fa\u0165. Chce to len […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[33],"tags":[],"class_list":["post-1406","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"acf":[],"yoast_head":"\nTalentovan\u00ed zamestnanci \u010dasto neop\u00fa\u0161\u0165aj\u00fa spolo\u010dnos\u0165 ale svojich mana\u017e\u00e9rov. 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Klasicky, mana\u017e\u00e9ri zvykn\u00fa za t\u00fato fluktu\u00e1ciu obvi\u0148ova\u0165 obrat spolo\u010dnosti, dynamick\u00fd trh pr\u00e1ce, tlaky z vy\u0161\u0161\u00edch miest a pritom zatv\u00e1raj\u00fa o\u010di pre jednou a tou najhlavnej\u0161ou skuto\u010dnos\u0165ou – \u013eudia neop\u00fa\u0161\u0165aj\u00fa spolo\u010dnosti, op\u00fa\u0161\u0165aj\u00fa mana\u017e\u00e9rov. Probl\u00e9mu odch\u00e1dzania najlep\u0161\u00edch zamestnancov sa pritom d\u00e1 celkom jednoducho vyhn\u00fa\u0165. 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