{"id":1843,"date":"2014-05-11T15:53:49","date_gmt":"2014-05-11T12:53:49","guid":{"rendered":"http:\/\/www.lugerarepublic.ro\/blog\/?p=1843"},"modified":"2025-06-24T18:41:52","modified_gmt":"2025-06-24T15:41:52","slug":"retentia-angajatilor","status":"publish","type":"post","link":"https:\/\/www.lugera.ro\/blog\/retentia-angajatilor\/","title":{"rendered":"Retentia angajatilor"},"content":{"rendered":"<p>Spuneam intr-un <a href=\"https:\/\/www.lugera.ro\/blog\/angajeaza-si-pastreaza-performeri-de-top\/\">articol<\/a> precedent ca angajarea top performerilor este doar un prim pas in crearea unei echipe puternice. Urmatorul pe care trebuie neaparat sa il faci este pastrarea lor &#8211; nu cred ca este nevoie sa iti spun cat costa o fluctuatie mare de personal si cum impacteaza plecarile frecvente moralul echipei si productivitatea.<\/p>\n<p>Iata cateva solutii care te-ar pute ajuta:<\/p>\n<ul>\n<li><strong>Pachet salarial competitiv<\/strong> \u2013 indiferent de cat de tulburi sunt vremurile in care iti desfasori activitatea, trebuie sa te uiti in jur si sa vezi cat esti de competitiv. Pe langa beneficiile de baza, poti avea in vedere asigurarile de sanatate, de viata si de pensie privata, insa la fel de bine poti lua in considerare si un program de lucru flexibil si posibilitatea de a lucra remote uneori.<\/li>\n<li><strong>Recompense financiare<\/strong> \u2013 pentru performantele notabile. Asigura-te ca depasirea obiectivelor setate si vechimea in organizatie sunt recompensate financiar. Ofera mariri salariale anuale, iar daca bugetul iti permite, fii si mai generos cu performerii de top. Sau, daca nu este o perioada prea buna pentru astfel de cresteri, implementeaza o schema de bonusare &#8211; traseaza obiective clare de performanta, usor de urmarit si cuantificat.<\/li>\n<li><strong>Asigura-le mici servicii! <\/strong>S-ar putea sa ti se para putin semnificativ, insa cu siguranta vor face diferenta. Poti negocia abonamente la sala de fitness, la splatorie, cu firmele de catering, la gradinite si scoli.<\/li>\n<li><strong>Investitia in dezvoltarea angajatilor &#8211; <\/strong>facilitarea accesului la traininguri, cursuri, studii postuniversitare, MBA-uri etc. De fiecare data cand vorbesc despre investitia in dezvoltarea oamenilor, imi aduc aminte un dialog simpatic din folclorul internetului:<\/li>\n<\/ul>\n<p style=\"margin-left: 20.25pt; text-align: center;\"><em>CFO: Ce facem daca investim in oameni si ei apoi pleaca?<\/em><\/p>\n<p style=\"margin-left: 20.25pt; text-align: center;\"><em>CEO: Si ce facem daca raman?<\/em><\/p>\n<p style=\"margin-left: 20.25pt;\">\u00a0 Gandeste-te bine daca economiile obtinute prin reducerea bugetului de training sunt, pe termen lung, cu adevarat profitabile.<\/p>\n<ul>\n<li><strong>Concursuri si recompense<\/strong>&#8211; Daca programele de recompensare sunt implementate corect, ele vor ajuta la cresterea moralului angajatilor, care se vor simti mai motivati, rasplatiti pentru eforturile lor.<\/li>\n<li><strong>Asigura-te ca angajatii iti cunosc asteptarile!<\/strong> Uneori, in organizatiile mai mici, angajatii fac o multime de alte lucruri &#8211; pe langa responsabilitatile lor de baza. Daca acestia nu stiu ce astepti de la ei, moralul lor poate incepe sa scada.<\/li>\n<li><strong>Promoveaza din interior ori de cate ori ai ocazia<\/strong>. Asigura-te ca exista un plan de cariera bine definit la nivelul organizatiei si ca angajatii stiu ce pasi trebuie sa urmeze pentru a avansa. Evita situatiile in care acestia devin demotivati si renunta, pentru ca nu vad nicio solutie sau perspectiva reala de crestere in cadrul companiei.<\/li>\n<li><strong>Implica managementul<\/strong>. Asigura-te ca acestia au sesiuni regulate de coaching cu angajatii, ca sprijina procesul de integrare atunci cand cineva preia o noua pozitie si ca sunt implicati in identificarea si solutionarea situatiilor legate de performanta scazuta.<\/li>\n<li><strong>Comunicarea libera intre angajati si management &#8211; s<\/strong>edinte regulate in care angajatii pot adresa intrebari fara teama ca vor suferi repercursiuni.<\/li>\n<li><strong>Comunica misiunea organizatiei voastre.<\/strong> Apartenenta la obiectivele organizatiei pastreaza legatura mentala si emotionala cu organizatia.<\/li>\n<li>Faci interviuri de angajare, interviuri de plecare, dar de ce sa nu faci si <strong>interviuri de retentie<\/strong>? In loc sa ajungi in punctul in care trebuie sa intrebi <em>de ce pleci?<\/em>, mai bine intreaba din timp: <em>de ce ai ales sa vii aici?<\/em>, <em>ce iti place la noi?<\/em>, <em>ce te motiveaza sa ramai?<\/em>,<em> cum ti se par managerii?<\/em>, <em>ce ai schimba sau ce ai imbunatati?<\/em> Foloseste aceste informatii pentru a-ti imbunatati strategia de retentie.<\/li>\n<li>Ultimul aspect \u2013 poate cel mai important \u2013 este sa te asiguri ca exista un <strong>departament de HR<\/strong> capabil sa acopere toate aceste nevoi. Un singur om, oricat de bun ar fi, nu poate face totul singur si nici nu ar trebui sa fie pus in aceasta situatie.<\/li>\n<\/ul>\n<p>Te invitam sa contribui la completarea acestei liste! Lasa-ne un comentariu in care sa ne povestesti despre organizatia ta si despre practicile care functioneaza la voi.<\/p>\n<p>Monica Dona<\/p>\n<p>&nbsp;<\/p>\n<p>Sursa foto: shutterstock.com<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Spuneam intr-un articol precedent ca angajarea top performerilor este doar un prim pas in crearea unei echipe puternice. Urmatorul pe care trebuie neaparat sa il faci este pastrarea lor &#8211; nu cred ca este nevoie sa iti spun cat costa o fluctuatie mare de personal si cum impacteaza plecarile frecvente moralul echipei si productivitatea. Iata [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":9030,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[504],"tags":[],"class_list":["post-1843","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-specialist"],"images":{"medium":"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2014\/05\/shutterstock_2418646743-300x149.jpg","large":"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2014\/05\/shutterstock_2418646743.jpg"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Retentia angajatilor - Lugera The People Republic&#039;s Blog<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.lugera.ro\/blog\/retentia-angajatilor\/\" \/>\n<meta property=\"og:locale\" content=\"ro_RO\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Retentia angajatilor - Lugera The People Republic&#039;s Blog\" \/>\n<meta property=\"og:description\" content=\"Spuneam intr-un articol precedent ca angajarea top performerilor este doar un prim pas in crearea unei echipe puternice. Urmatorul pe care trebuie neaparat sa il faci este pastrarea lor &#8211; nu cred ca este nevoie sa iti spun cat costa o fluctuatie mare de personal si cum impacteaza plecarile frecvente moralul echipei si productivitatea. 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