{"id":89131,"date":"2024-01-17T13:16:26","date_gmt":"2024-01-17T13:16:26","guid":{"rendered":"https:\/\/www.globallogic.com\/sk\/?post_type=insightsection&p=89131"},"modified":"2024-01-17T13:16:26","modified_gmt":"2024-01-17T13:16:26","slug":"ludsky-pristup-v-online","status":"publish","type":"insightsection","link":"https:\/\/www.globallogic.com\/sk\/insights\/blogs\/ludsky-pristup-v-online\/","title":{"rendered":"\u013dudsk\u00fd pr\u00edstup v online dobe"},"content":{"rendered":"
Nie je to tak d\u00e1vno, \u010do sme rie\u0161ili \u201cCovid dobu\u201d a s t\u00fdm spojen\u00fd prechod na online fungovanie. Popasovali sme sa s t\u00fdm, nastavili hybridn\u00e9 re\u017eimy, zmenili sme priority, upravili typ aktiv\u00edt pre zamestnancov. Dali sme to! \u010co to v\u0161ak prinieslo? Bude to tak u\u017e nav\u017edy?<\/span><\/p>\n

Flexibilita spolo\u010dnost\u00ed nebola e\u0161te tak\u00e1 \u017eiad\u00faca ako v s\u00fa\u010dasnej online dobe. Reflektova\u0165 turbulentn\u00e9 zmeny na trhu a pritom si zachova\u0165 svoje \u201ctypick\u00e9 pre n\u00e1s”. Boj o klientov a zamestnancov, zauj\u00edmav\u00e9 a\u017e netradi\u010dn\u00e9 benefity, firemn\u00e1 atmosf\u00e9ra, zabezpe\u010denie rozvoja zamestnancov a mana\u017e\u00e9rov id\u00fa ruka v ruke s pravideln\u00fdm vyu\u017e\u00edvan\u00edm n\u00e1strojov pre sp\u00e4tn\u00fa v\u00e4zbu.<\/span><\/p>\n

 <\/p>\n

Po\u010d\u00favame \u013eud\u00ed<\/h3>\n

\u010casto dost\u00e1vam ot\u00e1zku, pre\u010do zamestnanci nie s\u00fa spokojn\u00ed? Pre\u010do je spolupatri\u010dnos\u0165 k spolo\u010dnosti tak\u00e1 d\u00f4le\u017eit\u00e1? Na jednej strane firmy pon\u00fakaj\u00fa remote poz\u00edcie, na druhej strane je tak\u00fdto zamestnanec n\u00e1chylnej\u0161\u00ed opusti\u0165 firmu. D\u00f4vod je jednoduch\u00fd. Sme \u013eudia a \u013eudskos\u0165 je nie\u010do, \u010do sa v online priestore ve\u013emi \u0165a\u017eko ukazuje a buduje.<\/strong> <\/span><\/p>\n

Po\u010d\u00favame, \u010do hovoria \u013eudia, ke\u010f sa rozhodn\u00fa od\u00eds\u0165 od svojho zamestn\u00e1vate\u013ea? \u010co rob\u00edme so zisten\u00fdmi inform\u00e1ciami? Ak chceme oceni\u0165 pr\u00e1cu zamestnanca, po\u0161leme mu ofici\u00e1lny list \u010di email? Alebo sa s n\u00edm stretneme a potrasieme mu rukou? Odpove\u010f v\u0161etci dobre pozn\u00e1me. Preto v t\u00fdchto \u010dasoch je najd\u00f4le\u017eitej\u0161ie nespohodlnie\u0165 online mo\u017enos\u0165ami a da\u0165 si t\u00fa n\u00e1mahu rozpr\u00e1va\u0165 sa s \u013eu\u010fmi osobne. Rozpr\u00e1va\u0165, po\u010d\u00fava\u0165, vn\u00edma\u0165, prejavi\u0165 em\u00f3cie. Pre\u010do? Preto\u017ee sme \u013eudia.\u00a0<\/strong><\/span><\/p>\n

Prieskumy spokojnosti zamestnancov maj\u00fa v\u00fdznam iba ak z nich m\u00e1me \u00fa\u017eitok. <\/span>My v GlobalLogic Slovakia<\/a> raz\u00edme cestu neust\u00e1lej pr\u00e1ce s v\u00fdsledkami tak\u00fdchto prieskumov. Prieskum – v\u00fdsledky- anal\u00fdza – spracovanie – komunik\u00e1cia – zapojenie \u00faplne ka\u017ed\u00e9ho do nastavenia ak\u010dn\u00fdch krokov (ve\u013emi d\u00f4le\u017eit\u00fd krok, preto\u017ee sa zapoja aj \u013eudia, ktor\u00ed prieskum nemuseli vyp\u013a\u0148a\u0165) – pravideln\u00e9 stretnutia k tejto t\u00e9me – komunik\u00e1cia nasleduj\u00facich krokov a zmien, ktor\u00e9 sa podarili na z\u00e1klade sp\u00e4tnej v\u00e4zby od na\u0161ich zamestnancov a op\u00e4\u0165 prieskum – v\u00fdsledky at\u010f. Aby sme mohli z v\u00fdsledkov vych\u00e1dza\u0165, potrebujeme \u010do najv\u00e4\u010d\u0161iu \u00fa\u010das\u0165. T\u00fa zabezpe\u010dujeme pr\u00e1ve t\u00fdm, \u017ee s v\u00fdsledkami pracujeme a zamestnanci vidia, \u017ee n\u00e1m na ich n\u00e1zore a n\u00e1vrhoch z\u00e1le\u017e\u00ed, \u017ee im d\u00e1vame priestor a zap\u00e1jame ich do zmien.<\/p>\n

Akt\u00edvne po\u010d\u00fava\u0165 znamen\u00e1 prejavi\u0165, \u017ee sme \u013eudia a nie stroje. Prejavi\u0165 re\u00e1lny z\u00e1ujem o zamestnanca znamen\u00e1 zvy\u0161ovanie lojality a spolupatri\u010dnosti k firme. Vedie\u0165 akt\u00edvne po\u010d\u00fava\u0165 je prejavom najvy\u0161\u0161ej profesion\u00e1lnej zrelosti people mana\u017e\u00e9ra.<\/strong><\/p>\n

 <\/p>\n

Rozpr\u00e1vame sa s \u013eu\u010fmi<\/h3>\n

Rozhovor je z\u00e1kladnou v\u00fdsadou \u013eud\u00ed. Sami sme u\u017e za\u017eili ten pocit, ke\u010f sa s niekym rozpr\u00e1vame a on h\u013ead\u00ed na hodinky, do mobilu, dokonca si vybavuje spr\u00e1vy v telef\u00f3ne \u010di po\u010d\u00edta\u010di a pritom sa usmieva.<\/span> Ak\u00fd je to pocit? <\/span><\/p>\n

Pozrime sa na kvalitat\u00edvnu \u010das\u0165 rozhovoru. V GlobalLogic Slovakia<\/a> sa usilujeme zabezpe\u010di\u0165 prostredn\u00edctvom priamych nadriaden\u00fdch ka\u017ed\u00e9mu zamestnancovi kvalitn\u00e9 a pravideln\u00e9 one-on-one stretnutia. Preto najd\u00f4le\u017eitej\u0161ia a najstrategickej\u0161ia \u00faloha HR Business Partnerov je neust\u00e1la podpora a rozvoj leadershipu a people mana\u017ementu na\u0161ich mana\u017e\u00e9rov. Ich spokojnos\u0165, ich anga\u017eovanos\u0165 a spolupatri\u010dnos\u0165 sa priamo ukazuje na rovnak\u00fdch hodnot\u00e1ch v ich t\u00edmoch a je priamo vidite\u013en\u00e1 vo v\u00fdsledkoch.<\/span><\/p>\n

Mana\u017e\u00e9r mus\u00ed zoh\u013eadni\u0165 ka\u017ed\u00e9ho zamestnanca samostatne na z\u00e1klade jeho osobnosti, potrieb, vn\u00fatorn\u00fdch motiv\u00e1torov a pl\u00e1nov a docieli\u0165 aj svoje obchodn\u00e9 pl\u00e1ny. Vieme, \u017ee jednu a t\u00fa ist\u00fa inform\u00e1ciu vieme poveda\u0165 viacer\u00fdmi sp\u00f4sobmi. D\u00f4le\u017eit\u00e9 je da\u0165 rozhovoru patri\u010dn\u00fa prioritu<\/strong>, pripravi\u0165 sa d\u00f4kladne na rozhovor, pripravi\u0165 si ot\u00e1zky a s\u00fastredi\u0165 sa po\u010das cel\u00e9ho rozhovoru. T\u00fdmto pr\u00edstupom d\u00e1va mana\u017e\u00e9r najavo, \u017ee mu na zamestnancovi z\u00e1le\u017e\u00ed a \u017ee ho zauj\u00edma. To, ako ve\u013emi bude rozhovor u\u017eito\u010dn\u00fd a zmyslupln\u00fd z\u00e1vis\u00ed teda \u00faplne od toho, kto a ako rozhovor vedie.\u00a0<\/span><\/p>\n

Na z\u00e1klade sp\u00e4tnej v\u00e4zby od zamestnancov vieme, \u017ee to, ako sa mana\u017e\u00e9r rozpr\u00e1va s \u013eu\u010fmi je jedn\u00fdm z najv\u00e4\u010d\u0161\u00edch rozdielov medzi \u201cdobr\u00fdm\u201d a \u201czl\u00fdm\u201d mana\u017e\u00e9rom. Mana\u017e\u00e9r, ktor\u00fd m\u00e1 toto zvl\u00e1dnut\u00e9, dok\u00e1\u017ee da\u0165 svojim \u013eu\u010fom pocit istoty aj v \u0165a\u017ek\u00fdch \u010dasoch, v ktor\u00fdch sa m\u00f4\u017ee firma ob\u010das nach\u00e1dza\u0165.\u00a0 Aj ke\u010f tu hovor\u00edme o ide\u00e1le, v realite sa m\u00f4\u017ee zda\u0165, \u017ee je to nedosiahnute\u013en\u00e9. N\u00e1ro\u010dn\u00e9 to m\u00f4\u017ee by\u0165 v d\u00f4sledku komplik\u00e1ci\u00ed na projekte, z d\u00f4vodu zanepr\u00e1zdnenosti, nedostatku \u010dasu… je fajn ide\u00e1l si neust\u00e1le pripom\u00edna\u0165, a to nie preto, \u017ee v\u0161etko mus\u00ed by\u0165 v\u017edy ide\u00e1lne, ale preto, aby sme vedeli, k \u010domu sa pribli\u017eova\u0165.<\/span><\/p>\n

\"\"<\/p>\n

<\/h3>\n

<\/h3>\n

Sme \u013eudia a to sa nezmen\u00ed<\/h3>\n

V\u0161imli ste si, \u017ee \u010dasto komunikujeme \u201c\u010do\u201d a \u201cako\u201d, ale len t\u00ed zdatnej\u0161\u00ed prid\u00e1vaj\u00fa \u201cpre\u010do\u201d? Simon Sinek<\/a>, autor knihy Start with why hovor\u00ed, \u017ee za ka\u017ed\u00fdm rozhodnut\u00edm je pocit. Nesta\u010d\u00ed teda hovori\u0165 na n\u00e1\u0161 neocortex – \u010das\u0165 mozgu, ktor\u00e1 je zodpovedn\u00e1 za na\u0161e racion\u00e1lne myslenie, jazyk a fakty, \u010di\u017ee \u201c\u010do\u201d a \u201cako\u201d.\u00a0 M\u00e1me e\u0161te limbick\u00fa \u010das\u0165 mozgu, ktor\u00e1 je zodpovedn\u00e1 za n\u00e1\u0161 pocit, lojalitu, d\u00f4veru, spr\u00e1vanie sa. To je pr\u00e1ve to, \u017ee ak sa rozhodujeme, m\u00e1me z toho dobr\u00fd pocit. A to je to \u201cpre\u010do\u201d.\u00a0<\/span><\/p>\n

Za n\u00e1borov\u00fdm procesom mus\u00ed by\u0165 nie\u010do viac ako len – po\u010f k n\u00e1m, m\u00e1me pre teba pr\u00e1cu. D\u00f4le\u017eit\u00e9 je PRE\u010cO<\/strong> m\u00e1 pr\u00eds\u0165 pracova\u0165 pr\u00e1ve k n\u00e1m? Pr\u00edde k n\u00e1m pracova\u0165, ak ver\u00ed, \u017ee my ver\u00edme v rovnak\u00e9 \u201cpre\u010do\u201d. Neprij\u00edmame \u013eud\u00ed, ktor\u00ed chc\u00fa iba pr\u00e1cu.<\/span><\/p>\n

 <\/p>\n

Z\u00e1ver<\/h3>\n

Zabezpe\u010denie \u013eudsk\u00e9ho pr\u00edstupu<\/strong> v tejto online dobe je ve\u013ekou v\u00fdzvou pre ka\u017ed\u00e9ho mana\u017e\u00e9ra.\u00a0<\/span>K zdolaniu tejto v\u00fdzvy m\u00f4\u017ee priamo pom\u00f4c\u0165 kvalitn\u00fd a pravideln\u00fd rozhovor so zamestnancami, poveda\u0165 \u201cPRE\u010cO<\/strong>\u201d a akt\u00edvne po\u010d\u00fava\u0165. Polo\u017eme si teda ot\u00e1zky: \u010co chcem? Pre\u010do to chcem? Ako to z\u00edskam? Ak\u00e9 s\u00fa \u010fal\u0161ie kroky?<\/p>\n

“N\u00e1\u0161 rozvoj je nikdy nekon\u010diaci proces. Ak tomu ver\u00edme, je ist\u00e9, \u017ee dok\u00e1\u017eeme \u010deli\u0165 zmen\u00e1m a \u017ee vieme, \u017ee jedin\u00e9, na \u010do sa m\u00f4\u017eeme spo\u013eahn\u00fa\u0165 je, \u017ee zmena je ist\u00e1. Aj v n\u00e1s sam\u00fdch.”<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Vedie\u0165 akt\u00edvne po\u010d\u00fava\u0165 je prejavom najvy\u0161\u0161ej profesion\u00e1lnej zrelosti people mana\u017e\u00e9ra. Prejavi\u0165 re\u00e1lny z\u00e1ujem o zamestnanca znamen\u00e1 zvy\u0161ovanie lojality a spoluptari\u010dnosti k firme. <\/p>\n","protected":false},"author":36,"featured_media":89147,"parent":0,"menu_order":0,"template":"","insight":[41],"insight-subcats":[761],"insight-industry":[],"insight-services":[],"insight-partners":[],"class_list":["post-89131","insightsection","type-insightsection","status-publish","has-post-thumbnail","hentry","insight-blogs","insight-subcats-work-life"],"acf":[],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.globallogic.com\/sk\/wp-json\/wp\/v2\/insightsection\/89131","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.globallogic.com\/sk\/wp-json\/wp\/v2\/insightsection"}],"about":[{"href":"https:\/\/www.globallogic.com\/sk\/wp-json\/wp\/v2\/types\/insightsection"}],"author":[{"embeddable":true,"href":"https:\/\/www.globallogic.com\/sk\/wp-json\/wp\/v2\/users\/36"}],"version-history":[{"count":0,"href":"https:\/\/www.globallogic.com\/sk\/wp-json\/wp\/v2\/insightsection\/89131\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.globallogic.com\/sk\/wp-json\/wp\/v2\/media\/89147"}],"wp:attachment":[{"href":"https:\/\/www.globallogic.com\/sk\/wp-json\/wp\/v2\/media?parent=89131"}],"wp:term":[{"taxonomy":"insight","embeddable":true,"href":"https:\/\/www.globallogic.com\/sk\/wp-json\/wp\/v2\/insight?post=89131"},{"taxonomy":"insight-subcats","embeddable":true,"href":"https:\/\/www.globallogic.com\/sk\/wp-json\/wp\/v2\/insight-subcats?post=89131"},{"taxonomy":"insight-industry","embeddable":true,"href":"https:\/\/www.globallogic.com\/sk\/wp-json\/wp\/v2\/insight-industry?post=89131"},{"taxonomy":"insight-services","embeddable":true,"href":"https:\/\/www.globallogic.com\/sk\/wp-json\/wp\/v2\/insight-services?post=89131"},{"taxonomy":"insight-partners","embeddable":true,"href":"https:\/\/www.globallogic.com\/sk\/wp-json\/wp\/v2\/insight-partners?post=89131"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}