{"id":1359,"date":"2019-08-14T16:04:01","date_gmt":"2019-08-14T14:04:01","guid":{"rendered":"https:\/\/www.e-learnmedia.sk\/blog\/?p=1359"},"modified":"2019-08-16T12:36:29","modified_gmt":"2019-08-16T10:36:29","slug":"je-vykonnost-zamestnancov-to-co-skutocne-potrebujeme","status":"publish","type":"post","link":"https:\/\/www.e-learnmedia.sk\/blog\/je-vykonnost-zamestnancov-to-co-skutocne-potrebujeme\/","title":{"rendered":"Je v\u00fdkonnos\u0165 zamestnancov to, \u010do skuto\u010dne potrebujeme?"},"content":{"rendered":"\n

V\u0161ade sa st\u00e1le hovor\u00ed a\u00a0p\u00ed\u0161e o\u00a0v\u00fdkonnosti zamestnancov a\u00a0o\u00a0jej efekt\u00edvnom riaden\u00ed. \u010co to ale je? \u010co vlastne od na\u0161ich zamestnancov chceme? A\u00a0vieme to od nich aj z\u00edska\u0165?<\/em><\/p>\n\n\n\n

V\u00fdkonnos\u0165, efektivita, produktivita… \u010do to vlastne od nich chceme?<\/h2>\n\n\n\n

Najsk\u00f4r si sk\u00fasme zadefinova\u0165, \u010do si vlastne pod pojmom v\u00fdkonnos\u0165 zamestnancov predstavujeme<\/strong>. \u010casto ju vn\u00edmame ako \u010disto matematick\u00fa veli\u010dinu – produktivitu. Ide o to, ko\u013eko v\u00fdrobkov za de\u0148 vyrob\u00ed zamestnanec. Takto sa to po\u010d\u00edta u\u017e od za\u010diatku priemyselnej revol\u00facie.<\/p>\n\n\n\n

T\u00e1to produktivita sa d\u00e1 celkom jednoducho vypo\u010d\u00edta\u0165 ako pomer vstupov a v\u00fdstupov. Na zv\u00fd\u0161enie produktivity potom jednoducho mus\u00edme zv\u00fd\u0161i\u0165 v\u00fdstupy alebo zn\u00ed\u017ei\u0165 vstupy. V praxi sa to \u010dasto prejavuje, ako neust\u00e1le prid\u00e1vanie povinnost\u00ed a zodpovednosti za s\u00fa\u010dasn\u00e9ho zachovania odmien a in\u00fdch benefitov. Ak s\u00fa zamestnanci vo va\u0161ej firme v\u00fdhradne \u201erobotmi\u201c, vysta\u010d\u00edte si aj s touto defin\u00edciou.<\/p>\n\n\n\n

Kvalita \u017eivota versus kvantita pr\u00e1ce<\/h2>\n\n\n\n

Zamestnanci v\u0161ak u\u017e nie s\u00fa tak\u00ed, ako b\u00fdvali kedysi. Dnes u\u017e to nie s\u00fa len polo\u017eky, na ktor\u00fdch nez\u00e1le\u017e\u00ed. Aj oni maj\u00fa svoje \u017eivoty mimo pr\u00e1ce. \u010casto ve\u013emi pestr\u00e9 a spolo\u010densky prospe\u0161n\u00e9. Maj\u00fa deti, ktor\u00e9 potrebuj\u00fa vychov\u00e1va\u0165 a venova\u0165 sa im. Nechc\u00fa chodi\u0165 domov z pr\u00e1ce vy\u010derpan\u00ed, hoci s dobr\u00fdm pocitom, \u017ee boli vysoko produkt\u00edvni. Chc\u00fa si produkty svojej pr\u00e1ce naplno u\u017ei\u0165. Hovor\u00edme tomu work-life balance<\/strong> alebo rovnov\u00e1ha medzi pr\u00e1cou a \u017eivotom (mimo pr\u00e1ce).<\/p>\n\n\n\n

Preto dnes hovor\u00edme o v\u00fdkonnosti zamestnancov, ako o hodnote ich pr\u00e1ce<\/strong>. Pr\u00e1ce, ktor\u00e1 m\u00e1 zmysel nielen pre zamestn\u00e1vate\u013ea, ale aj pre zamestnanca samotn\u00e9ho. Je to pr\u00e1ca, ktor\u00e1 nap\u013a\u0148a spolo\u010dn\u00e9 ciele, ktor\u00e9 si zamestnanec spolu so zamestn\u00e1vate\u013eom stanovili.<\/p>\n\n\n\n

Ale \u010do, ak ciele ost\u00e1vaj\u00fa nenaplnen\u00e9?<\/h2>\n\n\n\n

M\u00f4\u017ee to ma\u0165 hne\u010f nieko\u013eko d\u00f4vodov. Napr\u00edklad, \u017ee ciele neboli stanoven\u00e9 vhodne. Zamestn\u00e1vate\u013e m\u00e1 nerealistick\u00e9 o\u010dak\u00e1vania, ktor\u00e9 zamestnanec nie je schopn\u00fd naplni\u0165. Alebo s\u00fa tieto o\u010dak\u00e1vania nejasn\u00e9 a zamestnanec im jednoducho nerozumie.<\/p>\n\n\n\n

M\u00f4\u017ee to by\u0165 aj t\u00fdm, \u017ee zamestnanec na svoju pr\u00e1cu nem\u00e1 potrebn\u00e9 vzdelanie \u010di zru\u010dnosti.<\/strong> Ch\u00fdba mu pravideln\u00fd tr\u00e9ning, ktor\u00fdm by sa mohol neust\u00e1le vo svojej pr\u00e1ci zlep\u0161ova\u0165. Niekedy mu dokonca ch\u00fdbaj\u00fa spr\u00e1vne n\u00e1stroje alebo podmienky.<\/strong> Napr\u00edklad zastaran\u00fd softv\u00e9r, nedostatok \u010dasu, at\u010f.<\/p>\n\n\n\n

Nu\u017e a v neposlednom rade je tu asi naj\u010dastej\u0161\u00ed d\u00f4vod, a t\u00fdm je tak \u010dasto (a nie neopr\u00e1vnene) omie\u013ean\u00e1 kr\u00edza leadershipu. Ale o tom si m\u00f4\u017eeme poveda\u0165 v niektorom z \u010fal\u0161\u00edch \u010dl\u00e1nkov.<\/p>\n\n\n\n

Ako teda z \u013eud\u00ed dosta\u0165 to najlep\u0161ie?<\/h2>\n\n\n\n

Ned\u00e1vno som na jednej konferencii<\/a> po\u010dul zauj\u00edmav\u00fa my\u0161lienku. Toti\u017e, \u017ee \u00falohou mana\u017e\u00e9ra \u010di zamestn\u00e1vate\u013ea nie je \u013eud\u00ed motivova\u0165, ale nedemotivova\u0165 ich<\/strong>.<\/p>\n\n\n\n

U\u017e ke\u010f sa rozhodli pre va\u0161u firmu pracova\u0165, mali nejak\u00fa motiv\u00e1ciu. T\u00fa si e\u0161te potvrdili v r\u00e1mci prij\u00edmacieho pohovoru. Tak\u017ee vedeli, do \u010doho i\u0161li. A i\u0161li do toho dobrovo\u013ene. Sna\u017ete sa z toho vy\u0165a\u017ei\u0165 maximum. Pre v\u00e1s aj pre nich. Hovor\u00edme tomu win\u2013win<\/strong>.<\/p>\n\n\n\n

Zop\u00e1r overen\u00fdch postupov, ktor\u00e9 v\u00e1m s t\u00fdm m\u00f4\u017eu pom\u00f4c\u0165<\/h2>\n\n\n\n

Pozorne ich po\u010d\u00favajte<\/h3>\n\n\n\n

Toto je d\u00f4le\u017eit\u00e9 hlavne pri stanovovan\u00ed cie\u013eov<\/strong>. Chcite od nich po\u010du\u0165, \u010do si o nich myslia. \u010ci im d\u00e1vaj\u00fa zmysel. \u010ci s\u00fa zrozumite\u013en\u00e9. A \u010di sa na ich plnenie te\u0161ia.<\/p>\n\n\n\n

Umo\u017enite im r\u00e1s\u0165<\/h3>\n\n\n\n

Chceli by ste, aby bola va\u0161a firma \u00faspe\u0161n\u00e1, ako napr\u00edklad FC Barcelona? A ako mysl\u00edte, \u017ee si tento klub svoj \u00faspech zasl\u00fa\u017eil? T\u00fdm, \u017ee sa neust\u00e1le sna\u017eia zlep\u0161ova\u0165. T\u00fdm, \u017ee pravidelne tr\u00e9nuj\u00fa. V dne\u0161nom svete r\u00fdchlej zmeny sa bez rozvoja zru\u010dnost\u00ed nezaob\u00eddete.<\/strong> Ako chcete zlep\u0161ova\u0165 \u00faspech firmy, ke\u010f nebudete v prvom rade zlep\u0161ova\u0165 strojcov tohto \u00faspechu \u2013 va\u0161ich zamestnancov? Doprajte im to\u013eko relevantn\u00e9ho tr\u00e9ningu, ko\u013eko znes\u00fa. Uvid\u00edte, \u017ee sa v\u00e1m to vr\u00e1ti.<\/p>\n\n\n\n

V\u00e1\u017ete si ich \u010das<\/h3>\n\n\n\n

Neo\u010dak\u00e1vate od nich, \u017ee ka\u017ed\u00fa min\u00fatu svojho \u010dasu venuj\u00fa zve\u013ea\u010fovaniu va\u0161ej firmy.<\/strong> Najm\u00e4, ke\u010f im z\u00e1rove\u0148 staviate do cesty mno\u017estvo neefekt\u00edvnych, pravideln\u00fdch m\u00edtingov alebo nieko\u013ekohodinov\u00fdch e-learningov? T\u00fdch pr\u00edkladov je samozrejme viac, ale pointu asi ch\u00e1pete. S m\u00edtingami si mus\u00edte poradi\u0165 sami. S efekt\u00edvnym e-learningom<\/a> v\u00e1m dok\u00e1\u017eeme pom\u00f4c\u0165 aj my.<\/p>\n\n\n\n

Chv\u00e1\u013ete ich \u00faspechy<\/h3>\n\n\n\n

Tu si op\u00e4\u0165 pom\u00f4\u017eeme vy\u0161\u0161ie spomenut\u00fdm futbalov\u00fdm klubom. Ke\u010f FC Barcelona vyhr\u00e1 z\u00e1pas, cel\u00fd t\u00edm oslavuje, ako keby vyhrali svetov\u00fa vojnu. Ke\u010f sa v\u0161ak v\u00e1\u0161mu zamestnancovi alebo v\u00e1\u0161mu t\u00edmu nie\u010do podar\u00ed, s\u00fa radi, ak sa v\u00f4bec do\u010dkaj\u00fa po\u010fakovania. Doprajte im pocit, \u017ee na \u00faspechu z\u00e1le\u017e\u00ed.<\/strong> Pochv\u00e1\u013ete ich, zoberte ich na ve\u010deru, dajte im finan\u010dn\u00fd bonus. Bud\u00fa sa sna\u017ei\u0165 by\u0165 \u00faspe\u0161n\u00ed o to viac.<\/p>\n\n\n\n

Doprajte im \u010das<\/h3>\n\n\n\n

S\u00edce asi nem\u00f4\u017eete da\u0165 v\u0161etk\u00fdm zamestnancom to\u013eko pe\u0148az\u00ed, ko\u013eko by sa im p\u00e1\u010dilo, ale zvy\u010dajne im m\u00f4\u017eete da\u0165 \u010das. \u010cas na vzdel\u00e1vanie, \u010das na sk\u00fa\u0161anie nov\u00fdch postupov a n\u00e1strojov.<\/strong> Ale aj \u010das na vybavenie ich osobn\u00fdch z\u00e1le\u017eitost\u00ed. Tento \u010das sa v\u00e1m v bud\u00facnosti bohato vr\u00e1ti vo forme ich vy\u0161\u0161ej v\u00fdkonnosti.<\/p>\n\n\n\n

Neria\u010fte ich, ale ve\u010fte<\/h3>\n\n\n\n

Tu sa op\u00e4\u0165 dost\u00e1vame k t\u00fdm mana\u017e\u00e9rom. Mana\u017e\u00e9r by nemal by\u0165 len t\u00fdm, kto svojim zamestnancom raz za \u010das polo\u017e\u00ed nieko\u013eko predpripraven\u00fdch ot\u00e1zok, preto\u017ee pr\u00e1ve nastal \u010das ro\u010dn\u00e9ho hodnotenia ich v\u00fdkonnosti. Ich nadriaden\u00fd by mal by\u0165 niekto, kto im ver\u00ed a dok\u00e1\u017ee z nich dosta\u0165 to najlep\u0161ie.<\/strong> Ale aj niekto, kto sa za nich postav\u00ed v \u010dasoch, ke\u010f sa im aj napriek snahe a\u017e tak nedar\u00ed. T\u00edto \u013eudia bud\u00fa zase veri\u0165 jemu a urobia v\u0161etko preto, aby ho nesklamali. A m\u00f4\u017eete si by\u0165 ist\u00ed, \u017ee ich v\u00fdkonnos\u0165 porastie ako dub\u00e1ky v dubovom lese na konci leta po dvoch t\u00fd\u017ed\u0148och v\u00fddatn\u00e9ho da\u017e\u010fa.<\/p>\n\n\n\n

\n\n\n\n

Ak sa v\u00e1m \u010dl\u00e1nok p\u00e1\u010dil a chceli by ste vedie\u0165, kedy zverejn\u00edme nov\u00fd \u010dl\u00e1nok o digit\u00e1lnom vzdel\u00e1van\u00ed, prihl\u00e1ste sa na odber \u010dl\u00e1nkov \ud83d\ude09 <\/p>\n","protected":false},"excerpt":{"rendered":"

V\u0161ade sa st\u00e1le hovor\u00ed a p\u00ed\u0161e o v\u00fdkonnosti zamestnancov a o jej efekt\u00edvnom riaden\u00ed. \u010co to ale je? \u010co vlastne od na\u0161ich zamestnancov chceme? A vieme to od nich aj z\u00edska\u0165?<\/p>\n","protected":false},"author":16,"featured_media":1361,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[43,95],"tags":[112,111],"class_list":["post-1359","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-talent-manazment","category-vzdelavanie","tag-ciele","tag-vykonnost-zamestnancov"],"yoast_head":"\nJe v\u00fdkonnos\u0165 zamestnancov to, \u010do skuto\u010dne potrebujeme? | BLOG<\/title>\n<meta name=\"description\" content=\"\u010co to to v\u00fdkonnos\u0165 a efektivita zamestnancov? \u010co vlastne od nich \u017eiadame? Vieme to od nich aj z\u00edska\u0165? 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