{"id":8608,"date":"2020-05-05T11:29:49","date_gmt":"2020-05-05T11:29:49","guid":{"rendered":"https:\/\/www.unity.si\/onboarding-millennials\/"},"modified":"2020-05-05T11:29:49","modified_gmt":"2020-05-05T11:29:49","slug":"nastup-na-palubu-milenialov","status":"publish","type":"post","link":"https:\/\/rewo.io\/sk\/onboarding-millennials\/","title":{"rendered":"N\u00e1bor mileni\u00e1lov"},"content":{"rendered":"

Ak chce va\u0161a spolo\u010dnos\u0165 prija\u0165 mileni\u00e1lov medzi svojich zamestnancov, mus\u00edte vzia\u0165 do \u00favahy dve ve\u013emi d\u00f4le\u017eit\u00e9 veci: maj\u00fa mimoriadne vysok\u00e9 o\u010dak\u00e1vania a s\u00fa netrpezliv\u00ed. Hoci sa mileni\u00e1li dok\u00e1\u017eu \u013eahko prisp\u00f4sobi\u0165 zmen\u00e1m a vyrovna\u0165 sa s tlakom, s\u00fa ve\u013emi vyberav\u00ed a uvedomuj\u00fa si svoje mo\u017enosti. To znamen\u00e1, \u017ee va\u0161e tradi\u010dn\u00e9 \u0161kolenia zamestnancov u\u017e nebud\u00fa fungova\u0165. A ak si chcete udr\u017ea\u0165 gener\u00e1ciu Y, je \u010das by\u0165 kreat\u00edvny.<\/p>\n\n\n\n

\"Mileni\u00e1li<\/figure><\/div>\n\n\n\n

Tipy pre n\u00e1stup mileni\u00e1lov na palubu<\/h2>\n\n\n\n

Rovnako aj proces n\u00e1stupu do zamestnania pon\u00faka \u017eivn\u00fa p\u00f4du na vzbudenie nad\u0161enia a v\u00e1\u0161ne, ktor\u00e1 je potrebn\u00e1 na to, aby sa mileni\u00e1l usadil v dlhodobej kari\u00e9re. Prv\u00fdch p\u00e1r t\u00fd\u017ed\u0148ov zamestnania mileni\u00e1la do ve\u013ekej miery ur\u010duje jeho kari\u00e9rnu dr\u00e1hu v spolo\u010dnosti. Niet poch\u00fdb o tom, \u017ee ni\u017e\u0161ie uveden\u00e9 tipy onboardingov\u00e9ho programu si vy\u017eiadaj\u00fa \u010das a \u00fasilie na implement\u00e1ciu, ale v kone\u010dnom d\u00f4sledku v\u00e1m u\u0161etria \u010das na sp\u00e4tnom n\u00e1bere a pohovoroch na poz\u00edcie, ktor\u00e9 mileni\u00e1li op\u00fa\u0161\u0165aj\u00fa, preto\u017ee sa v organiz\u00e1cii nec\u00edtili v\u00edtan\u00ed a prijat\u00ed.<\/p>\n\n\n\n

Porozpr\u00e1vajte sa s existuj\u00facimi zamestnancami<\/h3>\n\n\n\n

Op\u00fdtajte sa s\u00fa\u010dasn\u00fdch zamestnancov, ktor\u00ed pracuj\u00fa pre organiz\u00e1ciu menej ako dva roky, \u010do by si priali, aby im bolo povedan\u00e9 alebo uroben\u00e9 po\u010das procesu n\u00e1stupu, a za\u010dle\u0148te to. So s\u00fa\u010dasn\u00fdmi zamestnancami zd\u00f4raznite v\u00fdznam srde\u010dn\u00e9ho priv\u00edtania nov\u00fdch zamestnancov. Stanovte \u010das, aby sa nov\u00fd zamestnanec mohol spoji\u0165 aspo\u0148 s jedn\u00fdm ved\u00facim pracovn\u00edkom spolo\u010dnosti.<\/p>\n\n\n\n

Taktick\u00e9 na\u010dasovanie<\/h3>\n\n\n\n

Pred prv\u00fdm d\u0148om po\u0161lite nov\u00e9mu zamestnancovi z mil\u00e9nia e-mail alebo textov\u00fa spr\u00e1vu, v ktorej zd\u00f4razn\u00edte, \u017ee organiz\u00e1cia je nad\u0161en\u00e1 a \u010do m\u00f4\u017ee o\u010dak\u00e1va\u0165, pokia\u013e ide o oble\u010denie, parkovanie a program d\u0148a. Ke\u010f\u017ee hladina energie zamestnancov je zvy\u010dajne vy\u0161\u0161ia nesk\u00f4r v t\u00fd\u017edni, zv\u00e1\u017ete, \u010di neza\u010dnete s nov\u00fdm zamestnancom v stredu, \u0161tvrtok alebo piatok. Za\u010dnite de\u0148 nov\u00e9ho zamestnanca po 10. hodine dopoludnia. To poskytne dostatok \u010dasu na to, aby si nov\u00fd zamestnanec na\u0161iel cestu do pr\u00e1ce a aby s\u00fa\u010dasn\u00ed zamestnanci mohli rie\u0161i\u0165 naliehav\u00e9 z\u00e1le\u017eitosti pred pr\u00edchodom nov\u00e9ho zamestnanca.<\/p>\n\n\n\n

Pripravte si propaga\u010dn\u00fd v\u00fdstroj<\/h3>\n\n\n\n

Ni\u010d nedok\u00e1\u017ee vyjadri\u0165 \u201czabudli sme, \u017ee dnes nastupuje\u0161\u201d tak, ako to, \u017ee nov\u00fd zamestnanec nem\u00e1 pripraven\u00fa v\u00fdbavu. Uistite sa, \u017ee v\u0161etok hardv\u00e9r a zariadenia, ktor\u00e9 v\u00e1m spolo\u010dnos\u0165 vyd\u00e1, s\u00fa v prev\u00e1dzke a s\u00fa na nich vopred nain\u0161talovan\u00e9 ob\u013e\u00faben\u00e9 obslu\u017en\u00e9 aplik\u00e1cie nov\u00e9ho zamestnanca. Prekvapte ich nejak\u00fdm super sladk\u00fdm firemn\u00fdm SWAG (veci, ktor\u00e9 v\u0161etci dost\u00e1vame). \u010c\u00edm bizarnej\u0161ie a jedine\u010dnej\u0161ie, t\u00fdm lep\u0161ie. To m\u00f4\u017ee pom\u00f4c\u0165 nov\u00e9mu zamestnancovi, aby sa za\u010dal identifikova\u0165 so spolo\u010dnos\u0165ou.<\/p>\n\n\n\n

Mileni\u00e1li oce\u0148uj\u00fa prisp\u00f4sobenie<\/h3>\n\n\n\n

V\u010faka internetu vyrastali mileni\u00e1li v \u00e9re prisp\u00f4sobovania, ke\u010f si prisp\u00f4sobovali top\u00e1nky, tri\u010dk\u00e1 a aut\u00e1. Vyu\u017eite toto o\u010dak\u00e1vanie a umo\u017enite nov\u00e9mu zamestnancovi prisp\u00f4sobi\u0165 si pracovn\u00fd priestor, zariadenia a\/alebo pracovn\u00e9 aplik\u00e1cie. Po\u010das tohto procesu prisp\u00f4sobovania sa m\u00f4\u017eete o novom zamestnancovi ve\u013ea dozvedie\u0165. Okrem toho poskytnite predtla\u010den\u00e9 vizitky s ich menom. To pom\u00f4\u017ee mileni\u00e1lom vidie\u0165 a c\u00edti\u0165, \u017ee s\u00fa s\u00fa\u010das\u0165ou t\u00edmu hne\u010f od prv\u00e9ho d\u0148a.<\/p>\n\n\n\n

Vysvetlite o\u010dak\u00e1vania<\/h3>\n\n\n\n

Mileni\u00e1li potrebuj\u00fa a chc\u00fa presne vedie\u0165, ako chcete, aby pracovali. Poskytnutie jasn\u00e9ho \u00favodu a preh\u013eadu o ich pr\u00e1ci bude ma\u0165 ve\u013ek\u00fd v\u00fdznam. Uve\u010fte z\u00e1sady \"dos\" a \"don't\", pokia\u013e ide o komunik\u00e1ciu, vedenie, pracovn\u00fd \u010das, dovolenku at\u010f. Po\u00a0onboarding<\/a>, mileni\u00e1l by mal ma\u0165 z\u00e1kladn\u00e9 vedomosti o nasleduj\u00facich oblastiach: kult\u00fara, hodnoty a v\u00edzia, \u00falohy a zodpovednosti, pr\u00edle\u017eitosti a pov\u00fd\u0161enie, odborn\u00e1 pr\u00edprava a bezpe\u010dnos\u0165 a etika\/zodpovednos\u0165.<\/p>\n\n\n\n

Pokrok v pr\u00edzvukovan\u00ed<\/h3>\n\n\n\n

Hlavn\u00fdm d\u00f4vodom odchodu mileni\u00e1lov z organiz\u00e1ci\u00ed je nedostatok kari\u00e9rnych pr\u00edle\u017eitost\u00ed. Z\u00edskajte v\u010dasn\u00fd n\u00e1skok v tomto probl\u00e9me t\u00fdm, \u017ee zd\u00f4razn\u00edte kroky potrebn\u00e9 na postup v r\u00e1mci organiz\u00e1cie. Zozn\u00e1mte ich so softv\u00e9rom na zap\u00e1janie zamestnancov a syst\u00e9mom odme\u0148ovania zamestnancov, aby vedeli, ako pou\u017e\u00edva\u0165 firemn\u00e9 n\u00e1stroje, ktor\u00e9 im pom\u00f4\u017eu zapoji\u0165 sa a napredova\u0165 od sam\u00e9ho za\u010diatku. Jasne ur\u010dte ich mo\u017enosti a potrebn\u00e9 \u010dasov\u00e9 harmonogramy povy\u0161ovania. Konkr\u00e9tne jedna spolo\u010dnos\u0165 poskytuje ka\u017ed\u00e9mu nov\u00e9mu zamestnancovi \u017eiv\u00fa rastlinu, ktor\u00e1 pripom\u00edna jeho rast v organiz\u00e1cii. Vn\u00edman\u00fd rast rastl\u00edn existuj\u00facich zamestnancov je doslova \u017eiv\u00fdm pr\u00edkladom odhodlania organiz\u00e1cie napredova\u0165.<\/p>\n\n\n\n

Komunik\u00e1cia je pre mileni\u00e1lov k\u013e\u00fa\u010dov\u00e1<\/h3>\n\n\n\n

Poskytnite \u201cPr\u00edru\u010dku pre novoprijat\u00fdch zamestnancov\u201d, ktor\u00e1 obsahuje postrehy zamestnancov, bl\u00edzke miesta, kde sa m\u00f4\u017eete najes\u0165 alebo si da\u0165 pivo, mo\u017enosti dopravy, z\u00e1kaz obliekania, mo\u017enosti rekre\u00e1cie at\u010f. Zv\u00e1\u017ete mo\u017enos\u0165 zorganizova\u0165 lov na nov\u00e9ho zamestnanca ako sp\u00f4sob, ako sa zozn\u00e1mi\u0165 s kancel\u00e1riou, \u013eu\u010fmi a kult\u00farou. Majte na pam\u00e4ti, \u017ee mileni\u00e1li si z\u00edskavaj\u00fa mileni\u00e1lov, tak\u017ee ak je to mo\u017en\u00e9, vyu\u017eite na tieto prehliadky ned\u00e1vnych mileni\u00e1lnych zamestnancov. Ak bud\u00fa hodnoty a v\u00edzia spolo\u010dnosti zobrazen\u00e9 na sten\u00e1ch alebo stelesnen\u00e9 zamestnancami a fyzick\u00fdm pracovn\u00fdm priestorom, pom\u00f4\u017ee to jasne komunikova\u0165 firemn\u00fa kult\u00faru.<\/p>\n\n\n\n

Zakon\u010dite silne a s energiou<\/h3>\n\n\n\n

Mnoh\u00e9 procesy n\u00e1stupu sa m\u00f4\u017eu pretiahnu\u0165 a vies\u0165 k vyhoreniu nov\u00fdch zamestnancov. Nie je to dobr\u00fd prv\u00fd dojem. Namiesto toho skon\u010dite s energiou. Vyu\u017eite spolo\u010densk\u00fa udalos\u0165 alebo aktivitu, ktor\u00e1 bude znamena\u0165 ukon\u010denie procesu. Alebo poskytnite hmatate\u013en\u00fa odmenu, ktor\u00e1 m\u00f4\u017ee sl\u00fa\u017ei\u0165 ako pr\u00e1vo na vstup do organiz\u00e1cie.<\/p>\n\n\n\n

Pre\u010do mus\u00edte by\u0165 flexibiln\u00ed vo\u010di mileni\u00e1lom<\/h2>\n\n\n\n

Viacer\u00e9 spolo\u010dnosti sa st\u00e1le ob\u00e1vaj\u00fa slova \u201cmileni\u00e1l\u201d ako vojenskej zbrane, ktor\u00e1 na nich mieri. Vedia toti\u017e, \u017ee je potrebn\u00e9 urobi\u0165 zmeny, a boja sa ich.\u00a0Vzh\u013eadom na to, \u017ee do pracovn\u00e9ho procesu vstupuje viac ako 50 mili\u00f3nov mileni\u00e1lov, zamestn\u00e1vatelia sa musia pripravi\u0165 na bud\u00facnos\u0165.\u00a0<\/a>Je to ich najlep\u0161ia st\u00e1vka. A va\u0161a.<\/p>","protected":false},"excerpt":{"rendered":"

If your company wishes to welcome Millennials in your workforce, you must consider two very important things: they have extremely high expectations and they are impatient. Although Millennials can easily adapt to changes and deal with pressure, they are very selective and aware of their options. This means that your traditional employee training will no […]<\/p>\n","protected":false},"author":2,"featured_media":8609,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"wds_primary_category":0,"footnotes":""},"categories":[40],"tags":[67,68,48],"post_folder":[],"class_list":["post-8608","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-training","tag-digitalization","tag-millenials","tag-onboarding"],"uagb_featured_image_src":{"full":["https:\/\/rewo.io\/wp-content\/uploads\/2020\/05\/Millenials-comp.jpg",1920,1280,false],"thumbnail":["https:\/\/rewo.io\/wp-content\/uploads\/2020\/05\/Millenials-comp-150x150.jpg",150,150,true],"medium":["https:\/\/rewo.io\/wp-content\/uploads\/2020\/05\/Millenials-comp-300x200.jpg",300,200,true],"medium_large":["https:\/\/rewo.io\/wp-content\/uploads\/2020\/05\/Millenials-comp-768x512.jpg",768,512,true],"large":["https:\/\/rewo.io\/wp-content\/uploads\/2020\/05\/Millenials-comp-1024x683.jpg",1024,683,true],"1536x1536":["https:\/\/rewo.io\/wp-content\/uploads\/2020\/05\/Millenials-comp-1536x1024.jpg",1536,1024,true],"2048x2048":["https:\/\/rewo.io\/wp-content\/uploads\/2020\/05\/Millenials-comp.jpg",1920,1280,false],"trp-custom-language-flag":["https:\/\/rewo.io\/wp-content\/uploads\/2020\/05\/Millenials-comp.jpg",18,12,false]},"uagb_author_info":{"display_name":"VIAR","author_link":"https:\/\/rewo.io\/sk\/author\/viar\/"},"uagb_comment_info":0,"uagb_excerpt":"If your company wishes to welcome Millennials in your workforce, you must consider two very important things: they have extremely high expectations and they are impatient. Although Millennials can easily adapt to changes and deal with pressure, they are very selective and aware of their options. This means that your traditional employee training will no…","_links":{"self":[{"href":"https:\/\/rewo.io\/sk\/wp-json\/wp\/v2\/posts\/8608","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/rewo.io\/sk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/rewo.io\/sk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/rewo.io\/sk\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/rewo.io\/sk\/wp-json\/wp\/v2\/comments?post=8608"}],"version-history":[{"count":0,"href":"https:\/\/rewo.io\/sk\/wp-json\/wp\/v2\/posts\/8608\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/rewo.io\/sk\/wp-json\/wp\/v2\/media\/8609"}],"wp:attachment":[{"href":"https:\/\/rewo.io\/sk\/wp-json\/wp\/v2\/media?parent=8608"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/rewo.io\/sk\/wp-json\/wp\/v2\/categories?post=8608"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/rewo.io\/sk\/wp-json\/wp\/v2\/tags?post=8608"},{"taxonomy":"post_folder","embeddable":true,"href":"https:\/\/rewo.io\/sk\/wp-json\/wp\/v2\/post_folder?post=8608"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}