{"id":9611,"date":"2020-03-19T09:57:28","date_gmt":"2020-03-19T06:57:28","guid":{"rendered":"http:\/\/motieka.digiart.lt\/?p=9611"},"modified":"2022-07-05T15:36:16","modified_gmt":"2022-07-05T12:36:16","slug":"covid-19-derybos-su-darbuotojais","status":"publish","type":"post","link":"https:\/\/motieka.com\/lt\/naujienos\/covid-19-derybos-su-darbuotojais\/","title":{"rendered":"COVID-19: derybos su darbuotojais"},"content":{"rendered":"<p>\u0160ie patarimai aktual\u016bs, kai darbuotojo ind\u0117lis \u012f j\u016bs\u0173 versl\u0105 yra svarbus. \u017dodis \u201edarbuotojas\u201c yra vartojamas kaip bendrinis ir apima tiek moteris, tiek vyrus.<\/p>\n<ul>\n<li><strong>Gerai supraskite darbuotoj\u0173 baimes.<\/strong> Tyrimai rodo, kad atlyginim\u0173 dydis n\u0117ra svarbiausias kriterijus darbuotojams. Kriz\u0117s metu pinigai taip pat n\u0117ra esminis klausimas. Daug svarbiau suprasti, k\u0105 pinigai ir j\u0173 suma\u017e\u0117jimas rei\u0161kia darbuotojui (pvz., negal\u0117s sumok\u0117ti u\u017e buto paskol\u0105, moka alimentus, turi kit\u0173 \u012fsipareigojim\u0173). Prie\u0161 derybas \u012fsivaizduokite, kad esate darbuotojo vietoje. Ko pra\u0161ytum\u0117te? Ko bijotum\u0117te? \u0160is pratimas leis jums ne tik b\u016bti labiau empati\u0161kiems, bet ir suprasti darbuotojo poreikius. O tikrojo darbuotoj\u0173 intereso nustatymas yra 90 proc. deryb\u0173 s\u0117km\u0117s garantija.<\/li>\n<li><strong>Padarykite nam\u0173 darbus.<\/strong> B\u016bt\u0173 idealu, jei prie\u0161 derybas tur\u0117tum\u0117te vis\u0105 reikaling\u0105 informacij\u0105 apie darbuotoj\u0105 ir jo darbo s\u0105lygas, jo darbo istorij\u0105, charakteristik\u0105. Tokia informacija leis geriau pasiruo\u0161ti kalb\u0117tis ir suprasti darbuotojo psichologin\u012f portret\u0105.<\/li>\n<li>\u012egykite darbuotojo pasitik\u0117jim\u0105. Tam, kad darbuotojas atskleist\u0173 savo baimes, reikia, kad jumis pasitik\u0117t\u0173. Tod\u0117l derybas prad\u0117kite ne nuo imperatyvaus tono, bet nuo to, kad jus abudu esate sud\u0117tingoje situacijoje ir turite bendrai i\u0161spr\u0119sti problem\u0105. Jeigu numanote darbuotojo problem\u0105, naudinga pa\u010diam j\u0105 \u012fvardyti (pvz., suprantu, kad did\u017ei\u0105j\u0105 dal\u012f darbo u\u017emokes\u010dio j\u016bs sumokate b\u016bsto paskolai padengti). Tai darbuotojas tikrai \u012fvertins teigiamai.<\/li>\n<li><strong>Atskirkite darbuotoj\u0105 nuo problemos.<\/strong> \u017dmon\u0117s ne kompiuteriai. D\u0117l i\u0161kilusi\u0173 problem\u0173 jie link\u0119 kaltinti kitus, bet ne save. Derybose, ypa\u010d kalbama apie asmeninius interesus, derybininkas tampa taikiniu ir kitos pus\u0117s problem\u0173 \u201eprie\u017eastimi\u201c. Bukite \u0161velnus su darbuotojais, bet negailestingas j\u0173 (ir j\u016bs\u0173) problemoms. \u017dmon\u0117s da\u017enai tuos pa\u010dius faktus supranta skirtingai (pvz., darbo u\u017emokes\u010dio ma\u017einim\u0105 darbdavys gali suprasti kaip b\u016btin\u0105 priemon\u0119 verslui i\u0161laikyti, darbuotojas gali suprasti kaip jo darbo bei lojalumo ne\u012fvertinim\u0105). Tod\u0117l turite \u012fvardyti darbuotoj\u0173 problemas. \u012evardytos, jos tampa ap\u010diuopiamos ir jas galima spr\u0119sti be baim\u0117s b\u016bti neteisingai suprastam.<\/li>\n<li><strong>Nekaltinkite darbuotojo d\u0117l j\u016bs\u0173 problem\u0173.<\/strong> J\u016bs ne tik turite atskirti darbuotoj\u0105 nuo problemos, bet ir netapatinti savo problem\u0173 su darbuotoju. Lengva sakyti, kad \u201eesi nelojalus, jeigu nesutinki su mano laikinu pra\u0161ymu suma\u017einti darbo u\u017emokest\u012f arba i\u0161eiti neapmokam\u0173 atostog\u0173\u201c. Bet problema gali b\u016bti visai ne darbuotojo lojalumas, o, pavyzd\u017eiui, darbuotojo finansiniai \u012fsipareigojimai kitiems asmenims. Ne visi gali tiesiai \u0161viesiai \u012fvardyti savo problemas. Vienintelis b\u016bdas tai i\u0161siai\u0161kinti \u2013 klausti.<\/li>\n<li><strong>Klausdami, leiskite darbuotojui \u201ei\u0161leisti gar\u0105\u201c.<\/strong> Nei\u0161sig\u0105skite, jei darbuotojas deryb\u0173 metu pratr\u016bks: prad\u0117s j\u016bs kaltinti, r\u0117kti, verkti. Tai normalu. Nes tam, kad j\u016bs suprastum\u0117te jo problemas, jis turi jas \u012fvardyti. O tai yra skausmingas pratimas. Leiskite jam i\u0161lieti savo emocijas, nepertraukin\u0117kite ir jokiu b\u016bdu nesigin\u010dykite. I\u0161klausykite ir ramiu tonu pasi\u016blykite gr\u012f\u017eti prie problem\u0173.<\/li>\n<li><strong>Klausykite aktyviai ir apibendrinkite tai, k\u0105 jums pasak\u0117.<\/strong> Be komunikacijos neb\u016bt\u0173 deryb\u0173. Klausa \u2013 j\u016bs\u0173 \u012frankis. Geras derybininkas ne tas, kuris kalba 80 proc. laiko, bet tas, kuris 80 proc. laiko klauso. B\u016btent klausymas leid\u017eia jums suprasti darbuotojo l\u016bkes\u010dius, jo pad\u0117t\u012f, emocijas, o, svarbiausia, i\u0161girsti, k\u0105 darbuotojas bando pasakyti. Kartais perklauskite, ar teisingai suprantate darbuotojo \u017eod\u017eius (pvz., atsipra\u0161au, ar a\u0161 teisingai suprantu, kad&#8230;). Taip pat pozityviai perfrazuokite tai, k\u0105 jums pasak\u0117 darbuotojas. Tuomet darbuotojas \u017einos, kad j\u016bs ne tik jo klausote, bet ir girdite bei suprantate. O tai labai svarbu. Kalibruokite savo klausimus. Jei deryb\u0173 metu darbuotojas i\u0161 j\u016bs\u0173 reikalauja ne\u012fmanom\u0173 dalyk\u0173, visada jo klauskite: \u201ekaip a\u0161 tur\u0117\u010diau tai padaryti\u201c. Taip darbuotojas \u012fsitrauks \u012f j\u016bs\u0173 problemos sprendim\u0105.<\/li>\n<li><strong>Kalb\u0117kite apie save, ne apie darbuotoj\u0105.<\/strong> Jeigu \u017ei\u016br\u0117site \u012f darbuotoj\u0105 kaip \u012f savo partner\u012f, jums bus lengviau suprasti, kad turite pasidalyti problemomis, o ne tik i\u0161girsti jo problemas. Jei j\u016bs dalinsit\u0117s, su kokiomis problemomis susid\u016br\u0117 j\u016bs\u0173 verslas tai leis i\u0161laikyti abipusio bendradarbiavimo santykius.<\/li>\n<li><strong>Bendrai ie\u0161kokite sprendim\u0173.<\/strong> Yra trys pagrindin\u0117s kli\u016btys, trukdan\u010dios rasti bendrus sprendimus. Tai: (1) i\u0161ankstinis nusistatymas (pvz., darbdavys \u017ei\u016bri tik naudos sau); (2) vienintelio galimo atsakymo paie\u0161ka (pvz., darbuotojas mano, kad vienintelis problemos sprendimas \u2013 20 procent\u0173 suma\u017einti darbo u\u017emokest\u012f dviem m\u0117nesiams); (3) m\u0105stymas, kad problemos sprendimas yra paties darbuotojo sprendimas (pvz., a\u0161 pats turiu i\u0161spr\u0119sti \u0161i\u0105 situacij\u0105 ir pats rasti tinkam\u0105 sprendim\u0105). Jeigu jums pavyko sukurti darbin\u0119 deryb\u0173 atmosfer\u0105, s\u0117skite \u0161alia darbuotojo (ne prie\u0161ais j\u012f), paimkite balt\u0105 lap\u0105, tu\u0161inuk\u0105 ir sura\u0161ykite, i\u0161sidiskutav\u0119 su darbuotoju, visus galimus sprendimus. Nustebsite, kiek k\u016brybi\u0161k\u0173 sprendim\u0173 atsiras. Tada tik drauge reik\u0117s pasirinkti, kokie sprendimai yra tinkamiausi abiem pus\u0117ms.<\/li>\n<li><strong>Gr\u012fskite savo si\u016blymus objektyviais kriterijais.<\/strong> Idealu, jeigu nat\u016braliai ateinate prie deryb\u0173 rezultato. Bet jei d\u0117l vien\u0173 ar kit\u0173 prie\u017eas\u010di\u0173 jums reikia \u012fvardinti si\u016blom\u0105 pozicij\u0105, gr\u012fskite j\u0105 ne subjektyviais argumentais (pvz., \u012fmon\u0117 neturi pinig\u0173), bet objektyviais (pvz., d\u0117l karantino \u012fmon\u0117s pajamos suma\u017e\u0117jo 80 proc.). Jeigu si\u016blysite ma\u017einti darbo u\u017emokest\u012f, nema\u017einkite jo iki apvalaus skai\u010diaus (pvz., 2500 EUR). Pasi\u016blykite, pavyzd\u017eiui, 2476 EUR. Tai sudarys \u012fsp\u016bd\u012f, kad j\u016bs kruop\u0161\u010diai apskai\u010diavote, kiek galite mok\u0117ti.<\/li>\n<li>\u012evardykite, kokia b\u016bt\u0173 j\u016bs\u0173 geriausia alternatyva, jei derybos ne\u012fvykt\u0173. Jei matote, kad nesusitariate, \u012fvardykite, kokia b\u016bt\u0173 alternatyva (neapmokamos atostogos, darbo sutarties nutraukimas ir pan.). Kuo stipresn\u0117 j\u016bs\u0173 alternatyva, tuo daugiau \u0161ans\u0173 susitarti su darbuotoju. Psichologi\u0161kai yra lengviau priimti sprendim\u0105, kai \u017einai, kokios bus pasekm\u0117s jo nepri\u0117mus.<\/li>\n<\/ul>\n<p>\u017dinoma, \u0161ie patarimai yra tik ledkalnio vir\u0161\u016bn\u0117. Deryb\u0173 s\u0117km\u0117 priklauso tiek nuo pasiruo\u0161imo, tiek nuo derybinink\u0173 patirties, tiek nuo j\u0173 psichologini\u0173 portret\u0173.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u0160ie patarimai aktual\u016bs, kai darbuotojo ind\u0117lis \u012f j\u016bs\u0173 versl\u0105 yra svarbus. \u017dodis \u201edarbuotojas\u201c yra vartojamas kaip bendrinis ir apima tiek moteris, tiek vyrus. Gerai supraskite darbuotoj\u0173 baimes. Tyrimai rodo, kad atlyginim\u0173 dydis n\u0117ra svarbiausias kriterijus darbuotojams. Kriz\u0117s metu pinigai taip pat n\u0117ra esminis klausimas. Daug svarbiau suprasti, k\u0105 pinigai ir j\u0173 suma\u017e\u0117jimas rei\u0161kia darbuotojui (pvz., [&hellip;]<\/p>\n","protected":false},"author":25,"featured_media":15180,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1879],"tags":[],"coauthors":[2113],"class_list":["post-9611","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-izvalgos","expertise_post-gincu-sprendimas"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>COVID-19: derybos su darbuotojais | Motieka ir Audzevi\u010dius<\/title>\n<meta name=\"description\" content=\"Advokat\u0173 kontora \u201eMotieka ir Audzevi\u010dius\u201c dalinasi patarimai, kaip kriz\u0117s laikotarpiu darbdaviui pasirengti pokalbiui su darbuotoju, kad derybos b\u016bt\u0173 s\u0117kmingos.\" 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