{"componentChunkName":"component---src-templates-node-blog-js","path":"/en/blog/slubuje-ci-wiernosc-o-lojalnosci-pracownikow","result":{"data":{"nodeBlog":{"id":"bda59bfe-74f4-51ae-ad9a-be1e3e0d1510","drupal_id":"a54a9706-a5f7-44f1-b4e6-9656fdc48761","drupal_internal__nid":1340,"internal":{"type":"node__blog"},"title":"Ślubuję Ci wierność - o lojalności pracowników","body":{"summary":"","value":"\r\n
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Lojalność to słowo, które każdy interpretuje inaczej. Słownik języka polskiego w podstawowej definicji, mówi o \"uczciwej i rzetelnej osobie w stosunkach z innymi ludźmi\". Zastanówmy się jak definiować lojalność w relacji pracodawca – pracownik.

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Zawiązanie tejże relacji powstaje z chwilą ustanowienia stosunku o pracę. W tym momencie pracodawca ma pełne prawo oczekiwać pełnej lojalności od zatrudnionego, która w tym wypadku oznacza jego rzetelność i prawidłowy stosunek do powierzonych obowiązków.

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Papierek lakmusowy

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Według jakich kryteriów pracodawca ma możliwość sprawdzenia czy nowo zatrudniony pracownik jest lojalny? (Zakładamy, że obecni zatrudnieni to osoby lojalne.) Jeżeli przekażemy osobie nasze wartości, niejako \"kodeks\" przedsiębiorstwa, wówczas pierwszym kryterium jest to, czy pracownik ich przestrzega w każdej sytuacji, czy się z nimi identyfikuje. Nie mogą oczywiście być to zachowania jednorazowe, na pokaz, ale długotrwałe podejście.

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Traktując firmę jak maszynę, możemy porównać jej pracowników do jej części. Każda jest szalenie ważna i spełnia swoją funkcję, by całość sprawnie działała. Silnik potrzebuje dobrze wyszlifowanych cylindrów tłoka, ale również bez kabelka, który przewodzi wiązkę prądu do świecy, zapłon nie nastąpi. Każdy pracownik to właśnie taki element. Jednak ludzie to nie maszyny i często emocjonalnie podchodzą do swoich obowiązków. Jeśli osoba wiąże swoją przyszłość z przedsiębiorstwem, wtedy mamy duże prawdopodobieństwo, że będzie to osoba lojalna.

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Współpraca

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Jak osiągnąć lojalność? Wykrzyczeć? Wyegzekwować straszeniem karami? Zdecydowanie nie! Lojalność to miecz obusieczny i pracodawca musi spełnić swoją część budowania zaufania w oczach pracownika. Lojalność jest rzeczą, która by była trwała i prawdziwa, nie powinna wynikać ze strachu. Zastraszona osoba zwyczajnie nie będzie lubiła swojego przełożonego. Na myśl tutaj nasuwa się jedna z reguł wpływu społecznego - reguła sympatii, o której pisałem już wcześniej w tym wpisie.

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Z różnych powodów ludzie trzymają się zatrudnienia, ale najczęstszym z nich są przesłanki ekonomiczne. Jeśli osoba zastraszona przez swojego szefa zobaczy możliwość zarobku w innej pracy i środowisku, wówczas najzwyczajniej w świecie odejdzie. Tego samego zachowania możemy spodziewać się gdy firma przechodzi kryzys. Relacja lojalności, a więc tym samym zaufania winna być budowana w równym stopniu, zarówno przez pracownika jak i pracodawcę.

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Obowiązek lojalności

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W myśl - Art. 100. §2. pkt. 4. K.p. mówi o tym, że zatrudniony ma obowiązek „dbać o dobro zakładu pracy, chronić jego mienie oraz zachować w tajemnicy informacje, których ujawnienie mogłoby narazić pracodawcę na szkodę”. Informacja to niewątpliwie potęga, zwłaszcza w obecnym, tak zawrotnie rozwijającym się świecie. \"Wyciek\" wrażliwych informacji, umożliwiony przez nielojalnego pracownika, może skutkować po prostu katastrofą. W tym świetle lojalność jest wręcz kluczowa przez olbrzymie K.

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Jak widzimy, prawdziwa lojalność jest możliwa do osiągnięcia tylko wtedy, gdy włożymy w jej zbudowanie pracę oraz trud świadomie i z obu stron: pracodawcy i pracownika.

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