{"id":32772,"date":"2022-03-11T18:02:54","date_gmt":"2022-03-11T18:02:54","guid":{"rendered":"https:\/\/www.talogy.com\/hur-man-undviker-att-falla-offer-for-den-stora-uppsagningen\/"},"modified":"2026-01-07T12:40:06","modified_gmt":"2026-01-07T12:40:06","slug":"hur-man-undviker-att-falla-offer-for-den-stora-uppsagningen","status":"publish","type":"post","link":"https:\/\/talogy.com\/sv\/blog\/hur-man-undviker-att-falla-offer-for-den-stora-uppsagningen\/","title":{"rendered":"Hur man undviker att falla offer f\u00f6r \u201cden stora upps\u00e4gningen\u201d"},"content":{"rendered":"\n<p>Du kanske har h\u00f6rt om &#8221;den stora upps\u00e4gningen&#8221; (the great resignation) i media och i diskussioner. Det \u00e4r en fras som myntats av Anthony Klotz, docent i management vid Texas A&amp;M och h\u00e4nvisar till det observerade fenomenet med anst\u00e4llda som frivilligt l\u00e4mnar sina jobb i en h\u00f6gre takt \u00e4n vanligt n\u00e4r de anst\u00e4llda \u00e5terg\u00e5r till arbetet i en post-pandemisk v\u00e4rld. Enligt Bureau of Labor Statistics var den genomsnittliga personalavg\u00e5ngen 2,3 % 2019. 2020 var den 2,1 % och under april m\u00e5nad 2021 (den senaste fullst\u00e4ndiga dataupps\u00e4ttningen tillg\u00e4nglig vid publiceringstillf\u00e4llet) var personalavg\u00e5ngen 2,8 %. S\u00e5 hur vidtar du proaktiva \u00e5tg\u00e4rder f\u00f6r att s\u00e4kerst\u00e4lla att du undviker att falla offer f\u00f6r &#8221;den stora upps\u00e4gningen&#8221;? Svaret \u00e4r troligen ingen hemlighet.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Vad \u00e4r det som driver denna trend?<\/h4>\n\n\n\n<p>Det finns ett antal bidragande faktorer som sannolikt driver p\u00e5 detta fenomen:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>F\u00f6r m\u00e5nga skapade pandemin en milj\u00f6 av os\u00e4kerhet. Den naturliga instinkten f\u00f6r m\u00e5nga anst\u00e4llda \u00e4r att v\u00e4rdera anst\u00e4llning och anst\u00e4llningstrygghet h\u00f6gt i os\u00e4kra tider. Risken med att l\u00e4mna ett jobb under en pandemi \u00e4r st\u00f6rre \u00e4n kostnaden f\u00f6r att stanna kvar i en situation d\u00e4r de \u00e4r missn\u00f6jda. N\u00e4r pandemin l\u00e4ttar och restriktionerna h\u00e4vs f\u00f6r\u00e4ndras risk-bel\u00f6ningsf\u00f6rh\u00e5llandet och de anst\u00e4llda blir mer ben\u00e4gna att k\u00e4nna sig bekv\u00e4ma med att sluta p\u00e5 sina jobb.<\/li>\n\n\n\n<li>M\u00e5nga organisationer genomf\u00f6rde upps\u00e4gningar och permitteringar under pandemin n\u00e4r det var n\u00f6dv\u00e4ndigt att minska kostnaderna. De anst\u00e4llda som stannade kvar f\u00f6r att g\u00f6ra jobbet har l\u00e5nga dagar och upplever utbr\u00e4ndhet p\u00e5 jobbet.<\/li>\n\n\n\n<li>Det var m\u00e5nga anst\u00e4llda som f\u00f6r f\u00f6rsta g\u00e5ngen upplevde en \u00f6verg\u00e5ng till distansarbete under pandemin. Den tid som sparas p\u00e5 grund av att man inte beh\u00f6ver pendla, b\u00e4ttre balans mellan arbete och fritid, st\u00f6rre sj\u00e4lvst\u00e4ndighet och anpassning till ny teknik som ett s\u00e4tt att h\u00e5lla kontakten med kollegor ledde till att miljontals amerikaner tyckte att det h\u00e4r nya s\u00e4ttet att arbeta \u00e4nd\u00e5 var tilltalande.<\/li>\n\n\n\n<li>Rent generellt tvingade pandemin m\u00e4nniskor att sakta ner och omv\u00e4rdera vad som \u00e4r viktigast i deras liv. En \u00f6kad vikt l\u00e4ggs vid v\u00e4lbefinnande och mental h\u00e4lsa, och de anst\u00e4llda fattar karri\u00e4rbeslut som hj\u00e4lper dem att n\u00e5 sina m\u00e5l i fr\u00e5ga om livstillfredsst\u00e4llelse.<\/li>\n<\/ul>\n\n\n\n<h4 class=\"wp-block-heading\">Hur kan du f\u00f6rhindra att det sker i din organisation?<\/h4>\n\n\n\n<p>Organisationer har under l\u00e5ng tid m\u00e4tt, utv\u00e4rderat och betonat medarbetarengagemang som ett HR-aff\u00e4rsm\u00e5l. &#8221;Den stora upps\u00e4gningen&#8221; inneb\u00e4r en utmaning f\u00f6r arbetsgivare som kan verka vara tillf\u00e4llig, men man f\u00e5r inte f\u00f6rbise de \u00f6vergripande anstr\u00e4ngningarna f\u00f6r att f\u00f6rb\u00e4ttra engagemanget hos de anst\u00e4llda.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>M\u00e4t nuvarande niv\u00e5er av engagemang hos anst\u00e4llda<\/strong> genom att ta tempen. Ledare ska st\u00e4lla specifika fr\u00e5gor som kan ge insikter om vad dina anst\u00e4llda v\u00e4rdes\u00e4tter h\u00f6gst.<\/li>\n\n\n\n<li><strong>Bek\u00e4mpa utbr\u00e4ndhet genom att ge dem en paus.<\/strong> Uppmuntra anv\u00e4ndning av betald ledighet, schemal\u00e4gg teamluncher eller planera en fikapaus\/happy hour varje vecka. Samarbeta ocks\u00e5 med de anst\u00e4llda om effektivitets- och tidsbesparande strategier p\u00e5 jobbet.<\/li>\n\n\n\n<li><strong>Visa medarbetarna att du satsar p\u00e5 dem.<\/strong> Utvecklingsbed\u00f6mningar och andra initiativ kan visa f\u00f6r de anst\u00e4llda att du s\u00e4tter v\u00e4rde p\u00e5 dem och deras karri\u00e4r.<\/li>\n\n\n\n<li><strong>Ge aff\u00e4rsenhetsledare och anst\u00e4llda<\/strong> m\u00f6jlighet att komma med id\u00e9er f\u00f6r att omforma jobb och team f\u00f6r att m\u00f6jligg\u00f6ra flexibla arbetsarrangemang d\u00e4r det \u00e4r meningsfullt.<\/li>\n<\/ul>\n\n\n\n<p>N\u00e4r pandemin b\u00f6rjade svepa \u00f6ver v\u00e4rlden vidtog f\u00f6retag omedelbart alla de \u00e5tg\u00e4rder som kr\u00e4vdes f\u00f6r att skydda sina anst\u00e4lldas h\u00e4lsa och f\u00f6retagets situation. Vi uppmuntrar dig att n\u00e4rma dig efterf\u00f6ljande beslut med samma k\u00e4nsla av angel\u00e4genhet och samma slutm\u00e5l f\u00f6r att skydda din personalstyrka. Dessa beslut kommer att g\u00f6ra det m\u00f6jligt f\u00f6r din organisation att forts\u00e4tta att frodas i det omformade arbetslivet och i slut\u00e4ndan undvika att falla offer f\u00f6r &#8221;den stora upps\u00e4gningen.&#8221;<\/p>\n\n\n\n<div class=\"wp-block-media-text alignwide is-stacked-on-mobile\"><figure class=\"wp-block-media-text__media\"><img decoding=\"async\" width=\"640\" height=\"828\" src=\"http:\/\/talogy.com\/wp-content\/uploads\/2021\/12\/cta-whitepaper-cover-reducing-turnover-starts-hiring-developing-leaders.jpg\" alt=\"\" class=\"wp-image-4484 size-full\" srcset=\"https:\/\/talogy.com\/wp-content\/uploads\/2021\/12\/cta-whitepaper-cover-reducing-turnover-starts-hiring-developing-leaders.jpg 640w, https:\/\/talogy.com\/wp-content\/uploads\/2021\/12\/cta-whitepaper-cover-reducing-turnover-starts-hiring-developing-leaders-232x300.jpg 232w\" sizes=\"(max-width: 640px) 100vw, 640px\" \/><\/figure><div class=\"wp-block-media-text__content\">\n<h4 class=\"wp-block-heading\">Att minska personaloms\u00e4ttningen startar med att rekrytera och utveckla fantastiska ledare<\/h4>\n\n\n\n<h5 class=\"wp-block-heading\">\u00c4ven om m\u00e5nga anser att o\u00f6nskad personaloms\u00e4ttning \u00e4r sv\u00e5r att \u00e5tg\u00e4rda finns det mycket tydliga s\u00e4tt att f\u00f6rst\u00e5 hur detta p\u00e5verkar din organisation och vad som kan g\u00f6ras f\u00f6r att reducera den.<\/h5>\n\n\n\n<p>Organisationer som har &#8221;l\u00f6st&#8221; det h\u00e4r problemet g\u00f6r m\u00e5nga saker annorlunda \u00e4n sina motsvarigheter \u2013 och alla s\u00e4tt fokuserar p\u00e5 effektivt ledarskap. <\/p>\n\n\n\n<p>Som vi alla vet finns det m\u00e5nga anledningar till att anst\u00e4llda slutar. Och en del av den h\u00e4r personaloms\u00e4ttningen borde faktiskt kategoriseras som &#8221;bra personaloms\u00e4ttning&#8221; (t.ex. att bli av med de som inte presterar v\u00e4l). <\/p>\n\n\n\n<p>Men n\u00e4r vi unders\u00f6ker o\u00f6nskad personaloms\u00e4ttning finns det en r\u00f6d tr\u00e5d bakom orsakerna till att m\u00e4nniskor slutar, och den \u00e4r direkt kopplad till relationen med deras chef och andra ledare inom f\u00f6retaget.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/info.talogy.com\/en-gb\/reducing-turnover-with-great-leaders\" target=\"_blank\" rel=\"noreferrer noopener\">Ladda ner nu<\/a><\/div>\n<\/div>\n<\/div><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Du kanske har h\u00f6rt om &#8221;den stora upps\u00e4gningen&#8221; (the great resignation) i media och i diskussioner. Det \u00e4r en fras som myntats av Anthony Klotz, docent i management vid Texas A&amp;M och h\u00e4nvisar till det observerade fenomenet med anst\u00e4llda som frivilligt l\u00e4mnar sina jobb i en h\u00f6gre takt \u00e4n vanligt n\u00e4r de anst\u00e4llda \u00e5terg\u00e5r till [&hellip;]<\/p>\n","protected":false},"author":9,"featured_media":104476,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"custom_post_author_id":"107213","footnotes":""},"categories":[206],"tags":[],"tax_topic":[412],"tax_industry":[584,585,586,583,592,590,589,587,591,588],"class_list":["post-32772","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blogg-sv","tax_topic-behalla-talang","tax_industry-energi-allmannytta","tax_industry-federal-regering","tax_industry-finans-forsakring","tax_industry-fordon","tax_industry-kommun-landsting","tax_industry-offentlig-sektor-sv","tax_industry-professional-services-sv","tax_industry-sjukvard","tax_industry-tillverkning-sv","tax_industry-tillverkning"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Hur man undviker att falla offer f\u00f6r \u201cden stora 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