{"id":50924,"date":"2026-10-13T13:37:44","date_gmt":"2026-10-13T10:37:44","guid":{"rendered":"https:\/\/headex.eu\/?p=50924"},"modified":"2026-10-13T13:38:34","modified_gmt":"2026-10-13T10:38:34","slug":"50924","status":"publish","type":"post","link":"https:\/\/headex.eu\/lt\/50924\/","title":{"rendered":"Darbuotoj\u0173 motyvacija kei\u010diasi: kod\u0117l vien konkurencingo atlyginimo nebepakanka?"},"content":{"rendered":"

Konkurencingas atlyginimas i\u0161lieka vienu svarbiausi\u0173 kriterij\u0173 renkantis darb\u0105, ta\u010diau darbuotoj\u0173 sprendim\u0105 likti organizacijoje lemia ir kiti veiksniai. Tai atskleid\u0117 \u201eHEADEX Group\u201c kartu su \u201eSpinter tyrimais\u201c atlikta darbininki\u0161k\u0173 profesij\u0173 darbuototoj\u0173 apklausa. Jos duomenimis, daugiau nei pus\u0117 respondent\u0173 svarstyt\u0173 palikti darboviet\u0119 d\u0117l netinkamo tiesioginio vadovo elgesio. Ne ma\u017eiau svarbios ai\u0161kios darbo s\u0105lygos, stabilumas ir s\u0105\u017einingas po\u017ei\u016bris \u012f darbuotoj\u0105.<\/p>\n

Gamybos, logistikos ir paslaug\u0173 sektoriuose darbuotoj\u0173 kaita i\u0161lieka vienu aktualiausi\u0173 personalo valdymo klausim\u0173. Nors atlyginimas yra svarbus motyvacijos veiksnys, jis ne visada u\u017etikrina ilgalaik\u012f darbuotoj\u0173 lojalum\u0105.<\/p>\n

\u201eSprendimas nutraukti darbo santykius labai retai gimsta t\u0105 dien\u0105, kai para\u0161omas pra\u0161ymas i\u0161eiti i\u0161 darbo. Da\u017eniausiai \u017emogus nuo organizacijos pradeda tolti gerokai anks\u010diau \u2013 tyliai ir i\u0161 prad\u017ei\u0173 beveik nepastebimai\u201c, \u2013 sako \u201eHEADEX Group\u201c personalo vadov\u0117 Toma Stonkien\u0117.<\/p>\n

\"\"<\/p>\n

Tyrimas: atlyginimas svarbus, bet ne vienintelis kriterijus<\/h6>\n

Siekdama i\u0161siai\u0161kinti fizin\u012f, technin\u012f ir gamybin\u012f darb\u0105 dirban\u010di\u0173 \u017emoni\u0173 (\u201eblue collar\u201c darbuotoj\u0173) l\u016bkes\u010dius, \u201eHEADEX Group\u201c kartu su tyrim\u0173 bendrove \u201eSpinter\u201c atliko reprezentatyvi\u0105 beveik 600 Lietuvos gyventoj\u0173 apklaus\u0105. Papildomai buvo apklausta apie 900 \u201eHEADEX Group\u201c darbuotoj\u0173.<\/p>\n

Tyrimo rezultatai rodo, kad 77 proc. respondent\u0173 darbo u\u017emokest\u012f vertina kaip labai svarb\u0173 kriterij\u0173. Ta\u010diau 67 proc. svarbus ir geras tiesioginis vadovas, o 51 proc. svarstyt\u0173 palikti darboviet\u0119 d\u0117l netinkamo jo elgesio.<\/p>\n

Ne ma\u017eiau reik\u0161mingas stabilumas \u2013 j\u012f itin svarbiu laiko 72 proc. apklaust\u0173j\u0173. Dar 65 proc. tikisi ai\u0161ki\u0173 ir s\u0105\u017eining\u0173 taisykli\u0173. Darbuotojams svarbu \u017einoti savo darbo grafik\u0105, atsakomybes ir tai, ko i\u0161 j\u0173 tikimasi.<\/p>\n

\u201eDarbo u\u017emokestis i\u0161lieka labai svarbus, ta\u010diau vis da\u017eniau jis suvokiamas kaip b\u016btina darbo santyki\u0173 s\u0105lyga, o ne vienintel\u0117 prie\u017eastis rinktis darbdav\u012f ar likti organizacijoje. Pama\u017eu vis ma\u017eiau lieka darbuotoj\u0173, kuriuos motyvuoja tik pinigai\u201c, \u2013 teigia T. Stonkien\u0117.<\/p><\/blockquote>\n

Tyrimas taip pat atskleid\u0117, koki\u0105 reik\u0161m\u0119 turi darbdavio pa\u017ead\u0173 laikymasis. Kai realios darbo s\u0105lygos atitinka \u017ead\u0117tas, darbdavio rekomendavimo rodiklis siekia 8,53 balo i\u0161 10, o daugiau nei 90 proc. darbuotoj\u0173 planuoja darboviet\u0117je likti ilgam.<\/p>\n

Svarbus ir pripa\u017einimas. Nors 87 proc. apklaust\u0173j\u0173 supranta, kaip j\u0173 darbas prisideda prie \u012fmon\u0117s rezultat\u0173, tik 40 proc. jau\u010diasi i\u0161 ties\u0173 vertinami.<\/p>\n

Jolitos istorija: svarbu \u017einoti, ko tik\u0117tis<\/h6>\n

Darbuotoj\u0173 l\u016bkes\u010dius iliustruoja ir Jolitos, po 12 met\u0173 keli\u0173 projektavimo ir in\u017einerijos srityje nusprendusios keisti profesin\u0119 krypt\u012f, patirtis.<\/p>\n

I\u0161band\u017eiusi skirtingas veiklas, ji prad\u0117jo svarstyti apie darb\u0105 Vokietijoje. Nauj\u0105 darbo viet\u0105 rinkosi tur\u0117dama konkret\u0173 finansin\u012f tiksl\u0105, ta\u010diau ne ma\u017eiau d\u0117mesio skyr\u0117 s\u0105lygoms ir saugumui.<\/p>\n

\u201eSupratau, kad man reikia ne bet kokio darbo. Nor\u0117jau ai\u0161ki\u0173 s\u0105lyg\u0173: ai\u0161kaus u\u017emokes\u010dio, ai\u0161kios darbo vietos, tokio fizinio kr\u016bvio, kur\u012f gal\u0117\u010diau atlaikyti, dirbti vienoje pamainoje ir gauti apgyvendinim\u0105. Man buvo svarbu \u017einoti, kur va\u017eiuoju ir ko galiu tik\u0117tis. Kadangi vokie\u010di\u0173 kalbos laisvai nemok\u0117jau, papildomai svarbus buvo ir saugumas \u2013 patikima lietuvi\u0161ka \u012fmon\u0117, galimyb\u0117 dirbti bei gyventi kartu su lietuviais\u201c, \u2013 pasakoja Jolita.<\/p>\n

\u012e Vokietij\u0105 ji i\u0161vyko dirbti pakuotoja, siekdama sutaupyti automobiliui arba kemperiui. Pasak Jolitos, atvykus darbo s\u0105lygos atitiko i\u0161ankstinius susitarimus, o kai kuriais aspektais net pranoko l\u016bkes\u010dius.<\/p>\n

Ilgainiui atsirado ir nauj\u0173 galimybi\u0173. Laisvalaikiu skaitmenin\u012f turin\u012f k\u016brusios Jolitos geb\u0117jimus pasteb\u0117jo \u201eHEADEX Group\u201c komanda ir pasi\u016bl\u0117 prisid\u0117ti prie vaizdo \u012fra\u0161\u0173 k\u016brimo. Po keli\u0173 m\u0117nesi\u0173 ji sulauk\u0117 pasi\u016blymo tapti antr\u0105ja komandos lydere.<\/p>\n

Taip darbas, kur\u012f Jolita i\u0161 prad\u017ei\u0173 pasirinko d\u0117l finansinio tikslo, suteik\u0117 ir nauj\u0173 profesini\u0173 galimybi\u0173.<\/p>\n

\u201eVisiems naujiems darbuotojams patar\u010diau aklai ne\u017ei\u016br\u0117ti tik \u012f atlyginimo dyd\u012f ir i\u0161 anksto labai atid\u017eiai i\u0161siai\u0161kinti bendr\u0105sias s\u0105lygas: kur gyvensite, koks bus tikslus darbo grafikas, kaip bus organizuojama kelion\u0117 \u012f darb\u0105 ir kas nutiks, jei i\u0161kils nenumatyt\u0173 sveikatos ar asmenini\u0173 problem\u0173. Taip pat verta galvoti ne tik apie \u0161iandienos u\u017edarb\u012f, bet ir apie tai, k\u0105 \u0161i patirtis jums duos ateityje\u201c, \u2013 pataria Jolita.<\/p>\n

Darbuotoj\u0173 lojalum\u0105 lemia kasdien\u0117 patirtis<\/h6>\n

Pasak T. Stonkien\u0117s, darbuotoj\u0173 pasitik\u0117jimas darbdaviu formuojasi nuosekliai. Tam \u012ftakos turi vadov\u0173 elgesys, bendravimas, ai\u0161kiai pateikiama informacija ir susitarim\u0173 laikymasis.<\/p>\n

\u201eAtlyginimas ir toliau i\u0161liks vienu svarbiausi\u0173 kriterij\u0173 \u2013 daugelis \u017emoni\u0173 \u012f u\u017esien\u012f ar gamybos sektori\u0173 ateina tur\u0117dami labai konkre\u010di\u0173 finansini\u0173 tiksl\u0173. Ta\u010diau tai, ar juos pasiek\u0119 darbuotojai pasirinks likti organizacijoje, priklauso jau ne vien nuo atlygio. Svarbus tampa tiesioginio vadovo elgesys, duot\u0173 pa\u017ead\u0173 laikymasis, ai\u0161ki komunikacija ir jausmas, kad tavo darbas yra pastebimas bei vertinamas\u201c, \u2013 sako T. Stonkien\u0117.<\/p>\n

Tyrimo rezultatai ir darbuotoj\u0173 patirtis rodo, kad konkurencingas atlyginimas padeda pritraukti \u017emones, ta\u010diau ilgalaikiam j\u0173 lojalumui svarbu ir tai, kokias darbo s\u0105lygas bei santyk\u012f su darbuotoju organizacija kuria kasdien.<\/p>\n","protected":false},"excerpt":{"rendered":"

Konkurencingas atlyginimas i\u0161lieka vienu svarbiausi\u0173 kriterij\u0173 renkantis darb\u0105, ta\u010diau darbuotoj\u0173 sprendim\u0105 likti organizacijoje lemia ir kiti veiksniai. Tai atskleid\u0117 \u201eHEADEX Group\u201c kartu su \u201eSpinter tyrimais\u201c atlikta darbininki\u0161k\u0173 profesij\u0173 darbuototoj\u0173 apklausa. Jos duomenimis, daugiau nei pus\u0117 respondent\u0173 svarstyt\u0173 palikti darboviet\u0119 d\u0117l netinkamo tiesioginio vadovo elgesio. Ne ma\u017eiau svarbios ai\u0161kios darbo s\u0105lygos, stabilumas ir s\u0105\u017einingas po\u017ei\u016bris \u012f […]<\/p>\n","protected":false},"author":4,"featured_media":50928,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[3906],"tags":[],"class_list":["post-50924","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ekspertines-izvalgos"],"acf":[],"yoast_head":"\nDarbuotoj\u0173 motyvacija kei\u010diasi: kod\u0117l vien konkurencingo atlyginimo nebepakanka? | Headex<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/headex.eu\/lt\/50924\/\" \/>\n<meta property=\"og:locale\" content=\"lt_LT\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Darbuotoj\u0173 motyvacija kei\u010diasi: kod\u0117l vien konkurencingo atlyginimo nebepakanka? | Headex\" \/>\n<meta property=\"og:description\" content=\"Konkurencingas atlyginimas i\u0161lieka vienu svarbiausi\u0173 kriterij\u0173 renkantis darb\u0105, ta\u010diau darbuotoj\u0173 sprendim\u0105 likti organizacijoje lemia ir kiti veiksniai. Tai atskleid\u0117 \u201eHEADEX Group\u201c kartu su \u201eSpinter tyrimais\u201c atlikta darbininki\u0161k\u0173 profesij\u0173 darbuototoj\u0173 apklausa. Jos duomenimis, daugiau nei pus\u0117 respondent\u0173 svarstyt\u0173 palikti darboviet\u0119 d\u0117l netinkamo tiesioginio vadovo elgesio. 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Tai atskleid\u0117 \u201eHEADEX Group\u201c kartu su \u201eSpinter tyrimais\u201c atlikta darbininki\u0161k\u0173 profesij\u0173 darbuototoj\u0173 apklausa. Jos duomenimis, daugiau nei pus\u0117 respondent\u0173 svarstyt\u0173 palikti darboviet\u0119 d\u0117l netinkamo tiesioginio vadovo elgesio. Ne ma\u017eiau svarbios ai\u0161kios darbo s\u0105lygos, stabilumas ir s\u0105\u017einingas po\u017ei\u016bris \u012f […]","og_url":"https:\/\/headex.eu\/lt\/50924\/","og_site_name":"Headex","article_published_time":"2026-10-13T10:37:44+00:00","article_modified_time":"2026-10-13T10:38:34+00:00","og_image":[{"width":2560,"height":1707,"url":"https:\/\/headex.eu\/wp-content\/uploads\/2026\/10\/four-young-employees-in-smart-casual-outfits-smili-2024-11-08-19-50-10-utc-scaled.jpg","type":"image\/jpeg"}],"author":"Daiva","twitter_card":"summary_large_image","twitter_misc":{"Written by":"Daiva","Est. reading time":"4 minut\u0117s"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/headex.eu\/lt\/50924\/#article","isPartOf":{"@id":"https:\/\/headex.eu\/lt\/50924\/"},"author":{"name":"Daiva","@id":"https:\/\/headex.eu\/lt\/#\/schema\/person\/0cc02fb870ec711ef97829da8332e56b"},"headline":"Darbuotoj\u0173 motyvacija kei\u010diasi: kod\u0117l vien konkurencingo atlyginimo nebepakanka?","datePublished":"2026-10-13T10:37:44+00:00","dateModified":"2026-10-13T10:38:34+00:00","mainEntityOfPage":{"@id":"https:\/\/headex.eu\/lt\/50924\/"},"wordCount":777,"commentCount":0,"image":{"@id":"https:\/\/headex.eu\/lt\/50924\/#primaryimage"},"thumbnailUrl":"https:\/\/headex.eu\/wp-content\/uploads\/2026\/10\/four-young-employees-in-smart-casual-outfits-smili-2024-11-08-19-50-10-utc-scaled.jpg","articleSection":["Ekspertin\u0117s \u012f\u017evalgos"],"inLanguage":"lt-LT","potentialAction":[{"@type":"CommentAction","name":"Comment","target":["https:\/\/headex.eu\/lt\/50924\/#respond"]}]},{"@type":"WebPage","@id":"https:\/\/headex.eu\/lt\/50924\/","url":"https:\/\/headex.eu\/lt\/50924\/","name":"Darbuotoj\u0173 motyvacija kei\u010diasi: kod\u0117l vien konkurencingo atlyginimo nebepakanka? 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