{"id":20553,"date":"2023-06-01T15:47:27","date_gmt":"2023-06-01T13:47:27","guid":{"rendered":"https:\/\/www.organisator.ch\/?p=20553"},"modified":"2023-06-15T11:03:55","modified_gmt":"2023-06-15T09:03:55","slug":"rage-applying-aus-frust-die-stelle-wechseln","status":"publish","type":"post","link":"https:\/\/www.organisator.ch\/it\/human-resources\/2023-06-01\/rage-applying-aus-frust-die-stelle-wechseln\/","title":{"rendered":"Rabbia che si applica: cambiare lavoro per frustrazione?"},"content":{"rendered":"
\"\"
A causa di una brutta giornata di lavoro: molti professionisti dicono di aver inviato un dossier di candidatura a un'altra azienda per frustrazione. La \"rabbia della candidatura\" sembra essere una nuova tendenza. (Immagine: Unsplash.com)<\/figcaption><\/figure>\n

Sapete cosa significa: siete bloccati in un ingorgo e in ritardo per il lavoro, tutte le vostre proposte vengono respinte alla riunione della direzione e poi scoprite che non c'\u00e8 ancora un aumento di stipendio. Siete frustrati e volete chiedere un lavoro altrove. Sembra che siate in buona compagnia. La tendenza alla cosiddetta \"rage application\", che potrebbe essere tradotta come \"domanda arrabbiata\" o \"domanda frustrata\", sembra aver raggiunto il picco dopo i colloqui annuali di valutazione dei dipendenti. Questa tendenza si manifesta nel fatto che i dipendenti inviano il proprio CV a molte aziende perch\u00e9 hanno appena avuto una brutta giornata al lavoro. Tra coloro che lo hanno gi\u00e0 fatto quest'anno, quasi la met\u00e0 (48 %) dichiara addirittura di essersi candidata a pi\u00f9 annunci in un breve periodo di tempo. Questi sono i risultati di una nuova indagine condotta dalla societ\u00e0 di consulenza HR Robert Walters tra quasi mille professionisti in Svizzera.<\/p>\n

Responsabile di \"rage applying\": l'ambiente di lavoro<\/h3>\n

Il motivo principale citato per l'invio di massa dei CV \u00e8 l'ambiente di lavoro e la cultura aziendale, che alcuni dipendenti trovano \"tossica\" (56 %). Successivamente, 40 % affermano di essere stati incoraggiati a \"candidarsi in massa\" dalla mancanza di un aumento di stipendio o di una promozione. Commentando i risultati, Christian Atkinson, direttore di Robert Walters Svizzera, ha dichiarato: \"La Svizzera rimane un mercato guidato dai candidati, il che mette le aziende in una posizione a volte difficile; esse non possono quindi permettersi di permettere la 'rage application'. Sebbene la tossicit\u00e0 di un ambiente possa talvolta passare inosservata, il suo impatto sull'umore dei team \u00e8 molto forte. Questo porta a interruzioni del benessere, della produttivit\u00e0 o dell'innovazione. Per contrastare questo fenomeno, nei processi di assunzione dei nostri clienti sono sempre pi\u00f9 diffuse le fasi di \"matching culturale\". Ci permettono di valutare la corrispondenza tra le aspettative dell'azienda e quelle del candidato e di capire se il team e l'ambiente di lavoro sono adatti a lui\". Non sorprende che i professionisti attribuiscano valore anche allo stipendio e alla carriera, ha aggiunto Atkinson. \"La buona notizia \u00e8 che questi aspetti sono molto pi\u00f9 facili da gestire per i datori di lavoro. Per questo consigliamo alle aziende di informarsi su stipendi e benefit nel mercato attuale. \u00c8 inoltre fondamentale avere conversazioni obiettive con i propri dipendenti sulle loro ambizioni e aspettative\".<\/p>\n

Focus sulla cultura aziendale<\/h3>\n

I team di Robert Walters osservano sempre pi\u00f9 spesso che la cultura aziendale e i colleghi sono diventati criteri importanti nella ricerca del lavoro. Questi fattori sono alla pari della flessibilit\u00e0 del lavoro o dei benefit. Christian Atkinson fornisce i seguenti tre consigli che le aziende dovrebbero prendere in considerazione per migliorare la cultura aziendale:<\/p>\n

    \n
  1. Mettere la cultura aziendale al centro dell'attenzione del top management. Ogni manager dell'azienda \u00e8 responsabile dell'umore e dell'atmosfera del proprio team. L'argomento dovrebbe quindi essere regolarmente ricordato dalla direzione e i manager dovrebbero essere messi in discussione per quanto riguarda le loro azioni e decisioni.<\/li>\n
  2. Avviare un sondaggio anonimo. Si tratta di un'iniziativa semplice, ma che poche aziende hanno attuato. Non esitate a porre domande aperte che vi permettano di capire esattamente cosa hanno in mente i dipendenti. Prendete nota di tutti i commenti per capire concretamente cosa non va.<\/li>\n
  3. Investite tempo e denaro. La cultura aziendale non si sviluppa da sola. L'ufficio \u00e8 un luogo in cui i team si riuniscono per sviluppare le proprie competenze. L'azienda deve quindi fare tutto il possibile per creare la migliore chimica attraverso un ambiente amichevole, sociale e inclusivo. \u00c8 un aspetto su cui riflettere attentamente.<\/li>\n<\/ol>\n

    Fonte: Robert Walters<\/a><\/em><\/p>","protected":false},"excerpt":{"rendered":"

    Secondo un'indagine condotta da una societ\u00e0 di consulenza sulle risorse umane, due terzi dei professionisti (63 %) affermano di aver gi\u00e0 fatto domanda per un nuovo lavoro dall'inizio dell'anno. 56 % hanno dichiarato di essere stati incoraggiati a farlo dall'ambiente di lavoro e dalla sua tossicit\u00e0. Si tratta della cosiddetta \"rage application\", ovvero la candidatura casuale a un altro lavoro per pura frustrazione.<\/p>","protected":false},"author":4,"featured_media":20554,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_yoast_wpseo_focuskw":"rage applying","_yoast_wpseo_metadesc":"56 % der Berufst\u00e4tigen geben an, dass sie sich aus Frust schon mal woanders bewerben wollten. 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