{"id":15606,"date":"2026-06-29T15:38:51","date_gmt":"2026-06-29T15:38:51","guid":{"rendered":"https:\/\/adfaber.org\/?p=15606"},"modified":"2026-06-29T15:38:53","modified_gmt":"2026-06-29T15:38:53","slug":"retentie-angajati-romania","status":"publish","type":"post","link":"https:\/\/adfaber.org\/en\/retentie-angajati-romania\/","title":{"rendered":"De ce angaja\u021bii t\u0103i buni pleac\u0103. \u0218i ce ar putea s\u0103-i fac\u0103 s\u0103 r\u0103m\u00e2n\u0103."},"content":{"rendered":"<p class=\"wp-block-paragraph\">Unul din trei angaja\u021bi din Rom\u00e2nia pl\u0103nuie\u0219te s\u0103-\u0219i schimbe jobul \u00een urm\u0103toarele \u0219ase luni.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Nu e o cifr\u0103 din aer. E din studiul<a href=\"https:\/\/mkor.ro\/studii\/studiu-employee-sentiment-romania-2026\" target=\"_blank\" rel=\"noopener\"> <\/a>realizat pe un e\u0219antion de 1.000 de responden\u021bi la nivel na\u021bional. Iar tendin\u021ba nu e nou\u0103, inten\u021bia de plecare cre\u0219te constant.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dac\u0103 e\u0219ti manager sau lucrezi \u00een HR, \u0219tii deja ce \u00eenseamn\u0103 asta \u00een practic\u0103. \u00cenlocuirea unui angajat cost\u0103: timp, energie, know-how, bani cheltui\u021bi pe recrutare \u0219i onboarding.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Ce spun datele despre de ce pleac\u0103 angaja\u021bii<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">R\u0103spunsul simplu e salariul. \u0218i e par\u021bial corect \u2014<a href=\"https:\/\/www.revistacariere.ro\/leadership\/piata-muncii-employment\/majoritatea-angajatorilor-pregatesc-mariri-salariale-dar-competitia-pentru-talente-se-muta-spre-beneficii-si\" target=\"_blank\" rel=\"noopener\"> studiul Randstad Rom\u00e2nia HR Trends 2026<\/a> arat\u0103 c\u0103 salariul e men\u021bionat \u00een 79% dintre cazurile de fluctua\u021bie de personal. Dar dac\u0103 te opre\u0219ti la salariu, ratezi restul pove\u0219tii.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Acela\u0219i studiu arat\u0103 c\u0103 <strong>39% dintre plec\u0103ri sunt cauzate de lipsa oportunit\u0103\u021bilor de avansare<\/strong>, iar <strong>29% din angaja\u021bi demisioneaz\u0103 din cauza volumului excesiv de munc\u0103<\/strong>. Banii conteaz\u0103, dar nu sunt singurul lucru.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/mkor.ro\/studii\/studiu-employee-sentiment-romania-2026\" target=\"_blank\" rel=\"noopener\">Studiul MKOR<\/a> merge mai ad\u00e2nc. Ce s-a deteriorat \u00een ultimii trei ani nu e doar salariul, e un pachet \u00eentreg de percep\u021bii:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Ponderea angaja\u021bilor care raporteaz\u0103 cre\u0219teri salariale s-a <strong>\u00eenjum\u0103t\u0103\u021bit fa\u021b\u0103 de 2023<\/strong> \u2014 de la 40% la 20%.<\/li>\n\n\n\n<li>Cei care percep o sc\u0103dere a <strong>siguran\u021bei locului de munc\u0103<\/strong> au crescut de la 20% \u00een 2023 la 31% \u00een 2025.<\/li>\n\n\n\n<li>Moralul echipelor a atins <strong>cel mai sc\u0103zut nivel din ultimii trei ani.<\/strong><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Cine pleac\u0103 primul<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Nu to\u021bi angaja\u021bii au acela\u0219i risc de plecare. Profilul al celui cu risc ridicat de plecare e destul de specific: b\u0103rbat, \u00een jur de 40 de ani pozi\u021bie de execu\u021bie, cu percep\u021bia c\u0103 pachetul total a sc\u0103zut \u0219i c\u0103 mediul de lucru e instabil.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dar exist\u0103 un alt profil care conteaz\u0103 la fel de mult pentru companie, chiar dac\u0103 e mai t\u0103cut: <strong>angajatul bun, cu competen\u021be digitale, din genera\u021bia Y sau Z, care nu a plecat \u00eenc\u0103, dar se g\u00e2nde\u0219te activ la asta<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.economistul.ro\/comunicat\/randstad-romania-employer-brand-research-2025-angajatii-romani-isi-doresc-salarii-competitive-si-apreciere-gen-z-schimba-cel-mai-des-locul-de-munca-si-se-considera-o-minoritate-la-birou-81821\/\" target=\"_blank\" rel=\"noopener\">Randstad Employer Brand Research 2025<\/a> confirm\u0103: <strong>Gen Z schimb\u0103 cel mai des angajatorul<\/strong>. \u0218i mai relevant: \u201etalentele digitale nu pleac\u0103 des de la angajatorul curent, dar <strong>\u00ee\u0219i doresc cel mai mult s\u0103 o fac\u0103<\/strong>&#8222;. E o nemul\u021bumire latent\u0103 care nu s-a manifestat \u00eenc\u0103.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>De ce sunt mai sensibili angaja\u021bii buni<\/strong><\/h3>\n\n\n\n<figure class=\"wp-block-image size-full\"><img fetchpriority=\"high\" decoding=\"async\" width=\"800\" height=\"533\" src=\"https:\/\/adfaber.org\/wp-content\/uploads\/2026\/06\/voluntariat-corporativ.png\" alt=\"\" class=\"wp-image-15610\" srcset=\"https:\/\/adfaber.org\/wp-content\/uploads\/2026\/06\/voluntariat-corporativ.png 800w, https:\/\/adfaber.org\/wp-content\/uploads\/2026\/06\/voluntariat-corporativ-300x200.png 300w, https:\/\/adfaber.org\/wp-content\/uploads\/2026\/06\/voluntariat-corporativ-768x512.png 768w, https:\/\/adfaber.org\/wp-content\/uploads\/2026\/06\/voluntariat-corporativ-18x12.png 18w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Oamenii buni au op\u021biuni. Un programator senior sau un specialist \u00een marketing digital nu st\u0103 \u00eentr-o companie pentru c\u0103 nu are unde s\u0103 mearg\u0103. St\u0103 pentru c\u0103 alege s\u0103 stea. \u0218i alegerea e reevaluat\u0103 mai des dec\u00e2t cred managerii.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.economistul.ro\/comunicat\/randstad-romania-employer-brand-research-2025-angajatii-romani-isi-doresc-salarii-competitive-si-apreciere-gen-z-schimba-cel-mai-des-locul-de-munca-si-se-considera-o-minoritate-la-birou-81821\/\" target=\"_blank\" rel=\"noopener\">Cercet\u0103rile despre Millennials<\/a> arat\u0103 c\u0103 ei nu caut\u0103 doar un salariu competitiv, caut\u0103 <strong>sens, recunoa\u0219tere \u0219i un angajator ale c\u0103rui valori se aliniaz\u0103 cu ale lor<\/strong>. F\u0103r\u0103 asta, salariul e doar o barier\u0103 mai \u00eenalt\u0103 pentru urm\u0103toarea ofert\u0103.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/revistaprogresiv.ro\/analize\/management\/angajatii-tineri-vor-un-job-lipsit-de-stres-generatiile-mai-mature-cauta-un-sentiment-de-apartenenta\/\" target=\"_blank\" rel=\"noopener\">Studiul Pluxee &amp; Ipsos Rom\u00e2nia<\/a> e \u0219i mai direct: <strong>doar 1 din 3 angaja\u021bi rom\u00e2ni ar recomanda compania la care lucreaz\u0103 unui prieten<\/strong>. Asta \u00eenseamn\u0103 c\u0103 2 din 3 sunt acolo, dar nu sunt m\u00e2ndri c\u0103 sunt acolo. Diferen\u021ba dintre un angajat care e prezent \u0219i unul care e implicat e enorm\u0103 \u00een productivitate, \u00een calitate, \u00een loialitate.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Ce nu func\u021bioneaz\u0103 \u00een reten\u021bie (de\u0219i pare c\u0103 func\u021bioneaz\u0103)<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">\u00cenainte s\u0103 ajungem la ce func\u021bioneaz\u0103, merit\u0103 s\u0103 clarific\u0103m ce nu func\u021bioneaz\u0103, chiar dac\u0103 multe companii investesc \u00een asta.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Teambuilding-urile.<\/strong> O zi de paintball sau o escapad\u0103 la munte e pl\u0103cut\u0103. Dar dac\u0103 omul se \u00eentoarce luni la acela\u0219i manager care nu \u00eel ascult\u0103 amintirea teambuilding-ului dureaz\u0103 exact at\u00e2t c\u00e2t dureaz\u0103 amintirile pl\u0103cute, nu prea mult.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Beneficiile de suprafa\u021b\u0103.<\/strong> Fructe la birou, abonament la sal\u0103, cafea premium. Sunt bine-venite, dar studiile arat\u0103 c\u0103 28% dintre angaja\u021bi percep o sc\u0103dere a beneficiilor chiar \u0219i acolo unde cifrele nu s-au schimbat. Problema nu e mereu pachetul, e percep\u021bia c\u0103 nu exist\u0103 recunoa\u0219tere real\u0103.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Cre\u0219terile salariale f\u0103r\u0103 context.<\/strong> O m\u0103rire dat\u0103 ca s\u0103 opre\u0219ti o plecare iminent\u0103 func\u021bioneaz\u0103 c\u00e2teva luni. Dac\u0103 nu vine \u00eenso\u021bit\u0103 de o schimbare real\u0103 \u00een cum e tratat omul respectiv, e doar o am\u00e2nare.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Ce func\u021bioneaz\u0103, de fapt<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Datele din mai multe studii converg spre acelea\u0219i trei lucruri.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>1. Transparen\u021ba \u0219i comunicarea real\u0103<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Studiile identific\u0103 transparen\u021ba \u0219i comunicarea activ\u0103 ca prima direc\u021bie cu impact direct asupra reten\u021biei. Nu comunicarea de tip newsletter intern \u2014 ci <strong>update-uri reale despre direc\u021bia organiza\u021biei, criteriile de performan\u021b\u0103 \u0219i traseele de carier\u0103<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">O parte din sentimentul de nesiguran\u021b\u0103 nu vine din realitatea companiei, ci din absen\u021ba informa\u021biei despre ea. Angaja\u021bii care nu \u0219tiu ce urmeaz\u0103 inventeaz\u0103 scenarii. \u0218i scenariile inventate sunt aproape \u00eentotdeauna mai rele dec\u00e2t realitatea.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>2. Perspectivele de cre\u0219tere profesional\u0103<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">39% dintre plec\u0103ri sunt cauzate de lipsa oportunit\u0103\u021bilor de avansare \u2014 e al doilea factor ca importan\u021b\u0103 dup\u0103 salariu. Oamenii buni vor s\u0103 creasc\u0103. Dac\u0103 nu v\u0103d un traseu \u00een compania ta, \u00eel caut\u0103 \u00een alt\u0103 parte.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.economistul.ro\/comunicat\/randstad-romania-employer-brand-research-2025-angajatii-romani-isi-doresc-salarii-competitive-si-apreciere-gen-z-schimba-cel-mai-des-locul-de-munca-si-se-considera-o-minoritate-la-birou-81821\/\" target=\"_blank\" rel=\"noopener\">Randstad Employer Brand Research 2025<\/a> confirm\u0103: <strong>78% dintre angaja\u021bi consider\u0103 important\u0103 recalificarea<\/strong>, f\u0103r\u0103 diferen\u021be semnificative \u00eentre genera\u021bii. Investi\u021bia \u00een dezvoltarea oamenilor nu e un beneficiu, e o strategie de reten\u021bie.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>3. Sentimentul c\u0103 munca lor conteaz\u0103<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Acesta e cel mai greu de cuantificat \u0219i cel mai u\u0219or de ignorat. Dar e real.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Angaja\u021bii tineri, Millennials \u0219i Gen Z, caut\u0103 mai mult dec\u00e2t un salariu \u0219i un birou frumos. Caut\u0103 un <strong>sens<\/strong>. Un motiv s\u0103 fie m\u00e2ndri de locul unde lucreaz\u0103. O conexiune \u00eentre ce fac ei zilnic \u0219i ceva mai mare dec\u00e2t KPI-urile trimestrului.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/colorful.hr\/implicarea-generatiilor-tinere-la-locul-de-munca-este-in-continua-scadere\/\" target=\"_blank\" rel=\"noopener\">Studiul Gallup<\/a> arat\u0103 c\u0103 implicarea activ\u0103 la locul de munc\u0103 \u00een r\u00e2ndul Millennials \u0219i Gen Z a sc\u0103zut cu 5 puncte procentuale, ajung\u00e2nd la 35%. Oamenii sunt la birou, dar nu sunt cu capul \u0219i inima acolo. Lipsa de implicare submineaz\u0103 cultura organiza\u021bional\u0103 pe termen lung \u0219i accelereaz\u0103 fluctua\u021bia.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Companiile care le ofer\u0103 angaja\u021bilor o conexiune cu ceva mai mare, un impact social concret, o cauz\u0103 cu care se identific\u0103, c\u00e2\u0219tig\u0103 ceva ce un abonament la sal\u0103 nu poate da: loialitate emo\u021bional\u0103.<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Voluntariatul corporativ: instrumentul subutilizat<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Exist\u0103 o solu\u021bie la \u00eendem\u00e2n\u0103 pe care multe companii o ignor\u0103 sau o trateaz\u0103 superficial: <strong>programele structurate de voluntariat corporativ<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Nu \u201ehai s\u0103 mergem s\u0103 plant\u0103m copaci o dat\u0103 pe an pentru o fotografie pe LinkedIn&#8221;. Ci programe cu sens, repetabile, \u00een care angaja\u021bii fac ceva ce \u0219tiu s\u0103 fac\u0103 \u0219i v\u0103d c\u0103 conteaz\u0103.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Cercet\u0103rile arat\u0103 c\u0103 persoanele care fac voluntariat au o satisfac\u021bie mai mare fa\u021b\u0103 de via\u021ba lor fa\u021b\u0103 de cele care nu fac voluntariat. Din perspectiva companiei, 89% dintre angaja\u021bii care particip\u0103 la programe de voluntariat corporativ raporteaz\u0103 o satisfac\u021bie sporit\u0103 la locul de munc\u0103.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dar e o condi\u021bie important\u0103: <strong>voluntariatul trebuie s\u0103 fie relevant<\/strong>. Dac\u0103 pui un programator s\u0103 distribuie m\u00e2ncare la un eveniment caritabil, poate e bine. Dac\u0103 \u00eel pui s\u0103 predea programare unor copii din sate, e cu totul altceva.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"800\" height=\"533\" src=\"https:\/\/adfaber.org\/wp-content\/uploads\/2026\/06\/retentie-angajati-romania.png\" alt=\"\" class=\"wp-image-15608\" srcset=\"https:\/\/adfaber.org\/wp-content\/uploads\/2026\/06\/retentie-angajati-romania.png 800w, https:\/\/adfaber.org\/wp-content\/uploads\/2026\/06\/retentie-angajati-romania-300x200.png 300w, https:\/\/adfaber.org\/wp-content\/uploads\/2026\/06\/retentie-angajati-romania-768x512.png 768w, https:\/\/adfaber.org\/wp-content\/uploads\/2026\/06\/retentie-angajati-romania-18x12.png 18w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Ce se \u00eent\u00e2mpl\u0103 c\u00e2nd un specialist tech pred\u0103 copiilor<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Exist\u0103 ceva specific la voluntariatul \u00een educa\u021bie tech care \u00eel face mai eficient dec\u00e2t alte forme de voluntariat corporativ.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Primul lucru: <strong>angajatul t\u0103u pred\u0103 ce \u0219tie<\/strong>. Nu face pr\u0103jituri, nu vopse\u0219te garduri, lucruri valoroase \u00een sine, dar f\u0103r\u0103 leg\u0103tur\u0103 cu identitatea lui profesional\u0103. C\u00e2nd un programator explic\u0103 unui elev de 12 ani cum func\u021bioneaz\u0103 un loop, face ceva ce el \u0219tie s\u0103 fac\u0103 mai bine dec\u00e2t aproape oricine. Asta produce un sentiment de competen\u021b\u0103 \u0219i valoare care e diferit.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Al doilea lucru: <strong>feedback-ul e imediat \u0219i emo\u021bionant<\/strong>. Nu e un raport trimestrial, nu e o evaluare de performan\u021b\u0103. E un copil care \u00een\u021belege ceva pentru prima dat\u0103 \u0219i care arat\u0103 asta. Oricine a tr\u0103it momentul \u0219tie c\u0103 e greu de uitat.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Al treilea lucru, poate cel mai important pentru reten\u021bie: <strong>angajatul pleac\u0103 cu o poveste<\/strong>. Nu cu o bif\u0103 \u00een lista de beneficii, pleac\u0103 cu o amintire concret\u0103, cu un sens ata\u0219at la munca lui. \u201eLucrez la o companie care face asta&#8221; e un argument pe care nicio contraofert\u0103 salarial\u0103 nu \u00eel poate contracara direct.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Cum arat\u0103 practic un program de voluntariat \u00een educa\u021bie tech<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Adfaber lucreaz\u0103 cu companii care vor s\u0103 transforme <a href=\"https:\/\/adfaber.org\/en\/parteneri\/\">voluntariatul corporativ<\/a> dintr-un eveniment anual \u00eentr-un program cu structur\u0103 \u0219i impact documentat.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ce primesc angaja\u021bii participan\u021bi:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>O experien\u021b\u0103 concret\u0103 de impact direct, cu feedback imediat<\/li>\n\n\n\n<li>Dezvoltare a abilit\u0103\u021bilor\u00a0<\/li>\n\n\n\n<li>O poveste de spus \u2014 la interviuri, la cine cu prietenii, pe LinkedIn<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Ce prime\u0219te compania:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Content autentic pentru employer branding \u2014 nu reclame, ci pove\u0219ti reale<\/li>\n\n\n\n<li>Angaja\u021bi mai motiva\u021bi \u0219i mai loiali, conform datelor<\/li>\n\n\n\n<li>Vizibilitate \u00een comunitatea tech \u0219i educa\u021bional\u0103 din Rom\u00e2nia<\/li>\n\n\n\n<li>Date documentate de impact, utile \u0219i \u00een raportare<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Nu trebuie s\u0103 rezolvi totul. Dar trebuie s\u0103 faci ceva<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Reten\u021bia angaja\u021bilor buni nu are o solu\u021bie unic\u0103. Nu exist\u0103 formula magic\u0103 care s\u0103 fac\u0103 pe toat\u0103 lumea s\u0103 r\u0103m\u00e2n\u0103.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dar exist\u0103 o diferen\u021b\u0103 clar\u0103 \u00eentre companiile care pierd oameni \u0219i cele care \u00eei p\u0103streaz\u0103: <strong>cele care p\u0103streaz\u0103 oameni construiesc un motiv s\u0103 r\u0103m\u00e2i, nu doar un motiv s\u0103 nu pleci<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Salariul mai mare e un motiv s\u0103 nu pleci. Sentimentul c\u0103 munca ta conteaz\u0103, c\u0103 e\u0219ti recunoscut, c\u0103 faci parte dintr-o echip\u0103 care face ceva bun \u00een lume \u2014 astea sunt motive s\u0103 r\u0103m\u00e2i.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Diferen\u021ba pare subtil\u0103. Consecin\u021bele nu sunt.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dac\u0103 vrei s\u0103 explorezi cum ar ar\u0103ta un program de voluntariat corporativ \u00een educa\u021bie digital\u0103 pentru echipa ta, Adfaber poate fi primul pas.&nbsp;<\/p>","protected":false},"excerpt":{"rendered":"<p>Unul din trei angaja\u021bi din Rom\u00e2nia pl\u0103nuie\u0219te s\u0103-\u0219i schimbe jobul \u00een urm\u0103toarele \u0219ase luni. Nu e o cifr\u0103 din aer. E din studiul realizat pe un e\u0219antion de 1.000 de responden\u021bi la nivel na\u021bional. Iar tendin\u021ba nu e nou\u0103, inten\u021bia de plecare cre\u0219te constant. Dac\u0103 e\u0219ti manager sau lucrezi \u00een HR, \u0219tii deja ce \u00eenseamn\u0103 [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":15609,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_eb_attr":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1],"tags":[],"class_list":["post-15606","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-competitia-nationala-arduino"],"_links":{"self":[{"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/posts\/15606","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/comments?post=15606"}],"version-history":[{"count":2,"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/posts\/15606\/revisions"}],"predecessor-version":[{"id":15611,"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/posts\/15606\/revisions\/15611"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/media\/15609"}],"wp:attachment":[{"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/media?parent=15606"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/categories?post=15606"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/tags?post=15606"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}