{"id":10335,"date":"2020-08-17T10:32:38","date_gmt":"2020-08-17T07:32:38","guid":{"rendered":"https:\/\/www.kariyer.net\/ik-blog\/?p=10335"},"modified":"2024-08-12T11:57:54","modified_gmt":"2024-08-12T08:57:54","slug":"daha-bagli-calisanlar-icin-sirketinizde-olmasi-gereken-10-faktor","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/daha-bagli-calisanlar-icin-sirketinizde-olmasi-gereken-10-faktor\/","title":{"rendered":"Daha ba\u011fl\u0131 \u00e7al\u0131\u015fanlar i\u00e7in \u015firketinizde olmas\u0131 gereken 10 fakt\u00f6r"},"content":{"rendered":"

G\u00fcn\u00fcm\u00fczde \u015firketlerinin ba\u015far\u0131s\u0131n\u0131 g\u00f6steren \u00f6l\u00e7\u00fctlerin ba\u015f\u0131nda “\u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131k oran\u0131” geliyor. Hal b\u00f6yleyken insana yat\u0131r\u0131m yapmak, ba\u015far\u0131l\u0131 olmak isteyen her \u015firket i\u00e7in ka\u00e7\u0131n\u0131lmaz bir g\u00f6rev oluyor. \u00c7al\u0131\u015fan Ba\u011fl\u0131l\u0131\u011f\u0131 Uzman\u0131 Bertay Fi\u015fek\u00e7i, daha ba\u011fl\u0131 \u00e7al\u0131\u015fanlar yaratmak i\u00e7in \u015firketlerde bulunmas\u0131 gerekenleri bak\u0131n hangi ba\u015fl\u0131klarda topluyor?<\/strong><\/p>\n

Peter Turner\u2019\u0131n 2020 y\u0131l\u0131nda yay\u0131nlanan ve \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 konusunda ge\u00e7mi\u015ften bug\u00fcne \u0131\u015f\u0131k tutarak, yay\u0131nlanm\u0131\u015f makaleleri inceleyerek \u00f6zetledi\u011fi ve \u201cBa\u011fl\u0131l\u0131k ama\u00e7l\u0131 \u0130K\u201d modelini de \u00f6nerdi\u011fi kitab\u0131ndan esinlenerek bu ay \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131n\u0131 yaratan etmenleri listelemek ve her biriyle ilgili k\u0131sa yorumlar yapmak istiyorum. Bir sonraki yaz\u0131mda da \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131n\u0131 olumsuz etkileyen etmenler \u00fczerinden ilerleyece\u011fim.<\/p>\n

\u00d6ncelikle daha ba\u011fl\u0131 \u00e7al\u0131\u015fanlar i\u00e7in \u015firketlerin sahip olmas\u0131 gereken fakt\u00f6rleri \u015fu 10 ba\u015fl\u0131kta toplayabiliriz:<\/p>\n

Organizasyon yap\u0131s\u0131 ve rol\u00fcn netli\u011fi<\/strong><\/h2>\n

Organizasyonun yap\u0131s\u0131 ba\u011fl\u0131l\u0131k i\u00e7in \u00f6nem arz ederken, yatay yap\u0131lar ba\u011fl\u0131l\u0131\u011f\u0131 artt\u0131r\u0131yor. Liderlere kolay ula\u015f\u0131labilen ve rahat\u00e7a tart\u0131\u015fman\u0131n m\u00fcmk\u00fcn oldu\u011fu, emir komuta zinciri yakla\u015f\u0131m\u0131ndan uzak, \u00e7al\u0131\u015fanlara de\u011fer verilen yap\u0131lar daha ba\u011fl\u0131 bir ekip yarat\u0131yor. \u00c7al\u0131\u015fan\u0131n rol\u00fcn\u00fcn olabildi\u011fince net olmas\u0131, di\u011fer tak\u0131m arkada\u015flar\u0131 ile yetki ve g\u00f6rev da\u011f\u0131l\u0131m\u0131nda karma\u015fa olmamas\u0131 da ba\u011fl\u0131l\u0131k i\u00e7in de\u011ferli bir \u00f6zellik.<\/p>\n

Etkili y\u00f6netim ve \u015firketle gurur duyma duygusu<\/strong><\/h2>\n

\u015eirketin misyonunun net ifadesi ve \u00e7al\u0131\u015fanlar\u0131n bu misyonun bir par\u00e7as\u0131 olma duygusu ba\u011fl\u0131l\u0131\u011f\u0131 artt\u0131r\u0131yor. Hepimiz \u201cB\u00fcy\u00fck resmin\u201d bir par\u00e7as\u0131 olmak istiyoruz. \u015eirketin genel gidi\u015fat\u0131, gelece\u011fe d\u00f6n\u00fck net vizyon, ileti\u015fim ve payla\u015f\u0131lan de\u011ferler de ba\u011fl\u0131l\u0131\u011f\u0131 artt\u0131r\u0131yor.<\/p>\n

Fark yaratan i\u015fler, s\u00fcrd\u00fcr\u00fclebilen i\u015f y\u00fck\u00fc<\/strong><\/h2>\n

Bir \u00e7al\u0131\u015fan yapt\u0131\u011f\u0131 i\u015fin son kullan\u0131c\u0131ya etkisini g\u00f6rebiliyorsa, d\u00fcnyan\u0131n daha iyi bir yer haline gelmesinde kendi pay\u0131n\u0131n oldu\u011funu hissediyorsa, ba\u011fl\u0131l\u0131\u011f\u0131 da y\u00fcksek oluyor. \u00d6rne\u011fin; k\u00e2r amac\u0131 g\u00fctmeyen \u201cMisyon\u201d organizasyonlar\u0131nda ba\u011fl\u0131l\u0131\u011f\u0131n y\u00fcksek olmas\u0131n\u0131 buna ba\u011flayabiliriz. Benzer \u015fekilde \u00e7al\u0131\u015fan kendi rol\u00fcn\u00fc b\u00fcy\u00fck bir proje i\u00e7inde rahat\u00e7a g\u00f6rebiliyorsa, bu da ba\u011fl\u0131l\u0131\u011f\u0131 artt\u0131r\u0131yor.<\/p>\n

\u0130\u015f y\u00fck\u00fc e\u011fer kabul edilebilir d\u00fczeyde ise ve mevsimsel de\u011fi\u015fimlere kar\u015f\u0131n mant\u0131kl\u0131 bir a\u011f\u0131rl\u0131ktaysa, bu da ba\u011fl\u0131l\u0131\u011f\u0131 olumlu etkiliyor. \u00c7ok zay\u0131f i\u015f y\u00fck\u00fcn\u00fcn ve \u00e7ok a\u011f\u0131r i\u015f y\u00fck\u00fcn\u00fcn \u00e7al\u0131\u015fan\u0131n hem psikolojisini bozdu\u011fu hem de \u015firketiyle olan ili\u015fkisini bozdu\u011funu biliyoruz ki bu da ba\u011fl\u0131l\u0131\u011f\u0131 olumsuz etkiliyor.<\/p>\n

Proaktif ve olumlu liderler\/m\u00fcd\u00fcrler<\/strong><\/h2>\n

\u00c7al\u0131\u015fanlar\u0131n \u015firkete ba\u011fl\u0131l\u0131\u011f\u0131n\u0131 yak\u0131ndan ilgilendiren ili\u015fki, m\u00fcd\u00fcr\u00fcyle olan ili\u015fkidir. \u00c7al\u0131\u015fmalara g\u00f6re \u00e7al\u0131\u015fanlar\u0131n %50\u2019si kariyerlerinin bir noktas\u0131nda m\u00fcd\u00fcrlerinden uzakla\u015fmak i\u00e7in i\u015f de\u011fi\u015ftirdiklerini belirtmi\u015fler. Bu nedenle; destekleyen, a\u00e7\u0131k, geli\u015ftiren, dinleyen, kopmayan, f\u0131rsat veren m\u00fcd\u00fcrler ekiplerini daha ba\u011fl\u0131 hale getirirler.<\/p>\n

Bireyin k\u00fclt\u00fcr ve de\u011ferleriyle \u015firketin de\u011ferlerinin uyumu<\/strong><\/h2>\n

Bir \u00e7al\u0131\u015fan\u0131n kariyerinin ilerlemesi kendi de\u011ferleri ile \u015firketin de\u011ferlerinin yak\u0131nla\u015fmas\u0131 sonucu ger\u00e7ekle\u015fiyor. \u015eirketin var olma amac\u0131yla duygusal ba\u011f kuran \u00e7al\u0131\u015fanlar, daha ba\u011fl\u0131 oluyor. \u015eirketlerinin veya kurumlar\u0131n\u0131n amac\u0131n\u0131 net olarak kendi vizyonlar\u0131na yerle\u015ftirebilen \u00e7al\u0131\u015fanlar da daha ba\u011fl\u0131 oluyor ve \u015firketlerine sunduklar\u0131 fayda da art\u0131yor. Bir misyon etraf\u0131nda bir araya gelen insanlar\u0131n olu\u015fturduklar\u0131 kurumlarda, daha ba\u011fl\u0131 \u00e7al\u0131\u015fanlar\u0131 bu y\u00fczden daha s\u0131k g\u00f6r\u00fcyoruz.<\/p>\n

Tak\u0131m arkada\u015flar\u0131 ile olumlu ili\u015fkiler ve etkili tak\u0131m ortam\u0131<\/strong><\/h2>\n

Tak\u0131m i\u00e7inde dinlenen, rahat\u00e7a kendini ifade edebilen, de\u011fer verilen \u00e7al\u0131\u015fan daha ba\u011fl\u0131 oluyor. Ayr\u0131ca tak\u0131m i\u00e7indeki arkada\u015flar\u0131n\u0131 daha iyi tan\u0131yan, onlarla \u015firket d\u0131\u015f\u0131nda da payla\u015f\u0131mlar yapan, onlar\u0131 arkada\u015f olarak g\u00f6r\u00fcp, derin ba\u011flar kuran \u00e7al\u0131\u015fanlar daha ba\u011fl\u0131 oluyorlar. Kendi \u00fcst\u00fcn \u00f6zelliklerinin g\u00f6r\u00fcld\u00fc\u011f\u00fc ve kullan\u0131ld\u0131\u011f\u0131 tak\u0131mlarda bireyler potansiyellerini daha fazla g\u00f6steriyorlar.<\/p>\n

Adil ve \u015feffaf performans y\u00f6netimi<\/strong><\/h2>\n

\u00c7al\u0131\u015fanlar \u201cNas\u0131l performans g\u00f6sterdiklerini\u201d adil ve s\u0131k bir bi\u00e7imde duymak istiyorlar. Bunu adil bi\u00e7imde \u015feffaf kriterlere g\u00f6re yapan \u015firket organizasyonlar\u0131, \u00e7al\u0131\u015fanlar\u0131 daha fazla ba\u011flayabiliyor. Terfiler, maa\u015f art\u0131\u015flar\u0131, \u00f6d\u00fcller veya olumsuz yarg\u0131lar\u0131n ger\u00e7eklere yak\u0131n olmas\u0131, ki\u015fisel g\u00f6r\u00fc\u015flerden m\u00fcmk\u00fcn oldu\u011fu kadar uzak objektif davran\u0131\u015flara g\u00f6re verilmesi ba\u011fl\u0131l\u0131kta belirleyici olabiliyor. Liderlerin \u201cAyr\u0131cal\u0131k\u201d tan\u0131madan ekiplerine yakla\u015fmas\u0131 da bunu destekliyor. S\u00fcrekli \u201cHaks\u0131zl\u0131\u011fa\u201d u\u011frad\u0131\u011f\u0131 hissinde olan \u00e7al\u0131\u015fan\u0131n ba\u011fl\u0131l\u0131\u011f\u0131 azal\u0131yor ve \u015firketten kopu\u015fu h\u0131zlan\u0131yor.<\/p>\n

Su\u00e7lama ve korkunun olmad\u0131\u011f\u0131 g\u00fcvene dayal\u0131 bir ileti\u015fim k\u00fclt\u00fcr\u00fc<\/strong><\/h2>\n

\u00c7al\u0131\u015fanlar rahat\u00e7a konu\u015fabildikleri, kendilerini ifade edebildikleri, korkmadan do\u011fru bildiklerini \u015firketin ve ekibin ba\u015far\u0131s\u0131 i\u00e7in s\u00f6yleyebildikleri ortamlarda ba\u011fl\u0131 ve ba\u015far\u0131l\u0131 oluyorlar. \u015eirket k\u00fclt\u00fcr\u00fc liderin davran\u0131\u015flar\u0131ndan ba\u015flayarak her \u00e7al\u0131\u015fana ula\u015f\u0131yor ve t\u00fcm \u00e7al\u0131\u015fanlar\u0131 tek tek etkiliyor. B\u00fcy\u00fck toplant\u0131larda \u00e7al\u0131\u015fanlar\u0131n konu\u015fabilmesi ve dinlenmesi, liderin herhangi bir ele\u015ftiriye tepkisi, ekiplerde insanlar\u0131n birbirlerine g\u00fcvenebilmeleri bu k\u00fclt\u00fcr\u00fcn birer g\u00f6stergesi.<\/p>\n

Etkili \u00f6d\u00fcl ve takdir k\u00fclt\u00fcr\u00fc<\/strong><\/h2>\n

\u00c7al\u0131\u015fanlar iyi bir performans g\u00f6sterdiklerinde takdir edileceklerini biliyorlarsa, ba\u011fl\u0131l\u0131klar\u0131 daha y\u00fcksek oluyor. Takdirin zaman\u0131nda, davran\u0131\u015fa, samimi, ki\u015fisel ve dozunda olmas\u0131 gerekiyor. Takdir vermek kadar alma k\u00fclt\u00fcr\u00fcn\u00fcn de olmas\u0131 ba\u011fl\u0131l\u0131\u011f\u0131 artt\u0131r\u0131yor. Takdirin sadece \u00f6zel ve belli zamanlarda de\u011fil, s\u00fcreklili\u011fi olan ve olumlu davran\u0131\u015f\u0131 s\u00fcrekli te\u015fvik eden bir \u00f6zellikte olmas\u0131 ve bu k\u00fclt\u00fcr\u00fcn olu\u015fturulmas\u0131 ba\u011fl\u0131l\u0131\u011f\u0131 att\u0131r\u0131yor.<\/p>\n

\u00c7al\u0131\u015fanlar\u0131n sa\u011fl\u0131kl\u0131 olmalar\u0131n\u0131 sa\u011flayacak bir ortam <\/strong><\/h2>\n

\u00c7al\u0131\u015fanlar\u0131n temel hijyen, rahatl\u0131k, ula\u015f\u0131labilir bir ofis ortam\u0131na sahip olmas\u0131, bu d\u00f6nemle art\u0131k daha \u00f6nemli. Evden \u00e7al\u0131\u015fmaya da daha s\u0131cak bak\u0131lmas\u0131yla birlikte i\u015f\/\u00f6zel hayat dengesinin g\u00f6zetilmesi, asl\u0131nda \u00e7al\u0131\u015fan\u0131n genel olarak sa\u011fl\u0131\u011f\u0131n\u0131n g\u00f6zetilmesi ve bu prensiplerin uygulanmas\u0131 da ba\u011fl\u0131l\u0131\u011f\u0131 artt\u0131r\u0131yor.<\/p>\n

\n
\n

Konuk Yazar:<\/strong> Bertay Fi\u015fek\u00e7i \/\u00c7al\u0131\u015fan Ba\u011fl\u0131l\u0131\u011f\u0131 Uzman\u0131<\/p>\n

Kaynak:<\/strong> P. Turner, Employee Engagement in Contemprary Organizations Maintaining High Productivity and Sustained Competitiveness, 2020<\/p>\n<\/div>\n<\/div>\n\n

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G\u00fcn\u00fcm\u00fczde \u015firketlerinin ba\u015far\u0131s\u0131n\u0131 g\u00f6steren \u00f6l\u00e7\u00fctlerin ba\u015f\u0131nda “\u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131k oran\u0131” geliyor. Hal b\u00f6yleyken insana yat\u0131r\u0131m yapmak, ba\u015far\u0131l\u0131 olmak isteyen her \u015firket i\u00e7in ka\u00e7\u0131n\u0131lmaz bir g\u00f6rev oluyor. \u00c7al\u0131\u015fan Ba\u011fl\u0131l\u0131\u011f\u0131 Uzman\u0131 Bertay Fi\u015fek\u00e7i, daha ba\u011fl\u0131 \u00e7al\u0131\u015fanlar yaratmak i\u00e7in \u015firketlerde bulunmas\u0131 gerekenleri bak\u0131n hangi ba\u015fl\u0131klarda topluyor? Peter Turner\u2019\u0131n 2020 y\u0131l\u0131nda yay\u0131nlanan ve \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 konusunda ge\u00e7mi\u015ften bug\u00fcne \u0131\u015f\u0131k tutarak, […]<\/p>\n\n

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