{"id":11954,"date":"2021-05-24T09:44:35","date_gmt":"2021-05-24T06:44:35","guid":{"rendered":"https:\/\/www.kariyer.net\/ik-blog\/?p=11954"},"modified":"2024-08-13T14:25:16","modified_gmt":"2024-08-13T11:25:16","slug":"uzaktan-calismanin-dezavantajlari-neler-olabilir","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/uzaktan-calismanin-dezavantajlari-neler-olabilir\/","title":{"rendered":"Uzaktan \u00e7al\u0131\u015fman\u0131n dezavantajlar\u0131 neler olabilir?"},"content":{"rendered":"

Uzaktan \u00e7al\u0131\u015fman\u0131n insan kaynaklar\u0131 y\u00f6netiminin g\u00fcndeminde en \u00fcst s\u0131ralarda yer ald\u0131\u011f\u0131 g\u00fcnlerdeyiz. \u015eirketler de uzaktan \u00e7al\u0131\u015fmaya dair metotlar\u0131n\u0131 teker teker a\u00e7\u0131kl\u0131yor. \u0130nsan kaynaklar\u0131 proje dan\u0131\u015fman\u0131 \u0130pek Aral, uzaktan \u00e7al\u0131\u015fman\u0131n avantajlar\u0131 kadar dezavantajlar\u0131n\u0131n da olabilece\u011fini s\u00f6yl\u00fcyor.\u00a0<\/strong><\/p>\n

Uzaktan \u00e7al\u0131\u015fmaya ge\u00e7ilmesiyle birlikte, bu \u00e7al\u0131\u015fma y\u00f6nteminin \u00e7al\u0131\u015fanlar ve i\u015fverenler a\u00e7\u0131s\u0131ndan ne gibi etkiler yaratt\u0131\u011f\u0131\/yarataca\u011f\u0131 da bir tart\u0131\u015fma konusu… \u00c7o\u011fumuz i\u00e7in yeni bir deneyim olan bu s\u00fcre\u00e7te, bir\u00e7ok \u015firket yeni \u00e7al\u0131\u015fma \u015fekline \u00e7al\u0131\u015fanlar\u0131yla birlikte karar vermeyi tercih etti. Elbette ilk kez deneyimlenen bir uygulaman\u0131n etkilerinin neler olabilece\u011fi biraz da ya\u015fanarak g\u00f6r\u00fclebilecek bir \u015fey. Biz bug\u00fcn gerekli \u00f6nlemler al\u0131nmad\u0131\u011f\u0131nda<\/strong>, uzaktan \u00e7al\u0131\u015fman\u0131n yaratabilece\u011fi olumsuz durumlardan bahsedece\u011fiz.<\/p>\n

Kurum k\u00fclt\u00fcr\u00fcn\u00fcn zay\u0131flamas\u0131<\/strong>\u00a0<\/strong><\/h2>\n

Kurumsal de\u011ferler davran\u0131\u015fa, davran\u0131\u015flar da k\u00fclt\u00fcre d\u00f6n\u00fc\u015f\u00fcr. Bizler ofis ortamlar\u0131nda en \u00fcst kademeden en alt\u0131na kadar, g\u00fcn i\u00e7inde sergiledi\u011fimiz davran\u0131\u015flarla aslen kurum k\u00fclt\u00fcr\u00fcn\u00fc tan\u0131mlar\u0131z, ya\u015fat\u0131r\u0131z. Bu s\u00fcre\u00e7te \u00f6ncelikli olarak birbirimizi s\u00fcrekli g\u00f6zlemleriz. \u0130li\u015fkilerde s\u0131kl\u0131kla anla\u015f\u0131r\u0131z, zaman zaman da \u00e7at\u0131\u015f\u0131r\u0131z. Uzaktan \u00e7al\u0131\u015fman\u0131n en b\u00fcy\u00fck dezavantaj\u0131 gerek ekip i\u00e7i, gerekse ekipler aras\u0131 g\u00f6zlem ve etkile\u015fim frekans\u0131n\u0131n zay\u0131flamas\u0131<\/strong>d\u0131r.<\/p>\n

\u0130stedi\u011fimiz kadar ileri seviye teknolojik \u00e7\u00f6z\u00fcm ortaklar\u0131n\u0131 kullanal\u0131m, hi\u00e7bir teknolojik uygulama y\u00fcz y\u00fcze ger\u00e7ekle\u015fen al\u0131\u015fveri\u015fin yerini tutamaz; \u00e7\u00fcnk\u00fc insan sosyal bir canl\u0131d\u0131r. Birbiriyle yak\u0131ndan temasta olmak, ileti\u015fime ge\u00e7mek, birbirini hissetmek ister. Hatta istemenin \u00f6tesinde bu bir ihtiya\u00e7t\u0131r.<\/p>\n

\u0130nsanlarla birlikte olamamak, fiziki \u00e7al\u0131\u015fma ortam\u0131n\u0131 payla\u015famamak, uyumlanamamak orta ve uzun vadede kurum k\u00fclt\u00fcr\u00fcn\u00fc zay\u0131flatacakt\u0131r. Bu s\u00fcreci tersine \u00e7evirecek \u00f6nlemler neler olabilir? \u00d6rne\u011fin, uzaktan \u00e7al\u0131\u015fma modeli kapsam\u0131nda olmas\u0131na ra\u011fmen bir \u00e7al\u0131\u015fan isterse, ofis ortam\u0131nda i\u015flerini yapabilece\u011fi, “a\u00e7\u0131k ofis \u2013 karma serbest \u00e7al\u0131\u015fma alanlar\u0131”<\/strong> yarat\u0131labilir.<\/p>\n

\u00d6\u011frenme ve geli\u015fme s\u00fcrecinin zay\u0131flamas\u0131\u00a0<\/strong><\/h2>\n

Bir ekibe dahil oldu\u011fumuzda ne i\u015fi ne \u00fcr\u00fcn\u00fc\/hizmeti ne de m\u00fc\u015fteriyi dersliklerde \u00f6\u011frenmeyiz. Onlar\u0131 birlikte ya\u015fayarak; \u00e7al\u0131\u015fma ortam\u0131nda ekip arkada\u015flar\u0131m\u0131z\u0131, y\u00f6neticileri, m\u00fc\u015fterileri, tedarik\u00e7ileri anl\u0131k g\u00f6zlemleyerek, dinleyerek, sorarak \u00f6\u011freniriz. Hatta s\u0131kl\u0131kla insanlar bu son derece organik \u00f6\u011frenme ve geli\u015fme s\u00fcrecini fark\u0131nda bile olmazlar. Literat\u00fcrde biz buna spontane\/do\u011fal i\u015f \u00fcst\u00fc \u00f6\u011frenme deriz.<\/p>\n

Uzaktan \u00e7al\u0131\u015fma uygulamas\u0131 spontane\/do\u011fal \u015fekilde g\u00f6zlemleyerek, dinleyerek, sorarak i\u015f \u00fcst\u00fc \u00f6\u011frenme metodunun hemen hemen s\u0131f\u0131rland\u0131\u011f\u0131 bir \u00e7al\u0131\u015fma modeli oldu\u011fu i\u00e7in i\u015f verimlili\u011fi ad\u0131na orta ve uzun vadede b\u00fcy\u00fck riskler yaratma potansiyeli ta\u015f\u0131maktad\u0131r. \u00a0 \u00a0<\/strong><\/p>\n

Sosyal inovasyonun azalmas\u0131<\/strong><\/h2>\n

\u00c7al\u0131\u015fma ortam\u0131nda sosyalle\u015fmenin ne kadar \u00f6nemli oldu\u011funa dair pek \u00e7ok ara\u015ft\u0131rma bulunuyor. Kahve molalar\u0131nda, yemek aras\u0131nda, koridorda plans\u0131zca ger\u00e7ekle\u015fen ayak \u00fcst\u00fc sohbetler asla bir vakit kayb\u0131 de\u011fil. Tam tersi, i\u015f d\u00fcnyas\u0131 art\u0131k bunlar\u0131 farkl\u0131 ekiplerden \u00e7al\u0131\u015fanlar\u0131n bir araya gelerek, \u00e7ok y\u00f6nl\u00fc i\u015f sohbetleri ile yarat\u0131c\u0131 yakla\u015f\u0131mlar geli\u015ftirdikleri zaman dilimleri olarak kabul ediyor ve destekliyor. Genel merkez binalar\u0131nda \u00e7al\u0131\u015fanlar i\u00e7in b\u00fcy\u00fck, konforlu sosyalle\u015fme alanlar\u0131 yarat\u0131l\u0131yor. Bu alanlar, toplant\u0131 odalar\u0131n\u0131n sonu\u00e7 alma bask\u0131s\u0131ndan uzak, serbest etkile\u015fim, payla\u015fma f\u0131rsatlar\u0131 yaratarak kurum i\u00e7in sosyal inovasyonu tetikliyor.<\/p>\n

Uzaktan \u00e7al\u0131\u015fan insanlar i\u00e7in ekran kar\u015f\u0131s\u0131nda yap\u0131lmaya \u00e7al\u0131\u015f\u0131lan suni sosyalle\u015fme aktiviteleri ile benzer sosyal inovasyon ortam\u0131n\u0131n yarat\u0131labilece\u011fini d\u00fc\u015f\u00fcnmek iyi niyetli hayalcilikten \u00f6teye gitmeyecektir.<\/p>\n

Y\u00f6neticilerin yetkinlik zay\u0131fl\u0131\u011f\u0131<\/strong>\u00a0<\/strong><\/h2>\n

Y\u00f6neticilerin gerek mesleki, gerekse davran\u0131\u015fsal yetkinlikleri pandemi \u00f6ncesinde de olduk\u00e7a sorunlu bir aland\u0131.<\/p>\n

Sorun derken neleri i\u015faret etmek istiyorum?<\/p>\n

    \n
  1. \u0130\u015flerin ekip i\u00e7inde uygun \u015fekilde da\u011f\u0131t\u0131lmas\u0131,<\/li>\n
  2. Yetki ve sorumluluk devri,<\/li>\n
  3. Anlamak i\u00e7in dinlemek, empati kurmak,<\/li>\n
  4. Anl\u0131k ve d\u00fczenli olarak i\u015f, hedef ve geli\u015fim \u00fczerine geri bildirim al\u0131p vermek,<\/li>\n
  5. Takdir etmek, motivasyon sa\u011flamak,<\/li>\n
  6. Ekibin d\u00fczenli ve sistemli geli\u015ftirilmesi,<\/li>\n
  7. Etkili hedeflerin belirlenmesi ve ekibe adaletli \u015fekilde da\u011f\u0131t\u0131lmas\u0131,<\/li>\n
  8. Kendini sistemli ve d\u00fczenli geli\u015ftirerek bu geli\u015fimi ekibine ko\u00e7luk, mentorluk yaparak yans\u0131tmak.\u00a0<\/strong><\/li>\n<\/ol>\n

    Pandemi ile beraber ofis ortamlar\u0131nda geli\u015ftirmeye u\u011fra\u015ft\u0131\u011f\u0131m\u0131z bu konular dijital platforma ta\u015f\u0131nd\u0131. Y\u00f6neticilerin ekipleri ile d\u00fczenli ileti\u015fime ge\u00e7mesi, onlar\u0131 dinlemesi, motive etmesi, i\u015f ve hedef da\u011f\u0131t\u0131m\u0131 \u00fczerine konu\u015fmas\u0131, i\u015fi takip etmesi ve sonu\u00e7land\u0131rmas\u0131, ekibinin geli\u015fimini sa\u011flamas\u0131 \u00e7ok daha zorla\u015ft\u0131.<\/p>\n

    Yak\u0131n d\u00f6nemde y\u00f6neticilerde en titizlikle arayaca\u011f\u0131m\u0131z yetkinli\u011fin uzaktan ekip y\u00f6netebilmek olaca\u011f\u0131n\u0131 \u00f6ng\u00f6r\u00fcyorum.\u00a0<\/strong><\/p>\n

    \u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131n\u0131n d\u00fc\u015fmesi<\/strong><\/h2>\n

    De\u011fi\u015fimin de\u011fi\u015fmeyen tek kural oldu\u011fu d\u00fcnyada \u00e7al\u0131\u015fanlar\u0131n da ihtiya\u00e7lar\u0131, \u015firketlerinden beklentileri, istekleri s\u00fcrekli de\u011fi\u015fiyor. Bu ihtiya\u00e7, beklenti ve istekleri kar\u015f\u0131layamayan \u015firketlerin \u00e7al\u0131\u015fanlar\u0131 kurumlar\u0131n\u0131 arkalar\u0131na bile bakmadan terk ediyorlar.<\/p>\n

    21.y\u00fczy\u0131l\u0131n insan y\u00f6netimdeki ana g\u00fcndemi uzunca bir s\u00fcre “\u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131”<\/strong> olacak gibi g\u00f6r\u00fcn\u00fcyor. \u015eirketlerde h\u0131zla yap\u0131land\u0131r\u0131lan aday ve \u00e7al\u0131\u015fan deneyimi s\u00fcre\u00e7leri, \u00e7al\u0131\u015fan de\u011fer \u00f6nermesi, i\u015fveren markas\u0131, insan analitikleri, s\u00fcrekli \u00f6\u011frenme ve geli\u015fme y\u00f6ntemleri sadece ve sadece \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131n\u0131 artt\u0131rmak i\u00e7in.<\/p>\n

    Zaten s\u0131k\u0131nt\u0131l\u0131 olan \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 konusuna bir de pandemiden kaynakl\u0131 uzaktan \u00e7al\u0131\u015fma fakt\u00f6r\u00fc dahil olunca, insan kaynaklar\u0131 b\u00f6l\u00fcmlerinin akl\u0131 olduk\u00e7a kar\u0131\u015ft\u0131; \u00e7\u00fcnk\u00fc pandemi insan kaynaklar\u0131 b\u00f6l\u00fcmlerine hi\u00e7bir b\u00f6l\u00fcme ya\u015fatmad\u0131\u011f\u0131 kadar b\u00fcy\u00fck y\u00fck getirdi. Bu d\u00f6nemde belki \u015firket i\u00e7inde en fazla \u00e7al\u0131\u015fan \u0130K b\u00f6l\u00fcm\u00fc oldu.<\/p>\n

    H\u0131zla i\u015fe al\u0131m prosesini dijital platforma ta\u015f\u0131mak, oryantasyon ve i\u015fe al\u0131\u015ft\u0131rma s\u00fcre\u00e7lerini yeniden kapsay\u0131c\u0131 bir \u015fekilde yap\u0131land\u0131rmak, performans\u0131n uzaktan nas\u0131l takip edilip \u00f6l\u00e7\u00fclebilece\u011fini kurgulamak, ekiplerin dijital ortamda sosyalle\u015ferek motivasyonlar\u0131n\u0131 bir par\u00e7a bile olsa artt\u0131rabilmek, \u00e7ok farkl\u0131 \u00f6\u011frenme geli\u015fme konu ba\u015fl\u0131klar\u0131n\u0131 geni\u015f bir yelpazede \u00e7al\u0131\u015fanlara sunmak, \u00e7al\u0131\u015fanlar\u0131n esen ve iyi olma hallerini desteklemek gibi pek \u00e7ok uygulama \u00e7ok k\u0131sa s\u00fcrede devreye al\u0131nd\u0131. \u0130\u015fte bu ba\u015far\u0131l\u0131 kriz y\u00f6netimi esnas\u0131nda ilk \u00e7atlak ses “\u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131nda zay\u0131flama”<\/strong> \u015feklinde bu aralar \u00e7\u0131kmaya ba\u015flad\u0131.<\/p>\n

    Aylard\u0131r ofisine aya\u011f\u0131n\u0131 basamad\u0131\u011f\u0131 i\u00e7in bunalan yeni giri\u015fler, uzaktan \u00e7al\u0131\u015fmay\u0131 hi\u00e7 sevemeyenler, ev ortam\u0131n\u0131 \u00e7al\u0131\u015fmak i\u00e7in uygun hale getiremeyenler, b\u00fct\u00fcn g\u00fcn ekran kar\u015f\u0131s\u0131nda oturmaktan, sosyalle\u015fememekten psikolojisi bozulanlar, ofis ortamlar\u0131na k\u0131yasla a\u015f\u0131r\u0131 ve zaman s\u0131n\u0131r\u0131 olmadan i\u015f y\u00fcklenmesinden \u015fikayet edenlerin seslerini art\u0131k \u00e7ok net duyuyoruz.<\/p>\n

    Peki ne olacak?<\/p>\n

    Yukar\u0131da sayd\u0131\u011f\u0131m bu be\u015f fakt\u00f6r\u00fc nas\u0131l kurumlar\u0131m\u0131z ve \u00e7al\u0131\u015fanlar\u0131m\u0131z i\u00e7in bir f\u0131rsata d\u00f6n\u00fc\u015ft\u00fcrebiliriz?<\/p>\n

    Bu sorular sadece insan kaynaklar\u0131 b\u00f6l\u00fcmleri de\u011fil, aslen \u00fcst y\u00f6netimlerin d\u00fc\u015f\u00fcnmesi ve insan kaynaklar\u0131 ekipleri ile birlikte masaya oturup \u00e7\u00f6z\u00fcm \u00fcretmesi gereken konular. \u00d6n\u00fcm\u00fczdeki g\u00fcnlerde farkl\u0131 yerli ve yabanc\u0131 kurumlar\u0131n ne gibi aksiyonlara ge\u00e7ti\u011fini elbette takip edece\u011fiz; ancak her sekt\u00f6re, her \u015firkete uyacak tek bir \u00e7\u00f6z\u00fcm\u00fcn asla olmayaca\u011f\u0131n\u0131 biliyoruz. Uzaktan \u00e7al\u0131\u015fma, hibrit \u00e7al\u0131\u015fma<\/a><\/strong> kal\u0131c\u0131 olarak i\u015f hayat\u0131na yerle\u015firken, insan kaynaklar\u0131 b\u00f6l\u00fcmleri olarak bizler de olduk\u00e7a zorlu bir s\u0131nava girmi\u015f bulunuyoruz.<\/p>\n

    Hepimize kolay gelsin.<\/p>\n

    Konuk Yazar:<\/strong>\u00a0\u0130pek Aral \/ \u0130nsan Kaynaklar\u0131 Proje Dan\u0131\u015fman\u0131<\/p>\n

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    Yazara ait di\u011fer yaz\u0131lar\u0131 okumak i\u00e7in\u00a0buraya<\/a> t\u0131klayabilirsiniz.<\/strong><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n

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    Uzaktan \u00e7al\u0131\u015fman\u0131n insan kaynaklar\u0131 y\u00f6netiminin g\u00fcndeminde en \u00fcst s\u0131ralarda yer ald\u0131\u011f\u0131 g\u00fcnlerdeyiz. \u015eirketler de uzaktan \u00e7al\u0131\u015fmaya dair metotlar\u0131n\u0131 teker teker a\u00e7\u0131kl\u0131yor. \u0130nsan kaynaklar\u0131 proje dan\u0131\u015fman\u0131 \u0130pek Aral, uzaktan \u00e7al\u0131\u015fman\u0131n avantajlar\u0131 kadar dezavantajlar\u0131n\u0131n da olabilece\u011fini s\u00f6yl\u00fcyor.\u00a0 Uzaktan \u00e7al\u0131\u015fmaya ge\u00e7ilmesiyle birlikte, bu \u00e7al\u0131\u015fma y\u00f6nteminin \u00e7al\u0131\u015fanlar ve i\u015fverenler a\u00e7\u0131s\u0131ndan ne gibi etkiler yaratt\u0131\u011f\u0131\/yarataca\u011f\u0131 da bir tart\u0131\u015fma konusu… \u00c7o\u011fumuz […]<\/p>\n\n

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