{"id":13451,"date":"2022-04-18T12:02:38","date_gmt":"2022-04-18T09:02:38","guid":{"rendered":"https:\/\/www.kariyer.net\/ik-blog\/?p=13451"},"modified":"2024-08-12T11:59:18","modified_gmt":"2024-08-12T08:59:18","slug":"turnoverin-5-onemli-sebebi","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/turnoverin-5-onemli-sebebi\/","title":{"rendered":"Turnover&#8217;\u0131n 5 \u00f6nemli sebebi"},"content":{"rendered":"<p><strong>\u00c7ekinilen bir konu olan turnover, asl\u0131nda s\u00fcrekli geli\u015fen ve b\u00fcy\u00fcyen bir organizma olan \u015firketlerin i\u015fleyi\u015finin do\u011fal bir par\u00e7as\u0131&#8230; Tabii her ne kadar do\u011fal bir s\u00fcre\u00e7 olsa da oran\u0131n fazla olmas\u0131 kritik. Peki, \u015firketleri bu kritik e\u015fi\u011fe getiren en \u00f6nemli sebepler neler?<\/strong><\/p>\n<p>\u0130nsanlar \u015firketlerde \u00e7al\u0131\u015f\u0131rlar, ayr\u0131l\u0131rlar ve ba\u015fka \u015firketlerde i\u015f bulurlar&#8230; Yani ba\u015fka \u015firketlerden ayr\u0131lanlar\u0131n yerine istihdam edilirler. Siz de ayn\u0131 \u015fekilde, ayr\u0131lan \u00e7al\u0131\u015fan\u0131n\u0131z\u0131n yerine -muhtemelen- ba\u015fka bir \u015firketten ayr\u0131lan ya da ayr\u0131lmak isteyen \u00e7al\u0131\u015fan\u0131 istihdam edersiniz. Bu \u00e7ok normal, ancak s\u00fcre\u00e7 i\u00e7erisinde incelenmesi gereken as\u0131l konu, \u00e7al\u0131\u015fan\u0131n neden istifa etti\u011fidir. Turnover oranlar\u0131n\u0131n y\u00fckselmesi, farkl\u0131 sebeplerden kaynaklanabilir. Bu nedenle \u015firketinize \u00f6zel sebepleri \u00f6\u011frenmek i\u00e7in <a href=\"https:\/\/wefocus.app\/tr\/?utm_source=kariyer&amp;utm_medium=cpc&amp;utm_campaign=destek_uygulamalar\" target=\"_blank\" rel=\"noopener\">destek uygulamalardan<\/a> yararlanabilirsiniz. Baz\u0131 i\u015ften ayr\u0131lmalar ka\u00e7\u0131n\u0131lmazd\u0131r. Ancak \u015firketinizde bir istifa d\u00f6ng\u00fcs\u00fcne girdiyseniz, tehlike \u00e7anlar\u0131 \u00e7oktan \u00e7almaya ba\u015flam\u0131\u015f olabilir. Bu yaz\u0131m\u0131zda genel olarak bir \u015firketteki Turnover\u2019\u0131n 5 sebebini inceledik. \u0130\u015fte, olas\u0131 nedenler!<\/p>\n<h2>Turnover\u2019\u0131n sebepleri<\/h2>\n<p>\u00d6ncelikle turnover\u2019\u0131n sebeplerini klasik olarak, maddi ve manevi sebepler olarak ay\u0131rabiliriz. Maddi sebepler isminden de anla\u015f\u0131laca\u011f\u0131 gibi maa\u015f, yan haklar vb. durumlar\u0131 i\u00e7erir. \u015eirketinizin maa\u015f politikas\u0131na ve \u00e7al\u0131\u015fanlar\u0131n\u0131z aras\u0131ndaki maa\u015f dengesine bakarak problemi kolayca tespit edebilirsiniz. Ancak manevi sebepler maddi olanlara g\u00f6re \u00e7ok daha fazla ve anla\u015f\u0131lmas\u0131 daha zordur. Mobbing, i\u015f yo\u011funlu\u011fu, i\u015f ve \u00f6zel hayat dengesinin kurulamamas\u0131, \u015firketinizde bir kariyer politikas\u0131 olmamas\u0131, i\u015fe al\u0131m s\u00fcre\u00e7lerinizin do\u011fru planlanmamas\u0131 ya da uygulanmamas\u0131, \u015firket k\u00fclt\u00fcr\u00fcne uygun adaylar\u0131n istihdam edilmemesi, ba\u015far\u0131s\u0131z y\u00f6neticiler, toksik ortam, yanl\u0131\u015f istihdam, \u00f6zerklik eksikli\u011fi, \u00e7al\u0131\u015fanlar\u0131n ki\u015fisel problemleri ve daha bir\u00e7ok sebep, turnover oranlar\u0131n\u0131 artt\u0131ran manevi sebeplere \u00f6rnek olarak g\u00f6sterilebilir. O zaman en \u00e7ok bilinenlerden ba\u015flayal\u0131m:<\/p>\n<h3>1 &#8211; Maa\u015f ve kariyer politikas\u0131<\/h3>\n<p>\u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 olu\u015fturmak, hatta sekt\u00f6r\u00fcn\u00fczdeki en iyi \u00e7al\u0131\u015fanlar\u0131 \u015firketinize \u00e7ekebilmek i\u00e7in do\u011fru \u015fekilde planlaman\u0131z gereken iki ad\u0131m, maa\u015f ve kariyer politikan\u0131z\u0131n olmas\u0131 ve adil bir \u015fekilde uygulanmas\u0131d\u0131r. Politikalar olu\u015fturup veri taban\u0131na koymak i\u015fin en kolay yoludur. Bunu herkes yapabilir. \u00d6nemli olan bu politikalar\u0131n do\u011fru \u015fekilde ve herkes i\u00e7in uygulanmalar\u0131d\u0131r.<\/p>\n<p>\u015eirketinizin maa\u015f politikas\u0131n\u0131 ve kariyer basamaklar\u0131n\u0131 yeniden g\u00f6zden ge\u00e7irmelisiniz. Sekt\u00f6r\u00fcn\u00fczdeki yenilikleri, maa\u015f durumlar\u0131n\u0131 takip edin. Bunun i\u00e7in <a href=\"https:\/\/www.kariyer.net\/pozisyonlar\/\" target=\"_blank\" rel=\"noopener\"><strong>Kariyer.net<\/strong>\u00a0<strong>Pozisyon Rehberi<\/strong><\/a>&#8216;nden\u00a0yararlanabilirsiniz.<\/p>\n<p>B\u00fct\u00fcn \u00e7al\u0131\u015fanlar\u0131n\u0131za de\u011fer verin. Maa\u015f ve kariyer olanaklar\u0131n\u0131 departmanlara g\u00f6re adil \u015fekilde belirleyin. Her departman\u0131n i\u00e7 i\u015fleyi\u015fini ve dinamiklerini g\u00f6z \u00f6n\u00fcnde bulundurarak planlaman\u0131z\u0131 yap\u0131n.<\/p>\n<h3>2 &#8211; Mobbing<\/h3>\n<p>Turnover\u2019\u0131n en ac\u0131 sebeplerinden biri mobbing yani psikolojik y\u0131ld\u0131rmad\u0131r. Belirli bir departmanda i\u015ften ayr\u0131lma oran\u0131 y\u00fcksekse, bunun sebebinin departmana \u00f6zel oldu\u011fu gayet a\u00e7\u0131kt\u0131r. Bu, bir ya da bir grup \u00e7al\u0131\u015fan\u0131n sebep oldu\u011fu bir durum olabilece\u011fi gibi y\u00f6netici ile ilgili memnuniyetsizlikten de kaynaklan\u0131yor olabilir. \u0130\u015f d\u00fcnyas\u0131nda g\u00fcncelli\u011fini yitirmeyen konulardan biri olan mobbingin \u015firketinizde olup olmad\u0131\u011f\u0131n\u0131 anonim anketlerle h\u0131zl\u0131 bir \u015fekilde \u00f6\u011frenebilir ve stratejinizi belirleyebilirsiniz. \u015eirket i\u00e7erisinde mobbing fark\u0131ndal\u0131\u011f\u0131 olu\u015fturabilmek ve mobbingi \u015firketinizden uzak tutabilmek ad\u0131na seminerler d\u00fczenleyebilir, e\u011fitimler planlayabilirsiniz. Mobbingi engellemeye y\u00f6nelik yapt\u0131\u011f\u0131n\u0131z \u00e7al\u0131\u015fmalarla, \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n g\u00fcvenini kazanabilir, b\u00f6ylece \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 olu\u015fturmak i\u00e7in g\u00fc\u00e7l\u00fc ad\u0131mlar atabilirsiniz.<\/p>\n<h3>3 &#8211; \u0130\u015f y\u00fck\u00fc fazlal\u0131\u011f\u0131<\/h3>\n<p>Bir \u00e7al\u0131\u015fan\u0131n \u00fczerinde \u00e7ok fazla sorumluluk varsa ve bu durumdan dolay\u0131 bunalm\u0131\u015f hissediyorsa \u00e7oktan i\u015f aramaya ba\u015flam\u0131\u015f olabilir. Tabii ki \u00e7al\u0131\u015fanlar\u0131n \u015firketlerde bulunma amac\u0131 \u00e7al\u0131\u015fmak ve \u00fcretmektir; ancak \u00e7al\u0131\u015fmak belirli saatlerde ve belirli miktarda i\u015fle ger\u00e7ekle\u015ftirilmesi gereken bir eylemdir. \u00c7e\u015fitli sebeplerden dolay\u0131, ba\u015fka birinin i\u015fi bir di\u011fer \u00e7al\u0131\u015fan\u0131n\u0131za devredilmi\u015f olabilir, ancak bu ge\u00e7ici bir s\u00fcre olmal\u0131, uzun s\u00fcrmemelidir. \u0130\u015f yo\u011funlu\u011fundan dolay\u0131 fazla mesaiye kalan ya da \u00e7al\u0131\u015fmas\u0131na evde devam etmek zorunda kalan bir \u00e7al\u0131\u015fan\u0131n, i\u015f ve \u00f6zel ya\u015fam\u0131 aras\u0131ndaki dengenin bozulmas\u0131, yeni i\u015f f\u0131rsatlar\u0131 kollamas\u0131 i\u00e7in ge\u00e7erli bir sebeptir. Burada y\u00f6neticilerin ekiplerindeki i\u015f y\u00fck\u00fc da\u011f\u0131l\u0131m\u0131na dikkat etmeleri ve \u00e7al\u0131\u015fanlar\u0131n\u0131 g\u00f6zlemlemeleri gerekir. Baz\u0131 \u00e7al\u0131\u015fanlar i\u015f y\u00fck\u00fcnden \u015fikayet etmezler, ancak bu durumdan memnun olduklar\u0131 anlam\u0131na gelmez. Farkl\u0131 sebeplerden dolay\u0131 \u015fikayet etmeden \u00e7al\u0131\u015fmaya devam ederler. Fakat aniden \u015firketinizden ayr\u0131labilirler.<\/p>\n<h3>4 &#8211; Geli\u015fimi desteklemeyen geri bildirimsiz yap\u0131<\/h3>\n<p>\u00c7al\u0131\u015fman\u0131n temel sebebi, kazan\u00e7 sa\u011flamak ve hayat\u0131m\u0131z\u0131 devam ettirmek olsa da y\u0131llarca hi\u00e7 geli\u015fmeden ayn\u0131 i\u015fi yapmak, art\u0131k bir\u00e7ok ki\u015finin kariyer planlar\u0131 aras\u0131nda yok. \u00d6zellikle ku\u015faklar konusuna gelirsek, Y ve Z ku\u015fa\u011f\u0131 kariyer yolunda \u015firketleri taraf\u0131ndan desteklenmek ve geli\u015fmek istiyorlar. E\u011fer \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n geli\u015fimine \u00f6nem vermiyorsan\u0131z, onlar\u0131 kaybetmeniz do\u011fal bir sonu\u00e7 olur. Ancak geli\u015fim sadece e\u011fitime g\u00f6ndermek ya da \u00e7e\u015fitli sertifikalar almalar\u0131n\u0131 sa\u011flamak anlam\u0131na gelmez. \u015eirket i\u00e7erisinde en iyi geli\u015fim ve \u00f6\u011frenme y\u00f6ntemi, ba\u015far\u0131l\u0131 ve yetkin bir y\u00f6neticidir. Bu anlamda y\u00f6neticilerin bilgili ve yetkin olmalar\u0131 \u00f6nemlidir.<\/p>\n<p>\u00c7al\u0131\u015fanlar\u0131n\u0131z\u0131n yapt\u0131klar\u0131 i\u015fi sevmek, de\u011fer yaratt\u0131klar\u0131na inanmak ve \u015firketin bir par\u00e7as\u0131 olduklar\u0131n\u0131 hissetmek istemelerine ra\u011fmen sizden hi\u00e7 geri bildirim alamad\u0131klar\u0131n\u0131 d\u00fc\u015f\u00fcn\u00fcn. Bu durum, zamanla yapt\u0131klar\u0131 i\u015fin de\u011ferli olmad\u0131\u011f\u0131n\u0131 hissetmeye ba\u015flamalar\u0131na ve motivasyonlar\u0131n\u0131 d\u00fc\u015f\u00fcrmeye yol a\u00e7ar. T\u00fcm bunlar ise sizi yine ka\u00e7\u0131n\u0131lmaz sona do\u011fru s\u00fcr\u00fckler. Burada insan kaynaklar\u0131na ve y\u00f6neticilere \u00e7ok i\u015f d\u00fc\u015f\u00fcyor. Ekiplerin takip edilmesi, yapt\u0131klar\u0131 i\u015flerle ilgili geri bildirim verilmesi, motivasyon sa\u011flanmas\u0131 gerekiyor. Ba\u015far\u0131lar\u0131 takdir etmeli, \u00e7al\u0131\u015fanlar\u0131n\u0131za \u015firketinizin bir par\u00e7as\u0131 olduklar\u0131 hissettirmelisiniz; ancak geri bildirim her zaman olumlu olmamal\u0131. Hatal\u0131 olduklar\u0131 ya da geli\u015ftirmeleri gereken y\u00f6nleri de \u00e7al\u0131\u015fanlarla mutlaka payla\u015fmal\u0131s\u0131n\u0131z.<\/p>\n<h3>5 &#8211; \u0130\u015fe al\u0131m s\u00fcrecindeki hatalar<\/h3>\n<p>\u0130\u015fe al\u0131m s\u00fcrecinde aday\u0131 hem sekt\u00f6re ve \u015firkete uygunlu\u011fu hem de \u015firket k\u00fclt\u00fcr\u00fc konular\u0131nda de\u011ferlendirebilirsiniz. K\u0131sa vadede i\u015ften ayr\u0131lma oran\u0131n\u0131n y\u00fcksek olmas\u0131, i\u015fe al\u0131m s\u00fcre\u00e7lerinizde problemler oldu\u011funun g\u00f6stergesi olabilir.<\/p>\n<p>Do\u011fru \u00e7al\u0131\u015fan\u0131 istihdam etmek turnover oran\u0131n\u0131 d\u00fc\u015f\u00fcrmenin en etkin yoludur. Belki de i\u015fe al\u0131m s\u00fcreciniz do\u011fru planlanmam\u0131\u015ft\u0131r ya da sekt\u00f6r\u00fcn\u00fcze uygun i\u015fe al\u0131m ekibiyle \u00e7al\u0131\u015fm\u0131yorsunuzdur. \u0130\u015fe al\u0131m s\u00fcreci sekt\u00f6re ve \u015firket departmanlar\u0131na g\u00f6re planlanmal\u0131d\u0131r. Planlaman\u0131z do\u011fru, ama hala nerede s\u0131k\u0131nt\u0131 oldu\u011funu \u00e7\u00f6zemiyorsan\u0131z i\u015fe al\u0131m s\u00fcrecinin sonunda istihdam edilmi\u015f olsun ya da olmas\u0131n g\u00f6r\u00fc\u015ft\u00fc\u011f\u00fcn\u00fcz herkese anonim anketler y\u00f6nlendirebilirsiniz. B\u00f6ylece s\u00fcre\u00e7lerinizle ilgili daha detayl\u0131 verilere ula\u015fabilir, s\u0131k\u0131nt\u0131l\u0131 noktalar\u0131 belirleyebilirsiniz.<\/p>\n<p>\u00c7\u0131k\u0131\u015f m\u00fclakatlar\u0131n\u0131 mutlaka etkin bir \u015fekilde yapmal\u0131, olumlu ya da olumsuz t\u00fcm yorumlar\u0131 dikkatle incelemelisiniz. Hem i\u015fe al\u0131m s\u00fcrecindeki hatalar\u0131 hem de \u015firket i\u00e7erisindeki problemleri \u00e7ok net bir \u015fekilde ele alabilirsiniz.<\/p>\n<p>\u015eirket k\u00fclt\u00fcr\u00fc konusunda net olmal\u0131s\u0131n\u0131z. \u00d6zellikle y\u00fcz y\u00fcze g\u00f6r\u00fc\u015fmelerde aday\u0131n\u0131z\u0131n \u015firket k\u00fclt\u00fcr\u00fcne uygun olup olmad\u0131\u011f\u0131n\u0131 do\u011fru \u015fekilde de\u011ferlendirmelisiniz. Teknik becerileri, e\u011fitimi ve ge\u00e7mi\u015f deneyimleriyle parlayan bir aday\u0131, \u015firket k\u00fclt\u00fcr\u00fcn\u00fcze uyum konusunda s\u0131k\u0131nt\u0131 \u00e7ekece\u011fini bilerek istihdam etmeniz durumunda i\u015ften ayr\u0131lma riskini de g\u00f6ze alm\u0131\u015f olursunuz.<\/p>\n<h2>Turnover sebeplerini belirlemek i\u00e7in do\u011fru adres: WeFocus<\/h2>\n<p>Turnover\u2019\u0131n sekt\u00f6re ve \u015firkete g\u00f6re bir\u00e7ok sebebi olabilir. \u015eirketinizdeki y\u00fcksek turnover sebebini belirleyebilmenin en etkin yollar\u0131ndan biri \u015firket i\u00e7erisinde anonim anketler yay\u0131mlamakt\u0131r. WeFocus \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 platformu ile \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n tamamen anonim olarak yan\u0131tlayabilece\u011fi anketler yay\u0131mlayabilir ve problemlerle ilgili do\u011fru ve d\u00fcr\u00fcst veriler elde edebilirsiniz. Huawei T\u00fcrkiye Ar-Ge Merkezi bilgi g\u00fcvenli\u011fi g\u00fcvencesi alt\u0131nda yapay zeka deste\u011fiyle haz\u0131rlanan WeFocus ile payla\u015f\u0131lan t\u00fcm bilgiler; gizli tutulur ve anket kat\u0131l\u0131mc\u0131lar\u0131n\u0131n bilgileri \u015firket yetkilileriyle payla\u015f\u0131lmaz. WeFocus ile ilgili detayl\u0131 bilgi almak ve demo hesab\u0131 olu\u015fturmak i\u00e7in<a href=\"https:\/\/wefocus.app\/tr\/?utm_source=kariyer&amp;utm_medium=cpc&amp;utm_campaign=turnover\" target=\"_blank\" rel=\"noopener\"> web sitesini <\/a>ziyaret edebilirsiniz.<\/p>\n<h2>\u015eirketinizi &#8220;Turnover Tsunamisinden Koruman\u0131n 3 Ad\u0131m\u0131&#8221;<\/h2>\n<p>Turnover\u2019\u0131n temel sebeplerini inceledik. Elbette daha fazla de\u011fi\u015fken belirlenebilir, sebepler bulunabilir. Peki \u00e7\u00f6z\u00fcmler nelerdir? WeFocus ve Kolay \u0130K ortakl\u0131\u011f\u0131nda haz\u0131rlanan &#8220;\u015eirketinizi Turnover Tsunami\u2019sinden Koruman\u0131n 3 Ad\u0131m\u0131&#8221; ba\u015fl\u0131kl\u0131 e-kitab\u0131 <strong><a href=\"https:\/\/huawei-wefocus-e-book.netlify.app\/?utm_source=kariyer&amp;utm_medium=cpc&amp;utm_campaign=e-book\" target=\"_blank\" rel=\"noopener\">buraya<\/a><\/strong> t\u0131klayarak \u00fccretsiz indirebilirsiniz.<\/p>\n<!-- templates\/buttons-placeholder.php -->\n<div class=\"da-reactions-outer TpostID13451\">\n\t    <div class=\"da-reactions-data da-reactions-container-async center\"\n         data-type=\"post\"\n         data-id=\"13451\"\n         id=\"da-reactions-slot-post-13451\">\n        <div class=\"da-reactions-static\">\n\t\t\t<img src=\"https:\/\/www.kariyer.net\/ik-blog\/wp-content\/plugins\/da-reactions\/assets\/dist\/loading.svg\" alt=\"Loading spinner\" width=\"48\" height=\"48\" style=\"width:48px\" \/>\n        <\/div>\n    <\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>\u00c7ekinilen bir konu olan turnover, asl\u0131nda s\u00fcrekli geli\u015fen ve b\u00fcy\u00fcyen bir organizma olan \u015firketlerin i\u015fleyi\u015finin do\u011fal bir par\u00e7as\u0131&#8230; Tabii her ne kadar do\u011fal bir s\u00fcre\u00e7 olsa da oran\u0131n fazla olmas\u0131 kritik. 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