{"id":14459,"date":"2025-12-04T10:00:24","date_gmt":"2025-12-04T07:00:24","guid":{"rendered":"https:\/\/www.kariyer.net\/ik-blog\/?p=14459"},"modified":"2025-12-04T15:10:06","modified_gmt":"2025-12-04T12:10:06","slug":"ekip-liderlerine-performans-gorusmesi-onerileri","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/ekip-liderlerine-performans-gorusmesi-onerileri\/","title":{"rendered":"Ekip liderlerine performans g\u00f6r\u00fc\u015fmesi \u00f6nerileri"},"content":{"rendered":"<p><strong>Son d\u00f6nemde farkl\u0131 trendler olsa da y\u0131l sonu performans g\u00f6r\u00fc\u015fmeleri halen ekip lideri ile \u00e7al\u0131\u015fan aras\u0131nda \u00f6nemli bir ili\u015fki d\u00f6nemeci olmaya devam ediyor. Baz\u0131 \u015firketler bunu tamamen kald\u0131rd\u0131lar, ancak b\u00fcy\u00fck \u00e7o\u011funlukta halen bu g\u00f6r\u00fc\u015fmedeki sonu\u00e7lar \u00e7al\u0131\u015fan\u0131n maa\u015f art\u0131\u015f\u0131, ba\u015far\u0131 kriterlerinin belirlenmesi gibi \u00f6nemli konularda rol oynuyor. Performans g\u00f6r\u00fc\u015fme s\u00fcrecinde size yard\u0131mc\u0131 olacak \u015fu \u00f6nerilere dikkat!<\/strong><\/p>\n<h2><strong>Erken ba\u015flay\u0131n ve sizce \u201czor\u201d g\u00f6r\u00fc\u015fmeleri \u00f6nce yap\u0131n<\/strong><\/h2>\n<p>Size rapor eden \u00e7ok say\u0131da \u00e7al\u0131\u015fan\u0131n\u0131z varsa, performans g\u00f6r\u00fc\u015fmeleri ve bu g\u00f6r\u00fc\u015fmelerin dok\u00fcmantasyonunu son g\u00fcne b\u0131rakmay\u0131n\u2026 \u00d6nceden kiminle g\u00f6r\u00fc\u015fece\u011finizi planlay\u0131n ve m\u00fcmk\u00fcnse sizce \u201czor\u201d olan \u00e7al\u0131\u015fan\u0131n\u0131zla g\u00f6r\u00fc\u015fmeyi en \u00f6ne al\u0131n. Bu \u00f6nceden planlama size ne konu\u015faca\u011f\u0131n\u0131z\u0131, ard\u0131ndan neler yazaca\u011f\u0131n\u0131z\u0131 d\u00fc\u015f\u00fcnme f\u0131rsat\u0131 verecektir. Her ne kadar y\u0131l\u0131n s\u0131k\u0131\u015f\u0131k zaman\u0131na denk gelse de bu konuya \u00f6zel zaman planlamaktan \u00e7ekinmeyin. Size zor gelen g\u00f6r\u00fc\u015fmeleri \u00f6ne alman\u0131z, size d\u00fc\u015f\u00fcnme zaman\u0131 verecek ve bu g\u00f6r\u00fc\u015fmeleri son ana s\u0131k\u0131\u015ft\u0131rman\u0131n getirece\u011fi ek gerginlikten de ka\u00e7\u0131nm\u0131\u015f olacaks\u0131n\u0131z.<\/p>\n<h2><strong>Gerekirse \u201cprova yap\u0131n\u201d<\/strong><\/h2>\n<p>Baz\u0131 g\u00f6r\u00fc\u015fmelerde provaya ihtiya\u00e7 duyabilirsiniz. Bu asl\u0131nda bu konuyu ne kadar ciddiye ald\u0131\u011f\u0131n\u0131z\u0131n da bir g\u00f6stergesi olabilir. E\u011fer bir \u00e7al\u0131\u015fan\u0131n\u0131zla farkl\u0131 g\u00f6r\u00fc\u015flerin dile getirilece\u011fi bir g\u00f6r\u00fc\u015fme olaca\u011f\u0131n\u0131 d\u00fc\u015f\u00fcn\u00fcyorsan\u0131z, konuyla ilgisi olmayan bir arkada\u015f\u0131n\u0131z ile bu g\u00f6r\u00fc\u015fmeyi prova edebilirsiniz. Hem bu t\u00fcr bir provada farkl\u0131 senaryolar da tart\u0131\u015f\u0131labilir, haz\u0131rl\u0131\u011f\u0131n\u0131z artar. Bu noktada bir ba\u015fka ekip lideri arkada\u015f\u0131n\u0131z veya insan kaynaklar\u0131 size yard\u0131mc\u0131 olabilir.<\/p>\n<h2><strong>S\u00fcrpriz yapmay\u0131n (Mecbur kal\u0131yorsan\u0131z da \u00e7al\u0131\u015fan\u0131n sindirmesi i\u00e7in ona zaman tan\u0131y\u0131n)<\/strong><\/h2>\n<p>Her \u00e7al\u0131\u015fan\u0131n\u0131zla aran\u0131zda d\u00fczenli bir geri besleme d\u00f6ng\u00fcs\u00fc olmas\u0131 beklenir. \u0130yi bir performans g\u00f6r\u00fc\u015fmesi s\u00fcrpriz i\u00e7ermez ve y\u0131l boyu s\u00fcregelen belli konular\u0131n toparland\u0131\u011f\u0131 bir g\u00f6r\u00fc\u015fme olmal\u0131d\u0131r. \u00c7al\u0131\u015fan performans g\u00f6r\u00fc\u015fmesinde y\u0131l boyu sizden duydu\u011fu \u015feyleri duymal\u0131d\u0131r. Performans g\u00f6r\u00fc\u015fmesinde bir olumsuz ak\u0131\u015f varsa, \u00e7al\u0131\u015fan bunu sizden zaten duymu\u015f ve \u00fczerinde \u00e7al\u0131\u015fmaya ba\u015flam\u0131\u015f olmal\u0131d\u0131r. E\u011fer m\u00fcd\u00fcr de\u011fi\u015fikli\u011fi veya farkl\u0131 bir sebepten \u00e7al\u0131\u015fan bu olumsuz geri beslemeyi ilk kez performans g\u00f6r\u00fc\u015fmesinde sizden duyuyorsa, ona bunu anlamas\u0131 ve sindirmesi i\u00e7in zaman tan\u0131y\u0131n l\u00fctfen. Geli\u015ftirici yakla\u015f\u0131m\u0131n\u0131z\u0131 bir s\u00fcre erteleyebilirsiniz ve daha sonra yapabilirsiniz.<\/p>\n<h2><strong>Diyalo\u011fu dengede tutun<\/strong><\/h2>\n<p>Performans g\u00f6r\u00fc\u015fmesi yapt\u0131\u011f\u0131n\u0131z \u00e7al\u0131\u015fan\u0131n\u0131z i\u015fini %95 oran\u0131nda iyi bir \u015fekilde yap\u0131yorsa, oturumun yar\u0131s\u0131n\u0131 \u201cgeli\u015ftirmesi\u201d gereken bir iki konuya ay\u0131rmay\u0131n. Ba\u015far\u0131l\u0131 ve geli\u015fmesi gereken alanlara ay\u0131raca\u011f\u0131n\u0131z zaman\u0131 ger\u00e7ek hayattaki a\u011f\u0131rl\u0131klar\u0131 ile dengede olacak \u015fekilde yap\u0131n. Ayn\u0131 \u015fekilde bir \u00e7al\u0131\u015fan\u0131n\u0131z b\u00fcy\u00fck oranda beklenenin alt\u0131nda i\u015f yap\u0131yorsa, g\u00f6r\u00fc\u015fmenin %70\u2019inde \u201ciyi\u201d yapt\u0131\u011f\u0131 \u015feyler \u00fczerinde durup beklenti alt\u0131nda kald\u0131\u011f\u0131 konular\u0131 \u00f6nemsiz hale getirmeyin. G\u00f6r\u00fc\u015fmedeki geri beslemelerinizin hayata uyumuna dikkat edin.<\/p>\n<h2><strong>Spesifik \u00f6rnekler verin<\/strong><\/h2>\n<p>\u00c7al\u0131\u015fan\u0131n\u0131z\u0131 bir konuda takdir ederken \u201c\u00c7ok iyi i\u015f \u00e7\u0131kard\u0131n orada!\u201d demeniz yeterli olmayacakt\u0131r. Ayn\u0131 \u015fekilde geli\u015fim alanlar\u0131ndan bahsederken \u201cBiraz daha yarat\u0131c\u0131 olmal\u0131s\u0131n\u201d veya \u201cTak\u0131m \u00e7al\u0131\u015fmas\u0131na kat\u0131l\u0131m\u0131n\u0131 artt\u0131rmal\u0131s\u0131n\u201d demek de \u00e7ok bir anlam ifade etmeyecektir. \u00c7al\u0131\u015fanlar spesifik olarak davran\u0131\u015flar\u0131 ve o davran\u0131\u015flar\u0131n ekip lideri taraf\u0131ndan de\u011ferlendirilme bi\u00e7imini bilmek isterler ki ona g\u00f6re yeni davran\u0131\u015flar i\u00e7in \u00e7al\u0131\u015fmaya ba\u015flayabilsinler. Bu sebeplerden hem takdir hem de geli\u015fim alanlar\u0131 ile ilgili ifadelerinizde spesifik olaylar\u0131 ve davran\u0131\u015flar\u0131 \u00f6rnek g\u00f6stermeniz son derece \u00f6nemlidir. Bu ayn\u0131 zamanda \u00e7al\u0131\u015fan\u0131n\u0131z\u0131n g\u00fcvenini kazanman\u0131z\u0131 sa\u011flar ve sizin onun geli\u015fimi i\u00e7in spesifik davran\u0131\u015flar\u0131 izleyip \u00f6nem verecek bir detayda g\u00f6zlemledi\u011finizi de ortaya \u00e7\u0131kar\u0131r.<\/p>\n<h2><strong>Zemininizi koruyun<\/strong><\/h2>\n<p>Performans de\u011ferlendirme toplant\u0131s\u0131 y\u0131l boyunca verdi\u011finiz mesajlar\u0131 tam tersine \u00e7evirece\u011finiz bir toplant\u0131 olmamal\u0131\u2026 S\u00fcrpriz yapmama prensibine de uygun olacak \u015fekilde vermekte oldu\u011funuz temel mesajlara tutunman\u0131z\u0131 \u00f6neririm. \u00c7al\u0131\u015fandan gelecek g\u00f6r\u00fc\u015flere dayanarak konumunuzu sert \u015fekilde de\u011fi\u015ftirmeniz farkl\u0131 alg\u0131lara yol a\u00e7abilir, size ve ili\u015fkinize hizmet etmeyebilir. E\u011fer bu t\u00fcr durumlarda konumunuzu koruyam\u0131yor ve diyalo\u011fun istemedi\u011finiz noktalara gitmesini engelleyemiyorsan\u0131z, o zaman prova yapman\u0131z\u0131 \u00f6neririm.<\/p>\n<p>Buradaki \u201czemini koruma\u201d dar fikirlilik veya inat\u00e7\u0131l\u0131k de\u011fil\u2026 Performans g\u00f6r\u00fc\u015fmesi t\u00fcm y\u0131l\u0131n diyaloglar\u0131n\u0131n \u00f6zetlendi\u011fi bir oturum olmal\u0131. G\u00f6r\u00fc\u015f\u00fcn\u00fcz tabii ki de\u011fi\u015febilir, ancak bu de\u011fi\u015fim ani olmamal\u0131\u2026. Siz \u00e7al\u0131\u015fandan bir konuda ek bir eylem bekliyorsan\u0131z ve bu eylemi g\u00f6r\u00fcyorsan\u0131z, g\u00f6r\u00fc\u015f\u00fcn\u00fcz olumluya d\u00f6n\u00fc\u015f\u00fcyorsa bunu ona performans g\u00f6r\u00fc\u015fmesini beklemeden de s\u00f6yleyebilirsiniz.<\/p>\n<h2><strong>Odada olmayanlarla ilgili konu\u015fmaktan ka\u00e7\u0131n\u0131n<\/strong><\/h2>\n<p>Her g\u00f6r\u00fc\u015fmede ekibinizden bir arkada\u015f\u0131 de\u011ferlendiriyorsunuz. Bu nedenle odada olmayan di\u011ferlerini bu diyalo\u011fa sokmamaya gayret edin. Belli bir \u00e7al\u0131\u015fana verdi\u011finiz geri besleme, ekipten ba\u015fka \u00e7al\u0131\u015fanlar\u0131n yapt\u0131\u011f\u0131 ve yapmad\u0131\u011f\u0131 eylemlere ba\u011fl\u0131 olmas\u0131n, sadece oturumdaki \u00e7al\u0131\u015fan ile ilgili olsun. E\u011fer illa ba\u015fka \u00e7al\u0131\u015fanlarla ilgili bir \u00f6rnek vermeniz gerekecekse bunu m\u00fcmk\u00fcn oldu\u011fu kadar \u201cveriler\u201d ve \u201cger\u00e7ekler\u201d \u00fczerinden yap\u0131n ve \u201cki\u015fisel\u201d fikirlerinizi diyalog d\u0131\u015f\u0131nda tutun.<\/p>\n<!-- templates\/buttons-placeholder.php -->\n<div class=\"da-reactions-outer TpostID14459\">\n\t    <div class=\"da-reactions-data da-reactions-container-async center\"\n         data-type=\"post\"\n         data-id=\"14459\"\n         id=\"da-reactions-slot-post-14459\">\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>Son d\u00f6nemde farkl\u0131 trendler olsa da y\u0131l sonu performans g\u00f6r\u00fc\u015fmeleri halen ekip lideri ile \u00e7al\u0131\u015fan aras\u0131nda \u00f6nemli bir ili\u015fki d\u00f6nemeci olmaya devam ediyor. Baz\u0131 \u015firketler bunu tamamen kald\u0131rd\u0131lar, ancak b\u00fcy\u00fck \u00e7o\u011funlukta halen bu g\u00f6r\u00fc\u015fmedeki sonu\u00e7lar \u00e7al\u0131\u015fan\u0131n maa\u015f art\u0131\u015f\u0131, ba\u015far\u0131 kriterlerinin belirlenmesi gibi \u00f6nemli konularda rol oynuyor. Performans g\u00f6r\u00fc\u015fme s\u00fcrecinde size yard\u0131mc\u0131 olacak \u015fu \u00f6nerilere dikkat! [&hellip;]<\/p>\n<!-- templates\/buttons-placeholder.php -->\n<div class=\"da-reactions-outer TpostID14459\">\n\t    <div class=\"da-reactions-data da-reactions-container-async center\"\n         data-type=\"post\"\n         data-id=\"14459\"\n         id=\"da-reactions-slot-post-14459\">\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    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g\u00f6r\u00fc\u015fmeleri halen ekip lideri ile \u00e7al\u0131\u015fan aras\u0131nda \u00f6nemli bir ili\u015fki d\u00f6nemeci olmaya devam ediyor.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.kariyer.net\/ik-blog\/ekip-liderlerine-performans-gorusmesi-onerileri\/","og_locale":"tr_TR","og_type":"article","og_title":"Ekip liderlerine performans g\u00f6r\u00fc\u015fmesi \u00f6nerileri","og_description":"Son d\u00f6nemde farkl\u0131 trendler olsa da y\u0131l sonu performans g\u00f6r\u00fc\u015fmeleri halen ekip lideri ile \u00e7al\u0131\u015fan aras\u0131nda \u00f6nemli bir ili\u015fki d\u00f6nemeci olmaya devam ediyor.","og_url":"https:\/\/www.kariyer.net\/ik-blog\/ekip-liderlerine-performans-gorusmesi-onerileri\/","og_site_name":"\u0130K 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