{"id":18947,"date":"2026-01-26T10:17:04","date_gmt":"2026-01-26T07:17:04","guid":{"rendered":"https:\/\/www.kariyer.net\/ik-blog\/?p=18947"},"modified":"2026-01-26T10:40:39","modified_gmt":"2026-01-26T07:40:39","slug":"o-dusuk-performansli-calisani-muhtemelen-siz-yarattiniz","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/o-dusuk-performansli-calisani-muhtemelen-siz-yarattiniz\/","title":{"rendered":"O “d\u00fc\u015f\u00fck performansl\u0131” \u00e7al\u0131\u015fan\u0131 muhtemelen siz yaratt\u0131n\u0131z!"},"content":{"rendered":"

Ekibinizde \u201czor\u201d olarak etiketledi\u011finiz bir \u00e7al\u0131\u015fan varsa, bu etiketin nas\u0131l olu\u015ftu\u011funu yeniden d\u00fc\u015f\u00fcnmek isteyebilirsiniz. \u00c7al\u0131\u015fan Ba\u011fl\u0131l\u0131\u011f\u0131 Dan\u0131\u015fman\u0131 Bertay Fi\u015fek\u00e7i, lider bak\u0131\u015f a\u00e7\u0131s\u0131n\u0131n performans \u00fczerindeki g\u00f6r\u00fcnmeyen, ama g\u00fc\u00e7l\u00fc etkisini ele al\u0131yor.<\/strong><\/p>\n

Ekibinizde “yeterince sorumluluk almayan”, “inisiyatif kullanmayan”, “s\u00fcrekli takip etmeniz gereken” \u00e7al\u0131\u015fan var m\u0131? Sert gelebilir ama \u015funu sormam laz\u0131m: Ya onu siz yaratt\u0131ysan\u0131z?<\/p>\n

D\u00f6ng\u00fc nas\u0131l i\u015fliyor?<\/strong><\/h2>\n

Psikolojide buna “kendini ger\u00e7ekle\u015ftiren kehanet” deniyor. Mekanizma \u015fa\u015f\u0131rt\u0131c\u0131 derecede basit ve d\u00f6rt ad\u0131mda i\u015fliyor:<\/p>\n

    \n
  1. \n

    Zihniyet (Siz nas\u0131l g\u00f6r\u00fcyorsunuz)<\/strong><\/h3>\n<\/li>\n<\/ol>\n

    “Bu \u00e7ocuktan olmaz.” “Yeterince sorumluluk alm\u0131yor.” “Her i\u015fini kontrol etmem laz\u0131m.” Bu d\u00fc\u015f\u00fcnceler kafan\u0131zda olu\u015ftu\u011fu anda, fark\u0131nda olmadan bir etiket yap\u0131\u015ft\u0131rm\u0131\u015f oluyorsunuz.<\/p>\n

      \n
    1. \n

      Eylem (Siz nas\u0131l davran\u0131yorsunuz)<\/strong><\/h3>\n<\/li>\n<\/ol>\n

      Ona g\u00fcvenmedi\u011finiz i\u00e7in mikro y\u00f6netim uyguluyorsunuz. \u00d6nemli bilgileri payla\u015fm\u0131yorsunuz. Toplant\u0131larda fikrini sormuyorsunuz. So\u011fuk veya mesafeli davran\u0131yorsunuz. Belki fark\u0131nda bile de\u011filsiniz ama o bunu farkediyor.<\/p>\n

        \n
      1. \n

        Deneyim (O nas\u0131l hissediyor)<\/strong><\/h3>\n<\/li>\n<\/ol>\n

        O ki\u015fi kendini “yetersiz” ve “g\u00fcvenilmeyen” biri olarak hissetmeye ba\u015fl\u0131yor. “Zaten bana de\u011fer vermiyorlar” d\u00fc\u015f\u00fcncesi yerle\u015fiyor. G\u00f6r\u00fcnmez hissediyor.<\/p>\n

          \n
        1. \n

          Sonu\u00e7 (O nas\u0131l davran\u0131yor)<\/strong><\/h3>\n<\/li>\n<\/ol>\n

          Motivasyonu d\u00fc\u015f\u00fcyor. Hata yapmaktan korktu\u011fu i\u00e7in risk almay\u0131 b\u0131rak\u0131yor. \u0130nisiyatif kullanm\u0131yor. Sadece s\u00f6yleneni yap\u0131yor, o kadar ve siz g\u00fcn\u00fcn sonunda diyorsunuz ki: “Bak, hakl\u0131ym\u0131\u015f\u0131m. Beceremedi.” Asl\u0131nda olan \u015fu: Kendi keh\u00e2netinizi kendiniz ger\u00e7ekle\u015ftirdiniz.<\/p>\n

          \u0130ki etki: Pygmalion ve Golem<\/strong><\/h2>\n

          Bu mekanizman\u0131n iki y\u00f6n\u00fc var.<\/p>\n

          Pygmalion etkisi:<\/strong> Birine y\u00fcksek beklentiyle yakla\u015ft\u0131\u011f\u0131n\u0131zda, o ki\u015fi bu beklentiye uygun \u015fekilde y\u00fckseliyor. “Sen yapars\u0131n” dedi\u011finizde, ger\u00e7ekten yap\u0131yor.<\/p>\n

          Golem etkisi:<\/strong> Birine d\u00fc\u015f\u00fck beklentiyle yakla\u015ft\u0131\u011f\u0131n\u0131zda, o ki\u015fi bu beklentiye uygun \u015fekilde d\u00fc\u015f\u00fcyor. “Bundan olmaz” dedi\u011finizde, ger\u00e7ekten olmuyor. Her iki durumda da de\u011fi\u015fen \u015fey ayn\u0131: Sizin bak\u0131\u015f a\u00e7\u0131n\u0131z.<\/p>\n

          Neden bu kadar g\u00fc\u00e7l\u00fc?<\/strong><\/h2>\n

          Ara\u015ft\u0131rmac\u0131 Zach Mercurio’nun \u00e7al\u0131\u015fmalar\u0131, bir liderin davran\u0131\u015flar\u0131n\u0131n \u00e7al\u0131\u015fan\u0131n “de\u011ferli hissetme” deneyimini neredeyse %50 oran\u0131nda etkiledi\u011fini g\u00f6steriyor.<\/p>\n

          D\u00fc\u015f\u00fcn\u00fcn: Bir \u00e7al\u0131\u015fan\u0131n motivasyonunun, \u00f6zg\u00fcveninin, performans\u0131n\u0131n yar\u0131s\u0131 sizin davran\u0131\u015flar\u0131n\u0131z ile \u015fekilleniyor.<\/p>\n

          \u0130nsanlar kendilerini de\u011ferli hissettiklerinde, de\u011ferli gibi davran\u0131yorlar. Kendilerini yetersiz hissettiklerinde, yetersiz gibi davran\u0131yorlar ve bu hissi yaratan b\u00fcy\u00fck \u00f6l\u00e7\u00fcde sizsiniz. Bu ger\u00e7eklikten hareketle her ekip y\u00f6neticisinin kendi \u201cileti\u015fim adas\u0131n\u0131\u201d yaratt\u0131\u011f\u0131n\u0131 ve o yarat\u0131lan ortamda bu sonu\u00e7lar\u0131n farkl\u0131la\u015fabilece\u011fini de g\u00f6rebiliyoruz.<\/p>\n

          D\u00f6ng\u00fcy\u00fc nas\u0131l k\u0131rars\u0131n\u0131z?<\/strong><\/h2>\n

          Bu d\u00f6ng\u00fcy\u00fc k\u0131rmak ekip y\u00f6neticisi olarak sizin elinizde.<\/p>\n

            \n
          1. \n

            Zihninizdeki etiketleri s\u00f6k\u00fcn<\/strong><\/h3>\n<\/li>\n<\/ol>\n

            “Zor \u00e7al\u0131\u015fan” yerine “zor olarak alg\u0131lad\u0131\u011f\u0131m bir \u00e7al\u0131\u015fan” diye d\u00fc\u015f\u00fcn\u00fcn. Bu k\u00fc\u00e7\u00fck de\u011fi\u015fiklik, yarg\u0131lamaktan anlamaya ge\u00e7menizi sa\u011fl\u0131yor. Kendinize sorun: “Bu ki\u015fiyi nas\u0131l g\u00f6r\u00fcyorum ve bu bak\u0131\u015f a\u00e7\u0131m, ona nas\u0131l davrand\u0131\u011f\u0131m\u0131 etkiliyor mu?”<\/p>\n

              \n
            1. \n

              Beklentiyi ger\u00e7ekten y\u00fckseltin<\/strong><\/h3>\n<\/li>\n<\/ol>\n

              “M\u0131\u015f gibi” yapmak i\u015fe yaram\u0131yor. \u0130nsanlar samimiyetsizli\u011fi hemen anl\u0131yor. Ger\u00e7ekten inanarak sorumluluk verin. “Bunu sen halledebilirsin” derken, i\u00e7inizden “umar\u0131m berbat etmez” diye d\u00fc\u015f\u00fcn\u00fcyorsan\u0131z, o da bunu hissediyor.<\/p>\n

                \n
              1. \n

                Aynaya bak\u0131n<\/strong><\/h3>\n<\/li>\n<\/ol>\n

                Bir \u00e7al\u0131\u015fan\u0131n performans\u0131 d\u00fc\u015f\u00fckse, \u00f6nce kendi liderlik eylemlerinizi sorgulay\u0131n:<\/p>\n

                  \n
                • Ona yeterince bilgi veriyor muyum?<\/li>\n
                • Fikrini soruyor muyum?<\/li>\n
                • G\u00fcvendi\u011fimi hissettiriyor muyum?<\/li>\n
                • Hatalar\u0131na nas\u0131l tepki veriyorum?<\/li>\n<\/ul>\n

                  Belki sorun onda de\u011fil, sizin yaratt\u0131\u011f\u0131n\u0131z ortamda olabilir.<\/p>\n

                  Ger\u00e7ek soru<\/strong><\/p>\n

                  Liderlik, insanlar\u0131 olduklar\u0131 yerde b\u0131rakmak de\u011fil. Olabilecekleri en iyi yere ta\u015f\u0131makt\u0131r. \u015eimdi d\u00fcr\u00fcst\u00e7e d\u00fc\u015f\u00fcn\u00fcn: Ekibinizde “sizden \u00f6t\u00fcr\u00fc” potansiyeli harcanan biri var m\u0131? E\u011fer bir isim akl\u0131n\u0131za geldiyse, bu hafta o ki\u015fiyle ilgili \u015funu deneyin: Onu nas\u0131l g\u00f6rd\u00fc\u011f\u00fcn\u00fcz\u00fc bilin\u00e7li olarak de\u011fi\u015ftirin. Ona bir sorumluluk verin ve ger\u00e7ekten ba\u015faraca\u011f\u0131na inan\u0131n. Sonra izleyin. Belki de o “d\u00fc\u015f\u00fck performansl\u0131” \u00e7al\u0131\u015fan, sadece do\u011fru g\u00f6zle bak\u0131lmay\u0131 bekliyordu.<\/p>\n\n

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                  \n\t\t\t\"Loading\n <\/div>\n <\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

                  Ekibinizde \u201czor\u201d olarak etiketledi\u011finiz bir \u00e7al\u0131\u015fan varsa, bu etiketin nas\u0131l olu\u015ftu\u011funu yeniden d\u00fc\u015f\u00fcnmek isteyebilirsiniz. \u00c7al\u0131\u015fan Ba\u011fl\u0131l\u0131\u011f\u0131 Dan\u0131\u015fman\u0131 Bertay Fi\u015fek\u00e7i, lider bak\u0131\u015f a\u00e7\u0131s\u0131n\u0131n performans \u00fczerindeki g\u00f6r\u00fcnmeyen, ama g\u00fc\u00e7l\u00fc etkisini ele al\u0131yor. Ekibinizde “yeterince sorumluluk almayan”, “inisiyatif kullanmayan”, “s\u00fcrekli takip etmeniz gereken” \u00e7al\u0131\u015fan var m\u0131? Sert gelebilir ama \u015funu sormam laz\u0131m: Ya onu siz yaratt\u0131ysan\u0131z? D\u00f6ng\u00fc nas\u0131l […]<\/p>\n\n

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