{"id":8256,"date":"2021-05-04T10:54:00","date_gmt":"2021-05-04T07:54:00","guid":{"rendered":"https:\/\/www.kariyer.net\/ik-blog\/?p=8256"},"modified":"2024-08-13T14:25:16","modified_gmt":"2024-08-13T11:25:16","slug":"sirketler-iyi-calisanlarini-neden-kaybeder-nasil-kazanir","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/sirketler-iyi-calisanlarini-neden-kaybeder-nasil-kazanir\/","title":{"rendered":"\u015eirketler iyi \u00e7al\u0131\u015fanlar\u0131n\u0131 neden kaybeder, nas\u0131l kazan\u0131r?"},"content":{"rendered":"<p><span style=\"font-size: 15px;\"><strong>Ba\u015far\u0131l\u0131 bir \u015firket veya y\u00f6netici olman\u0131n g\u00fcn\u00fcm\u00fczdeki g\u00f6stergelerinden biri de ne kadar aidiyet duygusu y\u00fcksek \u00e7al\u0131\u015fanlara sahip olup olmad\u0131\u011f\u0131n\u0131z ilgili. \u0130yi \u00e7al\u0131\u015fanlar \u015firketlerini neden terk ediyor ve onlar\u0131 kaybetmemek i\u00e7in ne yapmak gerekiyor? Kariyer Dan\u0131\u015fman\u0131 ve Ko\u00e7u Esra Kemer yaz\u0131m\u0131zda anlat\u0131yor<\/strong>&#8230;<\/span><\/p>\n<p>G\u00fcn\u00fcm\u00fczde \u015firketler, her i\u015fi yapan \u00e7al\u0131\u015fan de\u011fil bir i\u015fi en iyi yapan \u00e7al\u0131\u015fana ihtiya\u00e7 duyuyor. Bu do\u011frultuda yetenekli \u00e7al\u0131\u015fanlar\u0131 bulmak i\u00e7in i\u015fe al\u0131m sistemini kurmak ve en etkin \u015fekilde y\u00f6netmek gerekiyor. A\u00e7\u0131k pozisyonlar\u0131 en do\u011fru niteliklere sahip ve \u015firket k\u00fclt\u00fcr\u00fcne en uygun aday\u0131 se\u00e7erek dolduran i\u015fe al\u0131m uzmanlar\u0131 ise ba\u015far\u0131l\u0131 oluyor.<\/p>\n<p>Tabii ki yetenekli aday\u0131 \u015firket b\u00fcnyesine dahil etmeyi ba\u015fard\u0131ktan sonra da i\u015f bitmiyor. Art\u0131k \u00f6nemli olan y\u00fcksek performansl\u0131, yetenekli ve kurum k\u00fclt\u00fcr\u00fcne uygun bu \u00e7al\u0131\u015fanlar\u0131 elde tutabilmek!<\/p>\n<p>Amerikan Psikoloji Derne\u011fi\u2019nin (American Psychological Association-APA) \u00d6rg\u00fctsel M\u00fckemmelliyet ve Sa\u011fl\u0131kl\u0131 \u0130\u015f yeri Program\u0131 Merkezi Ba\u015fkan\u0131 David Ballard, yay\u0131nlad\u0131\u011f\u0131 bir makalede: \u201cRekabet\u00e7i i\u015f d\u00fcnyas\u0131nda hayatta kalabilmek i\u00e7in sadece faydalara odaklanmak yeterli de\u011fildir. En iyi i\u015fverenler, \u00e7al\u0131\u015fanlar\u0131n kendilerini organizasyona ait hissettikleri ve olumlu i\u015f deneyimine sahip olunan bir \u00e7al\u0131\u015fma ortam\u0131 yaratanlard\u0131r\u201d diyor.<\/p>\n<p>\u015eirketlerin ba\u015far\u0131s\u0131n\u0131n \u00f6l\u00e7\u00fcmlenmesi amac\u0131yla yap\u0131lan anketlerde \u201cMutlu \u00e7al\u0131\u015fanlar = Ba\u015far\u0131l\u0131 \u015firketler \u201d sonucun ortak nokta oldu\u011funu g\u00f6zlemliyoruz. Mutlu \u00e7al\u0131\u015fanlar\u0131n aidiyet duygusu daha da y\u00fcksek oluyor. Bir \u015firkette mutlu \u00e7al\u0131\u015fanlar\u0131n olmas\u0131 i\u00e7in sadece y\u00fcksek \u00fccret vermek yeterli olmuyor. Her \u00e7al\u0131\u015fan\u0131n i\u015f, ya\u015fam ve kariyer de\u011ferleri farkl\u0131 oldu\u011fu gibi i\u015f yerinden beklentileri de farkl\u0131 olabilir. Bu i\u015f ya\u015fam\u0131 ve kariyer de\u011ferlerine; i\u015f yerinde \u015feffafl\u0131k, geli\u015fim f\u0131rsatlar\u0131n\u0131n olmas\u0131, de\u011fer verildi\u011fini hissetmek, ekibin bir par\u00e7as\u0131 olmak, kararlarda yer alabilmek gibi \u00f6rnekler verebilir. \u00c7al\u0131\u015fan\u0131 elde tutmak i\u00e7in sadece \u00fccret ve yan haklar konusuna odaklanarak di\u011fer beklentileri g\u00f6z ard\u0131 etmek b\u00fcy\u00fck bir yan\u0131lg\u0131. \u015eirketlerin bu noktada farkl\u0131 beklentilere g\u00f6re farkl\u0131 \u00e7\u00f6z\u00fcmler \u00fcreterek \u00e7al\u0131\u015fanlar\u0131n\u0131 elde tutmak i\u00e7in \u00e7al\u0131\u015fmalar yapmas\u0131 gerekiyor. Yani sadece maddi beklentileri kar\u015f\u0131lamak \u00fczerine de\u011fil, y\u00f6netim ve \u00e7al\u0131\u015fma ortam\u0131yla ilgili \u00e7\u00f6z\u00fcmler \u00fcretmeye de odaklanmas\u0131 gerekiyor. \u00c7al\u0131\u015fanlar\u0131n i\u015f tatmini y\u00fcksek oldu\u011funda, genellikle daha \u00fcretken ve \u015firkete de daha ba\u011fl\u0131 oluyorlar.<\/p>\n<p>\u00c7al\u0131\u015fmalar\u0131mdan da g\u00f6rd\u00fc\u011f\u00fcm \u00fczere iyi \u00e7al\u0131\u015fanlar \u00e7al\u0131\u015ft\u0131klar\u0131 \u015firketten en \u00e7ok \u015fu nedenlerle ayr\u0131lmak istiyor;<\/p>\n<ul>\n<li>De\u011fer g\u00f6rmediklerini hissettiklerinde<\/li>\n<li>Geli\u015fimleri desteklenmedi\u011finde<\/li>\n<li>Fikirleri, \u00f6nerileri dinlenilmedi\u011finde<\/li>\n<li>\u015eikayetleri ve \u00e7\u00f6z\u00fcm \u00f6nerileri de\u011ferlendirilmedi\u011finde<\/li>\n<li>Fiziki ortam d\u00fczenlenmedi\u011finde<\/li>\n<li>Y\u00f6neticilerinin olumsuz davran\u0131\u015flar\u0131na maruz kald\u0131klar\u0131nda<\/li>\n<\/ul>\n<h2><strong>B\u00f6yle bir durumda \u015firketler ne yapmal\u0131?<\/strong><\/h2>\n<p>Yetenekli \u00e7al\u0131\u015fanlar\u0131 elde tutman\u0131n \u00f6neminin anla\u015f\u0131ld\u0131\u011f\u0131 g\u00fcn\u00fcm\u00fczde, \u015firketlerin mutlu ve ba\u011fl\u0131l\u0131\u011f\u0131 y\u00fcksek \u00e7al\u0131\u015fanlar\u0131 elde tutmas\u0131 i\u00e7in daha \u00e7ok \u00e7aba g\u00f6stermesi gerekiyor.<\/p>\n<p>\u0130\u015fte, size birka\u00e7 \u00f6neri:<\/p>\n<ul>\n<li>Piyasa ko\u015fullar\u0131na uygun ve g\u00fcndemi dikkate alan maa\u015f ve yan haklar y\u00f6netiminde sistemle\u015fin (prim, ikramiye, hediyeler vb.)<\/li>\n<li>Objektif terfi ve performans sistemlerinin kurulmas\u0131n\u0131 ve uygulanmas\u0131n\u0131 sa\u011flay\u0131n<\/li>\n<li>Ba\u015far\u0131 ve y\u00fcksek performans i\u00e7in \u00f6d\u00fcl ve motivasyon sistemlerini kurup, bu sistemlerin \u015firket i\u00e7inde benimsenmesini sa\u011flay\u0131n<\/li>\n<li>Kariyer planlama sistemlerinin olmas\u0131n\u0131 ve uygulanmas\u0131n\u0131 sa\u011flay\u0131n<\/li>\n<li>E\u011fitim ve geli\u015fim sistemlerinin kurulmas\u0131n\u0131 sa\u011flay\u0131n ve bu konulara d\u00fczenli b\u00fct\u00e7e ay\u0131r\u0131n<\/li>\n<li>Yetenekli \u00e7al\u0131\u015fanlar\u0131n\u0131n geli\u015fimlerini \u00f6zel e\u011fitimlerle destekleyin<\/li>\n<li>Kurum i\u00e7in ileti\u015fim sistemlerinin \u015feffafl\u0131k ilkesi dahilinde y\u00f6netilmesini sa\u011flay\u0131n<\/li>\n<\/ul>\n<h2><strong>Y\u00f6neticilere tavsiyeler<\/strong><\/h2>\n<ul>\n<li>S\u00f6zl\u00fc ve yaz\u0131l\u0131 olarak \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n ba\u015far\u0131s\u0131n\u0131 takdir edin<\/li>\n<li>\u00c7al\u0131\u015fanlar\u0131n\u0131z\u0131n mesleki geli\u015fimlerine \u00f6nem verin ve ihtiya\u00e7lar\u0131n\u0131 kar\u015f\u0131lay\u0131n<\/li>\n<li>\u00c7al\u0131\u015fanlar\u0131n\u0131z\u0131n fikirlerini t\u00fcm i\u015f s\u00fcre\u00e7lerinde dinleyin,<\/li>\n<li>\u0130\u015f s\u00fcre\u00e7leri ve ofis hayat\u0131 ile ilgili g\u00f6r\u00fc\u015f ve \u00f6nerilerini mutlaka al\u0131n<\/li>\n<li>\u00c7al\u0131\u015fanlar\u0131n\u0131z\u0131n \u015fikayetlerini ve \u00e7\u00f6z\u00fcm \u00f6nerilerini \u00f6\u011frenerek de\u011ferlendirdikten sonra \u00e7\u00f6z\u00fcm \u00fcretmeye \u00e7al\u0131\u015f\u0131n<\/li>\n<li>\u0130\u015f yerinde g\u00fcven ortam\u0131 olu\u015fturun, dedikodu gibi negatif ileti\u015fimi engellemeye \u00e7al\u0131\u015f\u0131n<\/li>\n<li>\u015eirket vizyonunuzu beraber belirleyin ve bu hedefe ekip olarak ula\u015fmak i\u00e7in motive edici olun<\/li>\n<li>\u00c7al\u0131\u015fanlar\u0131n\u0131za sayg\u0131l\u0131 davran\u0131n ve rencide edici davran\u0131\u015flardan sak\u0131n\u0131n, sak\u0131n\u0131lmas\u0131n\u0131 sa\u011flay\u0131n<\/li>\n<li>\u00c7al\u0131\u015fma hayat\u0131nda zaman ve mekan gibi konularda inisiyatif kullanmalar\u0131na, esnek olmalar\u0131na destek olun<\/li>\n<li>T\u00fcm \u00e7al\u0131\u015fanlar\u0131n\u0131za e\u015fit yak\u0131nl\u0131k g\u00f6sterin<\/li>\n<li>\u00c7al\u0131\u015fanlar\u0131n\u0131z\u0131n ailelerine \u00f6nem verin ve her insan\u0131n farkl\u0131 oldu\u011funu bilerek t\u00fcm bu farkl\u0131l\u0131klar\u0131 kucaklay\u0131n.<\/li>\n<\/ul>\n<!-- templates\/buttons-placeholder.php -->\n<div class=\"da-reactions-outer TpostID8256\">\n\t    <div class=\"da-reactions-data da-reactions-container-async center\"\n         data-type=\"post\"\n         data-id=\"8256\"\n         id=\"da-reactions-slot-post-8256\">\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>Ba\u015far\u0131l\u0131 bir \u015firket veya y\u00f6netici olman\u0131n g\u00fcn\u00fcm\u00fczdeki g\u00f6stergelerinden biri de ne kadar aidiyet duygusu y\u00fcksek \u00e7al\u0131\u015fanlara sahip olup olmad\u0131\u011f\u0131n\u0131z ilgili. \u0130yi \u00e7al\u0131\u015fanlar \u015firketlerini neden terk ediyor ve onlar\u0131 kaybetmemek i\u00e7in ne yapmak gerekiyor? Kariyer Dan\u0131\u015fman\u0131 ve Ko\u00e7u Esra Kemer yaz\u0131m\u0131zda anlat\u0131yor&#8230; G\u00fcn\u00fcm\u00fczde \u015firketler, her i\u015fi yapan \u00e7al\u0131\u015fan de\u011fil bir i\u015fi en iyi yapan \u00e7al\u0131\u015fana ihtiya\u00e7 [&hellip;]<\/p>\n<!-- templates\/buttons-placeholder.php -->\n<div class=\"da-reactions-outer TpostID8256\">\n\t    <div class=\"da-reactions-data da-reactions-container-async center\"\n         data-type=\"post\"\n         data-id=\"8256\"\n         id=\"da-reactions-slot-post-8256\">\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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