{"id":17044,"date":"2023-01-12T10:59:56","date_gmt":"2023-01-12T07:59:56","guid":{"rendered":"https:\/\/www.kariyer.net\/kariyer-rehberi\/?p=17044"},"modified":"2024-08-08T21:08:26","modified_gmt":"2024-08-08T18:08:26","slug":"is-yerinde-yeni-trend-sessiz-kisitlama","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/kariyer-rehberi\/is-yerinde-yeni-trend-sessiz-kisitlama\/","title":{"rendered":"\u0130\u015f yerinde yeni trend: Sessiz k\u0131s\u0131tlama!"},"content":{"rendered":"

Son bir y\u0131l i\u00e7inde i\u015f hayat\u0131yla ilgili duydu\u011fumuz terimlere bir yenisi daha eklendi. Yak\u0131n zaman \u00f6nce \u201cSessiz istifa\u201d<\/a> konusunu detayl\u0131ca ele alm\u0131\u015ft\u0131k. \u015eimdi ise tart\u0131\u015fmaya a\u00e7\u0131k yeni bir kavram\u0131m\u0131z daha var ki o da \u201cSessiz k\u0131s\u0131tlama!\u201d Peki, nedir bu sessiz k\u0131s\u0131tlama?<\/strong><\/p>\n

G\u00fcn ge\u00e7miyor ki yeni bir kavramla tan\u0131\u015fmayal\u0131m\u2026 Ge\u00e7mi\u015ften bug\u00fcne bilinen bir davran\u0131\u015f\u0131 ya da g\u00fcn\u00fcn \u015fartlar\u0131yla ortaya \u00e7\u0131kan yeni davran\u0131\u015f bi\u00e7imini tan\u0131mlamak i\u00e7in ortaya yepyeni terimler \u00e7\u0131k\u0131yor. Bunlar\u0131n sonuncusu: Sessiz k\u0131s\u0131tlama!<\/p>\n

Sessiz k\u0131s\u0131tlama: Bir ki\u015finin, i\u015f arkada\u015f\u0131n\u0131n kariyer hayat\u0131n\u0131 olumsuz etkilemek amac\u0131yla do\u011fru bilgiyi onunla payla\u015fmamas\u0131, saklamas\u0131 anlam\u0131na geliyor. Kahoot<\/a> taraf\u0131ndan yay\u0131nlanan ankete g\u00f6re \u00e7al\u0131\u015fanlar\u0131n %58\u2019i i\u015f arkada\u015flar\u0131na fayda sa\u011flayabilecek bilgileri sakl\u0131yor.<\/p>\n

Bilgi saklama potansiyeli en y\u00fcksek grup Z ku\u015fa\u011f\u0131!<\/strong><\/h2>\n

Ayn\u0131 ara\u015ft\u0131rmaya g\u00f6re Z ku\u015fa\u011f\u0131n\u0131n %77’si, faydal\u0131 bilgileri i\u015f arkada\u015flar\u0131yla payla\u015fmaktan ka\u00e7\u0131n\u0131yor. Kad\u0131nlar\u0131n %57\u2019si, erkeklerinse %63\u2019\u00fc bu davran\u0131\u015f\u0131 yapma ihtimallerinin y\u00fcksek oldu\u011funu s\u00f6yl\u00fcyor.<\/p>\n

\u00c7al\u0131\u015fanlar\u0131n bilgileri neden saklad\u0131klar\u0131 soruldu\u011funda, %26’s\u0131 kendilerine hi\u00e7bir zaman sorulmad\u0131\u011f\u0131n\u0131; %26’s\u0131 ise i\u015f yerinde yeteneklerinin ve kendini ifade etme g\u00fcc\u00fcn\u00fcn k\u0131s\u0131tland\u0131\u011f\u0131n\u0131 hissetti\u011fini s\u00f6yl\u00fcyor.<\/p>\n

Sessiz k\u0131s\u0131tlama bir endi\u015fe nedeni olarak g\u00f6r\u00fclse de veriler bir\u00e7ok \u015firketin ekiplerinin asl\u0131nda bilgi a\u00e7\u0131s\u0131ndan zengin oldu\u011funu ve \u00e7o\u011fu \u00e7al\u0131\u015fan\u0131n f\u0131rsat ve kaynak verilirse bu bilgiyi payla\u015fmaya istekli oldu\u011funu g\u00f6steriyor.<\/p>\n

Pandemi sonras\u0131 yeni \u00e7al\u0131\u015fma d\u00fczenlerine ge\u00e7ilmesiyle birlikte, ba\u015far\u0131 i\u00e7in ekip sinerjisinin yarat\u0131lmas\u0131 eskiye g\u00f6re biraz daha zor. Bu nedenle i\u015fverenlerin ekipler aras\u0131ndaki ileti\u015fimi ve ba\u011fl\u0131l\u0131\u011f\u0131 kuvvetlendirecek yeni \u00e7al\u0131\u015fmalar yapmas\u0131nda fayda var. Uzmanlara g\u00f6re ekip \u00fcyeleri tam olarak birlikte \u00e7al\u0131\u015fmad\u0131\u011f\u0131nda ve bilgiyi payla\u015fmad\u0131\u011f\u0131nda, verimlilik ve \u00fcretkenlik konular\u0131 risk alt\u0131na girebilir.<\/p>\n

Bir \u00e7al\u0131\u015fan\u0131n ‘sessiz k\u0131s\u0131tlamas\u0131’ t\u00fcm ekibi etkileyebilir!<\/strong><\/h2>\n

\u0130\u015f yeri uzmanlar\u0131na g\u00f6re, bir proje \u00fczerinde \u00e7al\u0131\u015fan bir ekip varsa ve bir \u00e7al\u0131\u015fan ileti\u015fim ak\u0131\u015f\u0131n\u0131 sabote ediyorsa, bunun \u00fcretkenlik, zaman ve para \u00fczerinde etkisi olabilir. Ayr\u0131ca “sessiz k\u0131s\u0131tlama” davran\u0131\u015f\u0131 \u015firket itibar\u0131na zarar verebilir.<\/p>\n

\u0130\u015f yeri k\u00fclt\u00fcr\u00fc uzman\u0131 ve kitab\u0131n\u0131n yazar\u0131 John Coleman, sessiz k\u0131s\u0131tlaman\u0131n \u00e7al\u0131\u015fan i\u00e7in k\u00f6t\u00fc bir strateji oldu\u011funu s\u00f6yl\u00fcyor ve ekliyor:<\/p>\n

\u201cBu davran\u0131\u015f hem etik de\u011fildir hem de zaman i\u00e7inde k\u00f6t\u00fc bir itibar ve zay\u0131f mesleki ili\u015fkiler yarat\u0131r. \u015eirket d\u00fczeyinde ise bu t\u00fcr “toksik”<\/a><\/strong> davran\u0131\u015flar, k\u00fclt\u00fcr i\u00e7in “inan\u0131lmaz derecede y\u0131prat\u0131c\u0131 olabilir.\u201d<\/p>\n

Uzmanlar ne \u00f6neriyor?<\/strong><\/h2>\n

Coleman\u2019a g\u00f6re; \u015firketler, pozitif bir k\u00fclt\u00fcr yaratacak \u015fekilde bilgiye a\u00e7\u0131k olan \u00e7al\u0131\u015fanlar\u0131 \u00f6d\u00fcllendirmeli ve ‘sessiz k\u0131s\u0131tlama’ gibi davran\u0131\u015flarda bulunuldu\u011funu g\u00f6rd\u00fcklerinde h\u0131zl\u0131 ve kararl\u0131 hareket etmeli.<\/p>\n

Natural HR’nin COO’su ve kurucu orta\u011f\u0131 Sarah Dowzell: \u201cUzaktan ve hibrit \u00e7al\u0131\u015fma<\/a><\/strong> yayg\u0131nla\u015ft\u0131k\u00e7a ekipler daha geni\u015f bir alana da\u011f\u0131ld\u0131. Y\u00fcz y\u00fcze ileti\u015fimin ve ba\u011f kurman\u0131n bu \u015fekilde azalmas\u0131, i\u015f arkada\u015flar\u0131 aras\u0131ndaki ileti\u015fimi zay\u0131flatabilir ve ortaya bu gibi olumsuz duygular \u00e7\u0131kabilir. Bu, ileti\u015fimsizli\u011fin getirdi\u011fi bir sonu\u00e7 olarak g\u00f6r\u00fclebilir; ancak kas\u0131tl\u0131 bir bilgi payla\u015fmama durumu da olabilir. \u00d6rne\u011fin; terfi bekleyen bir \u00e7al\u0131\u015fan \u00f6vg\u00fc alaca\u011f\u0131n\u0131 bildi\u011fi bir bilgiyi payla\u015fmak i\u00e7in uygun zaman\u0131 bekleyebilir ya da meslekta\u015f\u0131n\u0131n \u00f6n\u00fcne ge\u00e7me ihtimaline kar\u015f\u0131 \u00f6\u011frendiklerini saklayabilir.” diyor.<\/p>\n

\u201cSessiz k\u0131s\u0131tlama\u201dn\u0131n nedeni ne olursa olsun, bunun k\u00fclt\u00fcrle ilgili sorunlardan kaynakland\u0131\u011f\u0131 konusunda bir\u00e7ok uzman hemfikir ve bir \u015firkette rekabetin i\u015f birli\u011finden \u00f6nce gelmesinin gelecek ad\u0131na olduk\u00e7a olumsuz bir durum oldu\u011funun alt\u0131n\u0131 \u00e7iziyorlar.<\/p>\n

Daha \u00f6nce de de\u011findi\u011fimiz gibi asl\u0131nda \u00e7al\u0131\u015fanlar\u0131n \u00e7o\u011fu bilgilerini saklamak istemiyor. Bu noktada i\u015fverenlerin \u015firket k\u00fclt\u00fcr\u00fcn\u00fc yeniden ele alarak, ileti\u015fime ve dinlemeye \u00f6ncelik vermeleri gerekiyor gibi.<\/p>\n

Kaynaklar: 1<\/a>– 2 <\/a>– 3<\/a><\/p>\n\n

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Son bir y\u0131l i\u00e7inde i\u015f hayat\u0131yla ilgili duydu\u011fumuz terimlere bir yenisi daha eklendi. Yak\u0131n zaman \u00f6nce \u201cSessiz istifa\u201d konusunu detayl\u0131ca ele alm\u0131\u015ft\u0131k. \u015eimdi ise tart\u0131\u015fmaya a\u00e7\u0131k yeni bir kavram\u0131m\u0131z daha var ki o da \u201cSessiz k\u0131s\u0131tlama!\u201d Peki, nedir bu sessiz k\u0131s\u0131tlama? G\u00fcn ge\u00e7miyor ki yeni bir kavramla tan\u0131\u015fmayal\u0131m\u2026 Ge\u00e7mi\u015ften bug\u00fcne bilinen bir davran\u0131\u015f\u0131 ya da […]<\/p>\n\n

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