{"id":1083,"date":"2020-12-16T19:55:57","date_gmt":"2020-12-16T16:55:57","guid":{"rendered":"https:\/\/dad.md\/dad-human-capital\/?p=1083"},"modified":"2024-07-26T16:44:19","modified_gmt":"2024-07-26T13:44:19","slug":"cum-sa-oferi-feedback-angajatilor-tai-si-de-ce-e-important-s-o-faci","status":"publish","type":"post","link":"https:\/\/dad.md\/dad-human-capital\/cum-sa-oferi-feedback-angajatilor-tai-si-de-ce-e-important-s-o-faci\/","title":{"rendered":"Cum s\u0103 oferi feedback angaja\u021bilor t\u0103i \u0219i de ce e important s-o faci"},"content":{"rendered":"\n<p>Aproximativ 75% din angaja\u021bi consider\u0103 c\u0103 feedbackul este important \u0219i are o valoare semnificativ\u0103 \u00een munca lor zilnic\u0103. Acestea sunt datele ob\u021binute \u00een urma cercet\u0103rii realizate de c\u0103tre PwC. Conform aceleia\u0219i cercet\u0103ri, 60% din responden\u021bi au men\u021bionat c\u0103 ar fi \u00eenc\u00e2nta\u021bi s\u0103 primeasc\u0103 feedback zilnic sau s\u0103pt\u0103m\u00e2nal. Feedbackul este at\u00e2t de pre\u021bios pentru angaja\u021bi deoarece, \u00een primul r\u00e2nd, \u00eei ajut\u0103 s\u0103 \u00een\u021beleag\u0103 ce fac bine \u0219i unde gre\u0219esc. Drept efect imediat, angaja\u021bii devin mai capabili s\u0103-\u0219i analizeze obiectiv abilit\u0103\u021bile \u0219i skillurile, iar ulterior, s\u0103 lucreze la \u00eembun\u0103t\u0103\u021birea lor. Astfel, datorit\u0103 feedbackului, angaja\u021bii t\u0103i cresc, contribuind totodat\u0103 la cre\u0219terea companiei tale. Azi \u00ee\u021bi spunem de ce e important s\u0103 le oferi <strong>feedback angaja\u021bilor<\/strong> t\u0103i \u0219i cum s\u0103 o faci eficient.<\/p>\n\n\n\n<h1 class=\"wp-block-heading\">De ce este important s\u0103 le oferi feedback angaja\u021bilor t\u0103i<\/h1>\n\n\n\n<p>Este necesar de men\u021bionat c\u0103 feedbackul este important at\u00e2t pentru angaja\u021bii simpli, c\u00e2t \u0219i pentru managerii de echipe. Unul dintre studiile Gallup a demonstrat c\u0103 echipele conduse de managerii care primesc feedback regulat sunt cu 12,5% mai productive. Totodat\u0103, managerii de echip\u0103 pot folosi, la r\u00e2ndul s\u0103u, feedbackul ca instrument de motivare \u0219i cre\u0219tere a productivit\u0103\u021bii. Conform studiului <a aria-label=\"undefined (se deschide \u00eentr-o fil\u0103 nou\u0103)\" href=\"https:\/\/www.hrpundits.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">HR Pundits<\/a>, 69% din angaja\u021bi sunt motiva\u021bi s\u0103 depun\u0103 mai multe eforturi \u00een cazul \u00een care primesc feedbackuri constructive de la liderii de echipe.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Ce \u00eenseamn\u0103 feedback \u0219i cum le ajut\u0103 angaja\u021bilor s\u0103 devin\u0103 mai buni<\/h2>\n\n\n\n<p>Conform studiilor, feedbackul este \u0219i un instrument eficient pentru p\u0103strarea echipei, cre\u0219terea nivelului de implicare a angaja\u021bilor \u0219i reducerea gradului de fluctua\u021bie a personalului. Studiul Gallup arat\u0103 c\u0103 companiile care ofer\u0103 feedback regulat angaja\u021bilor s\u0103i au o rat\u0103 de fluctua\u021bie cu 14,9% mai mic\u0103 dec\u00e2t companiile care nu fac acest lucru.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Ce avantaje ob\u021bii dac\u0103 oferi feedback angaja\u021bilor t\u0103i<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>\u00cembun\u0103t\u0103\u021be\u0219te performan\u021ba. <\/strong><br>Feedback-ul ofer\u0103 angajatului o percep\u021bie mai clar\u0103 referitor la performan\u021ba sa actual\u0103 \u0219i nivelul de performan\u021b\u0103 la care se a\u0219teapt\u0103 compania. Con\u0219tientizarea acelor aspecte care necesit\u0103 \u00eembun\u0103t\u0103\u021biri ajut\u0103 angaja\u021bii s\u0103-\u0219i \u00eembun\u0103t\u0103\u021beasc\u0103 performan\u021ba mai rapid.<br><\/li>\n\n\n\n<li><strong>Ofer\u0103 angaja\u021bilor un sentiment de scop.<\/strong> <br>Este important ca angaja\u021bii s\u0103 simt\u0103 valoarea muncii sale zilnice. \u00cen acest sens, feedbackul regulat ofer\u0103 angaja\u021bilor sentimentul de utilitate \u0219i apreciere. Totodat\u0103, prin feedback comunici indirect angajatului c\u0103 munca lui are sens pentru companie, de aceea, este important ca acesta s\u0103-\u0219i \u00eendeplineasc\u0103 sarcinile c\u00e2t mai eficient. \u00cen acest sens, chiar \u0219i feedbackul negativ este capabil s\u0103 motiveze angajatul s\u0103-\u0219i fac\u0103 munca mai bine.<br><\/li>\n\n\n\n<li><strong>Cre\u0219te nivelul de implicare a angaja\u021bilor. <\/strong><br>Chiar dac\u0103 nu o spun direct, angaja\u021bii totu\u0219i au nevoie de feedback. Conform studiului realizat de c\u0103tre OfficeVibe, 4 din 10 angaja\u021bi se simt mai pu\u021bin implica\u021bi \u0219i motiva\u021bi atunci c\u00e2nd nu primesc feedback o perioad\u0103 \u00eendelungat\u0103 de timp. Angaja\u021bii t\u0103i au nevoie de p\u0103rerea \u0219i aprecierea ta. Cu c\u00e2t mai mult\u0103 aten\u021bie vei acorda acestui aspect, cu at\u00e2t mai implicat\u0103 va fi echipa ta.<br><\/li>\n\n\n\n<li><strong>Ajut\u0103 la \u00eembun\u0103t\u0103\u021birea rela\u021biilor de lucru. <\/strong><br>Feedbackul este un instrument deosebit de util \u00een ceea ce prive\u0219te prevenirea situa\u021biilor de conflict \u00eentre angaja\u021bi. Oferirea de feedback este o oportunitate de a spune lucrurilor pe nume, astfel \u00eenc\u00e2t problemele s\u0103 poat\u0103 fi analizate \u0219i rezolvate.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/12\/2-DAD-Human-Capital-Feedback-Angajati-2-1024x576.jpg\" alt=\"feedback angaja\u021bilor fotografie simbol\" class=\"wp-image-1090\" srcset=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/12\/2-DAD-Human-Capital-Feedback-Angajati-2-1024x576.jpg 1024w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/12\/2-DAD-Human-Capital-Feedback-Angajati-2-300x169.jpg 300w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/12\/2-DAD-Human-Capital-Feedback-Angajati-2-768x432.jpg 768w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/12\/2-DAD-Human-Capital-Feedback-Angajati-2-1536x864.jpg 1536w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/12\/2-DAD-Human-Capital-Feedback-Angajati-2.jpg 1920w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Tehnici pentru a oferi un feedback eficient<\/strong><\/h3>\n\n\n\n<p>Precum am men\u021bionat, o cultur\u0103 pronun\u021bat\u0103 de feedback regulat presupune un \u0219ir de avantaje esen\u021biale pentru angaja\u021bi. Totodat\u0103, feedbackul poate deveni un instrument eficient doar \u00een cazul \u00een care este gestionat \u0219i oferit \u00een modul corespunz\u0103tor. \u00cen continuare am preg\u0103tit c\u00e2teva tehnici de feedback care te vor ajuta s\u0103 valorifici toate avantajele pe care le poate oferi acest instrument.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Strategia Feedforward<\/strong><\/h4>\n\n\n\n<p>Aceast\u0103 strategie se bazeaz\u0103 pe faptul c\u0103 un angajator nu \u00ee\u0219i poate modifica ac\u021biunile din trecut, \u00een schimb poate influen\u021ba pe cele din viitor. Utiliz\u00e2nd aceast\u0103 strategie, vei pune accent pe aspectele care ar putea fi \u00eembun\u0103t\u0103\u021bite \u00een viitor. Astfel, aceast\u0103 strategie \u00eenlocuie\u0219te abordarea \u201cla ultimul proiect nu ai acordat suficient\u0103 aten\u021bie la\u2026\u201d prin abordarea \u201cla urm\u0103torul proiect \u00ee\u021bi recomand\u0103 s\u0103 acorzi mai mult\u0103 aten\u021bie la\u2026\u201d. Eficien\u021ba acestei tehnici const\u0103 \u00een faptul c\u0103 \u00ee\u021bi permite s\u0103 abordezi aceea\u0219i problem\u0103, doar c\u0103 \u00eentr-un mod mai pozitiv. Totodat\u0103, Feedforward faciliteaz\u0103 o rela\u021bie mult mai dinamic\u0103 \u0219i mai deschis\u0103 \u00eentre tine \u0219i echipa ta. Este o solu\u021bie potrivit\u0103 pentru managerii care se simt intimida\u021bi s\u0103 \u201cfac\u0103 observa\u021bii\u201d. Feedforward-ul transform\u0103 observa\u021biile \u00een recomand\u0103ri utile \u0219i prietenoase.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Tehnica de feedback DESC<\/strong><\/h4>\n\n\n\n<p>Tehnica DESC (<strong>descriere, exprimare, specificare, consecin\u021b\u0103<\/strong>) reprezint\u0103 o modalitate simpl\u0103 \u0219i puternic\u0103 de a comunica unui angajat ce ai dori ca acesta s\u0103 fac\u0103 mai mult, mai pu\u021bin sau diferit.<\/p>\n\n\n\n<p>Cite\u0219te \u0219i: <a href=\"https:\/\/dad.md\/dad-human-capital\/de-ce-sa-colaborezi-cu-o-firma-de-recrutare-si-cum-s-o-alegi\/\" target=\"_blank\" rel=\"noreferrer noopener\">De ce s\u0103 colaborezi cu o firm\u0103 de recrutare \u0219i cum s-o alegi<\/a><\/p>\n\n\n\n<p>Primul pas ar fi descrierea unui comportament recent pe care l-ai observat la angajatul \u00een cauz\u0103. Ai putea folosi formularea <em>\u201eAm observat c\u0103&#8230;.\u201d<\/em>. Totodat\u0103, recomand\u0103m s\u0103 evi\u021bi formul\u0103ri precum ar fi <em>\u201eAm v\u0103zut c\u0103 ai fost..\u201d<\/em> sau <em>\u201eAi f\u0103cut asta\u2026\u201d<\/em>. Astfel de formul\u0103ri ar putea fi percepute de c\u0103tre angaja\u021bi&nbsp; ca fiind destul de agresive.<\/p>\n\n\n\n<p>Urm\u0103torul pas al acestei tehnici este s\u0103 te exprimi cu ceea ce ai observat c\u0103 te afecteaz\u0103 pe tine, compania \u00een general, sau \u00eensu\u0219i angajatul c\u0103ruia \u00eei oferi feedback. Ulterior, specific\u0103 ce ai dori ca acesta s\u0103 fac\u0103 diferit.<\/p>\n\n\n\n<p>\u00cen cele din urm\u0103, comunic\u0103 angajatului ce s-ar putea schimba \u00een cazul \u00een care acesta va valorifica \u0219i implementa feedbackul primit. Este recomandat s\u0103 descrii succint avantajele \u0219i beneficiile de care, dup\u0103 implementarea feedbackului, va putea profita at\u00e2t angajatul, c\u00e2t \u0219i compania.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Tehnica \u201cCe? De ce?\u201d<\/strong><\/h4>\n\n\n\n<p>Aceast\u0103 tehnic\u0103 se bazeaz\u0103 pe faptul c\u0103 la baza fiec\u0103rui feedback oferit stau r\u0103spunsurile la \u00eentreb\u0103rile: ce? \u0219i de ce?. Tehnica poate fi aplicat\u0103 at\u00e2t pentru oferirea unui feedback pozitiv, c\u00e2t \u0219i pentru unul negativ. Este important s\u0103 comunici angajatului ce a f\u0103cut acesta (mai bine zis, subiectul feedbackului) \u0219i de ce oferi acest feedback (motivul propriu-zis al feedbackului). Aceast\u0103 tehnic\u0103 se potrive\u0219te perfect managerilor care prefer\u0103 s\u0103 ofere feedback succint \u0219i direct la subiect.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Ofer\u0103 feedback angaja\u021bilor dup\u0103 modelul unei str\u0103zi cu dou\u0103 sensuri<\/strong><\/h4>\n\n\n\n<p>Feedbackul este eficient doar atunci c\u00e2nd este recep\u021bionat \u0219i asimilat de c\u0103tre persoana care \u00eel recep\u021bioneaz\u0103. Este important ca \u00een procesul de oferire a feedbackului s\u0103 prime\u0219ti \u201efeedback la feedback\u201d. Cu alte cuvinte, este important s\u0103 prime\u0219ti flux de informa\u021bii\/\u00eentreb\u0103ri\/sugestii de pe contrasensul direc\u021bii \u00een care livrezi feedbackul. Sugereaz\u0103 angaja\u021bilor s\u0103 p\u0103trund\u0103 \u00een esen\u021ba feedbackului \u0219i s\u0103 acorde \u00eentreb\u0103ri suplimentare \u00een caz de necesitate. Astfel, vei putea fi sigur c\u0103 feedbackul a ajuns la destina\u021bie, c\u0103 a fost recep\u021bionat \u0219i urmeaz\u0103 a fi implementat.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Tehnica 3&#215;3<\/strong><\/h4>\n\n\n\n<p>Aceast\u0103 tehnic\u0103 \u00ee\u021bi permite s\u0103-\u021bi abordezi angaja\u021bii deschis, oferindu-le feedback obiectiv \u00eentr-un mod prietenos. Tehnica 3&#215;3 este destul de simpl\u0103 \u0219i prevede urm\u0103toarele reguli:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>\u00een fiecare sesiune de feedback ofer\u0103 3 comentarii pozitive;<\/li>\n\n\n\n<li>comentariile pozitive sunt urmate de 3 comentarii negative.<\/li>\n<\/ol>\n\n\n\n<p>Aceast\u0103 tehnic\u0103 se bazeaz\u0103 pe faptul c\u0103, conform studiilor, oamenii nu pot lucra la mai mult de trei domenii de \u00eembun\u0103t\u0103\u021bire simultan. Totodat\u0103, pentru a nu reduce nivelul de motivare \u0219i implicare a angaja\u021bilor, este recomandat ca feedbackul negativ s\u0103 fie echilibrat cu cel pozitiv.<\/p>\n\n\n\n<p>Oferirea \u0219i recep\u021bionarea feedbackului este un ingredient esen\u021bial care determin\u0103 succesul pe termen lung al oric\u0103rei organiza\u021bii. Companiile sunt construite pe rela\u021bii profesionale, iar cele mai puternice rela\u021bii sunt construite pe o comunicare eficient\u0103. Feedbackul consolideaz\u0103 rela\u021biile dintre angaja\u021bi, previne eventualele situa\u021bii de conflict \u0219i cre\u0219te nivelul de implicare a acestora. Astfel, feedbackul este important at\u00e2t pentru angajat, c\u00e2t \u0219i pentru angajator.<\/p>\n\n\n\n<p>Pentru mai multe informa\u021bii, <a href=\"https:\/\/dad.md\/contacte\/\" target=\"_blank\" rel=\"noreferrer noopener\">contacteaz\u0103-ne<\/a>!<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/recrutare.dad.md\/jobdescription\/\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/12\/feedback-angajati-anunt-1024x576.jpg\" alt=\"feedback angaja\u021bilor bonus\" class=\"wp-image-3623\" srcset=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/12\/feedback-angajati-anunt-1024x576.jpg 1024w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/12\/feedback-angajati-anunt-300x169.jpg 300w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/12\/feedback-angajati-anunt-768x432.jpg 768w, 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Acestea sunt&#8230;<\/p>\n","protected":false},"author":1,"featured_media":1089,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[13],"tags":[],"class_list":["post-1083","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-recrutare"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Cum s\u0103 oferi feedback angaja\u021bilor t\u0103i \u0219i de ce e important s-o faci - Servicii de recrutare<\/title>\n<meta name=\"description\" content=\"Feedback-ul este at\u00e2t de pre\u021bios pentru angaja\u021bi deoarece, \u00een primul r\u00e2nd, \u00eei ajut\u0103 s\u0103 \u00een\u021beleag\u0103 ce fac bine \u0219i unde gre\u0219esc. 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