[vc_row css=”.vc_custom_1627322511417{margin-top: 45px !important;margin-bottom: 10px !important;}” _et_uniqid=”et_custom_uniqid_new_60fef88be5f30″][vc_column][vc_single_image image=”2766″ img_size=”1024×500″ alignment=”center” css_animation=”slideInDown”][\/vc_column][\/vc_row][vc_row][vc_column][vc_custom_heading text=”25% din angaja\u021bi nu au \u00eencredere \u00een angajatorul lor \u0219i doar 50% cred c\u0103 angajatorul este deschis \u0219i sincer cu ei. Aceast\u0103 lips\u0103 de \u00eencredere este, \u00eentr-o mare m\u0103sur\u0103, datorat\u0103 lipsei de transparen\u021b\u0103 la locul de munc\u0103. \u00cencrederea \u0219i transparen\u021ba merg m\u00e2n\u0103 \u00een m\u00e2n\u0103 \u0219i condi\u021bioneaz\u0103 decisiv calitatea climatului organiza\u021bional. Cheia pentru promovarea unei culturi a \u00eencrederii \u00eentre angajatori \u0219i angaja\u021bii lor este un leadership transparent. \u00cen lipsa lui, \u00een r\u00e2ndul angaja\u021bilor se na\u0219te o mentalitate de tip \u201cnoi versus ei\u201d, fireasc\u0103, de altfel, c\u0103ci cine ar avea \u00eencredere \u00eentr-o companie sau o persoan\u0103 care \u021bine totul sub lac\u0103t, care nu \u00eemp\u0103rt\u0103\u0219e\u0219te informa\u021bia?” font_container=”tag:p|font_size:14px|text_align:left|color:%23777777|line_height:28px” use_theme_fonts=”yes” css_animation=”top-to-bottom” el_class=”no-uppercase”][\/vc_column][\/vc_row][vc_row css=”.vc_custom_1627322592784{margin-top: 30px !important;}” _et_uniqid=”et_custom_uniqid_new_60fef8dd9caca”][vc_column][vc_custom_heading text=”Mai exact, ce \u00eenseamn\u0103 un loc de munc\u0103 transparent?” font_container=”tag:h2|font_size:21px|text_align:left|color:%23222222|line_height:33px” use_theme_fonts=”yes” css_animation=”top-to-bottom” el_class=”no-uppercase”][vc_custom_heading text=”O organiza\u021bie transparent\u0103 \u00eenseamn\u0103 oameni transparen\u021bi. Cultura \u00eencrederii \u0219i a transparen\u021bei ia na\u0219tere atunci c\u00e2nd liderii \u00ee\u0219i manifest\u0103 inten\u021bionat propria lor deschidere \u0219i \u00eencurajeaz\u0103 comportamente \u0219i atitudini transparente, generatoare de \u00eencredere, cum ar fi:
\n\u2022 Spune adev\u0103rul, nu \u201c\u00eendulci\u201d ve\u0219tile proaste
\n\u2022 R\u0103spl\u0103te\u0219te oamenii corect, \u00een concordan\u021b\u0103 cu contribu\u021biile lor
\n\u2022 Arat\u0103 respect, acord\u0103 \u00eencredere \u0219i manifest\u0103 bun\u0103voin\u021b\u0103
\n\u2022 Comunic\u0103 clar \u0219i consistent
\n\u2022 Fii tu \u00eensu\u021bi, nu te preface
\n\u2022 F\u0103r\u0103 \u201cagende secrete\u201d \u0219i f\u0103r\u0103 \u201cdublu \u00een\u021beles\u201d
\n\u2022 Respect\u0103-\u021bi promisiunile f\u0103cute
\nCei de la Google, Microsoft sau Deloitte utilizeaz\u0103 deja, \u00een forme gamificate, m\u0103suratori, analize \u0219i evalu\u0103ri deschise ale performan\u021bei. Acest lucru \u00eei face pe angaja\u021bi s\u0103 se simt\u0103 mai confortabil \u0219i s\u0103-\u0219i permit\u0103 s\u0103 discute deschis aproape orice aspect al rolului lor cu managerii, de la compensa\u021bii personale la viziunea pe termen lung a companiei.” font_container=”tag:p|font_size:14px|text_align:left|color:%23777777|line_height:28px” use_theme_fonts=”yes” css_animation=”top-to-bottom” el_class=”no-uppercase” css=”.vc_custom_1640012458739{margin-top: 23px !important;margin-bottom: 20px !important;}”][vc_single_image image=”2765″ img_size=”1645×920″ alignment=”center” css_animation=”slideInDown”][\/vc_column][\/vc_row][vc_row][vc_column][vc_custom_heading text=”De ce este necesar\u0103 transparen\u021ba?” font_container=”tag:h2|font_size:21px|text_align:left|color:%23777777|line_height:33px” use_theme_fonts=”yes” css_animation=”top-to-bottom” el_class=”no-uppercase” css=”.vc_custom_1640012467613{margin-top: 10px !important;margin-bottom: 35px !important;}”][vc_custom_heading text=”\u00centr-o companie transparent\u0103, angaja\u021bii \u0219tiu ce \u0219i de ce se \u00eentampl\u0103, ceea ce \u00eei face s\u0103 se simt\u0103 implica\u021bi. Pe de alt\u0103 parte, managerii simt \u0219i ei c\u0103 fac parte din echipa de care sunt responsabili \u0219i nu conduc izola\u021bi \u00een spatele unei u\u0219i pe care nimeni nu \u00eendr\u0103zne\u021bte s\u0103 o deschid\u0103. Transparen\u021ba este o premis\u0103 pentru asumarea responsabilit\u0103\u021bii \u0219i creeaz\u0103 angajament pe m\u0103sur\u0103 ce oamenii \u00een\u021beleg motivele care stau la baza muncii lor. Iat\u0103 c\u00e2teva dintre beneficiile pe care transparen\u021ba le aduce organiza\u021biilor:
\n\u2022 Un loc de munc\u0103 s\u0103n\u0103tos, fericit \u0219i constructiv, \u00een care rela\u021biile se dezvolt\u0103 autentic, echipele se construiesc mai u\u0219or, alinierea se produce natural (pentru c\u0103 oamenii au \u00eencredere \u00een liderii lor), problemele se rezolv\u0103 mai repede, viteza de reac\u021bie la schimb\u0103rile pie\u021bei cre\u0219te (companiile ai c\u0103ror angaja\u021bi sunt informa\u021bi \u0219i proactivi sunt mult mai agile), engagement-ul este real \u0219i apar niveluri ridicate de performan\u021b\u0103.
\n\u2022 Un grad sporit de autonomie, care \u00eembun\u0103t\u0103\u021be\u0219te motiva\u021bia general\u0103 \u0219i eficien\u021ba organiza\u021biei.
\n\u2022 Raporturile ierarhice se amelioreaz\u0103, iar cultura \u00eenflore\u0219te atunci cand informa\u021bia este \u00eemp\u0103rt\u0103\u0219it\u0103 \u00een mod deschis.
\n\u2022 Control pozitiv, deoarece transparen\u021ba \u00eembun\u0103t\u0103\u021be\u0219te auto-controlul \u0219i sunt necesare mecanisme de control formale mai pu\u021bin costisitoare.
\n\u2022 Schimb\u0103rile organiza\u021bionale sunt mai u\u0219or de implementat atunci c\u00e2nd toat\u0103 lumea \u00eemp\u0103rt\u0103\u0219e\u0219te aceea\u0219i realitate.
\n” font_container=”tag:p|font_size:14px|text_align:left|color:%23777777|line_height:28px” use_theme_fonts=”yes” css_animation=”top-to-bottom” el_class=”no-uppercase” css=”.vc_custom_1640012475945{margin-top: 20px !important;margin-bottom: 30px !important;}”][\/vc_column][\/vc_row][vc_row][vc_column][vc_custom_heading text=”Ce se \u00eent\u00e2mpl\u0103 c\u00e2nd transparen\u021ba nu este norma?” font_container=”tag:h2|font_size:21px|text_align:left|color:%23777777|line_height:33px” use_theme_fonts=”yes” css_animation=”top-to-bottom” el_class=”no-uppercase” css=”.vc_custom_1640012485406{margin-top: 10px !important;margin-bottom: 35px !important;}”][vc_custom_heading text=”Managementul refuz\u0103 adesea s\u0103 comunice ve\u0219tile mai pu\u021bin bune, de team\u0103 s\u0103 nu piard\u0103 implicarea angaja\u021bilor. De\u0219i pare contraintuitiv, implicarea angaja\u021bilor \u2013 ca s\u0103 nu mai vorbim de \u00eencrederea \u00een leadership \u2013 cre\u0219te atunci c\u00e2nd compania are curajul s\u0103 comunice sincer cu angaja\u021bii s\u0103i. \u00cen caz contrar, oamenii nu pot fi con\u0219tien\u021bi de ceea ce este real \u0219i adev\u0103rat, \u00eendoiala se strecoar\u0103 \u00een min\u021bile lor, d\u00e2nd na\u0219tere unui profund sentiment de insecuritate, iar climatul degenereaz\u0103 \u00eentr-unul toxic.” font_container=”tag:p|font_size:14px|text_align:left|color:%23777777|line_height:28px” use_theme_fonts=”yes” css_animation=”top-to-bottom” el_class=”no-uppercase” css=”.vc_custom_1640012491914{margin-top: 20px !important;margin-bottom: 30px !important;}”][\/vc_column][\/vc_row][vc_row][vc_column][vc_custom_heading text=”Social media \u0219i transparen\u021ba organiza\u021bional\u0103” font_container=”tag:h2|font_size:21px|text_align:left|color:%23777777|line_height:33px” use_theme_fonts=”yes” css_animation=”top-to-bottom” el_class=”no-uppercase” css=”.vc_custom_1640012498884{margin-top: 10px !important;margin-bottom: 35px !important;}”][vc_custom_heading text=”O cre\u0219tere a nivelului de transparen\u021b\u0103 poate implica o schimbare a obiceiurilor, iar era digital\u0103 a adus aceast\u0103 schimbare major\u0103 \u00een organiza\u021bii. Social media a deschis brusc u\u0219a c\u0103tre spa\u021biile personale ale liderilor \u0219i ale angaja\u021bilor. Lumea este \u00eenc\u0103 \u00eemp\u0103r\u021bit\u0103 \u00eentre email \u0219i noile obiceiuri sociale de comunicare. \u00cen ultimele zeci de ani, emailul a trecut de la canalul de comunicare specializat, la cea mai popular\u0103 metod\u0103 de comunicare, p\u00e2n\u0103 ce ast\u0103zi a devenit mai pu\u021bin tolerat (conceptul \u201cInbox 0\u201d). Cu toate acestea, emailul \u0219i-a p\u0103strat importan\u021ba \u00een multe locuri de munc\u0103 \u0219i a r\u0103mas un canal puternic pentru implicarea angaja\u021bilor. Competitoarele sale, pe de alt\u0103 parte, sunt mult mai atr\u0103g\u0103toare pentru genera\u021biile mai tinere \u2013 aplica\u021biile sociale, canalele de discu\u021bii \u0219i chat-urile sunt mai flexibile \u0219i mai distractive. Dar, indiferent de tehnologia aleas\u0103, important este ca informa\u021biile relevante s\u0103 fie furnizate celor care au nevoie de ele.” font_container=”tag:p|font_size:14px|text_align:left|color:%23777777|line_height:28px” use_theme_fonts=”yes” css_animation=”top-to-bottom” el_class=”no-uppercase” css=”.vc_custom_1640012511586{margin-top: 20px !important;margin-bottom: 30px !important;}”][\/vc_column][\/vc_row][vc_row][vc_column][vc_custom_heading text=”Principiile transparen\u021bei” font_container=”tag:h2|font_size:21px|text_align:left|color:%23777777|line_height:33px” use_theme_fonts=”yes” css_animation=”top-to-bottom” el_class=”no-uppercase” css=”.vc_custom_1640012520008{margin-top: 10px !important;margin-bottom: 35px !important;}”][vc_custom_heading text=”Transparen\u021ba poate p\u0103rea greu de implementat, la \u00eenceput. A deveni transparent este un proces lent, care se realizeaz\u0103 cu pa\u0219i mici, dar siguri, ce constau, \u00een primul rand, \u00een \u00eencurajarea schimbului de informa\u021bii \u0219i apoi \u00een crearea de \u00een\u021belegere a beneficiilor care vor conduce la o cultur\u0103 a \u00eencrederii bazat\u0103 pe transparen\u021b\u0103.
\n\u2022 Transparen\u021ba se aplic\u0103 tuturor, de la CEO \u00een jos
\n\u2022 Informa\u021biile, bune sau rele, se \u00eemp\u0103rt\u0103\u0219esc \u00een egal\u0103 m\u0103sur\u0103, \u00een cel mai scurt timp
\n\u2022 Orice schimbare privitoare la viziunea sau valorile companiei se comunic\u0103 tuturor, ne\u00eent\u00e2rziat
\n\u2022 Informa\u021biile opera\u021bionale (inclusiv cifre \u021bi nout\u0103\u021bi despre personal) se actualizeaz\u0103 regulat, pentru toat\u0103 lumea din companie
\n\u2022 Delegarea autorit\u0103\u021bii, l\u0103rgirea cercului decizional, prin implicarea angaja\u021bilor \u00een luarea de decizii \u0219i motivarea deciziilor devin prioritare
\n\u2022 Implementarea unor mecanisme care s\u0103 permit\u0103 oamenilor s\u0103 cear\u0103 informa\u021bii (de exemplu, \u00eentalniri lunare cu CEO-ul, ziua por\u021bilor deschise etc.)
\n\u2022 Cultivarea \u0219i cre\u0219terea sentimentului de proprietate asupra proiectelor al angaja\u021bilor
\n\u2022 Conversa\u021biile sunt reale \u0219i oneste
\nAst\u0103zi, transparen\u021ba este norm\u0103. Ea se traduce prin siguran\u021ba locului de munc\u0103 \u0219i oportunit\u0103\u021bi de avansare \u00een carier\u0103 pentru angaja\u021bi, predic\u021bie \u0219i loialitate pentru lideri. Numai livr\u00e2nd adev\u0103r \u00een toate formele (informa\u021bii, reac\u021bii, feedback) \u0219i pe toate palierele, organiza\u021biile se pot evalua obiectiv \u0219i se pot adapta cu agilitate contextelor dinamice actuale.
\n” font_container=”tag:p|font_size:14px|text_align:left|color:%23777777|line_height:28px” use_theme_fonts=”yes” css_animation=”top-to-bottom” el_class=”no-uppercase” css=”.vc_custom_1640012528210{margin-top: 20px !important;margin-bottom: 30px !important;}”][\/vc_column][\/vc_row]<\/p>\n","protected":false},"excerpt":{"rendered":"
25% din angaja\u021bi nu au \u00eencredere \u00een angajatorul lor \u0219i doar 50% cred c\u0103 angajatorul este deschis \u0219i sincer cu ei. <\/p>\n","protected":false},"author":1,"featured_media":2766,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false},"categories":[1],"tags":[],"translation":{"provider":"WPGlobus","version":"2.8.10","language":"ro","enabled_languages":["en","ro"],"languages":{"en":{"title":true,"content":true,"excerpt":true},"ro":{"title":true,"content":true,"excerpt":true}}},"_links":{"self":[{"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts\/2671"}],"collection":[{"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/comments?post=2671"}],"version-history":[{"count":1,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts\/2671\/revisions"}],"predecessor-version":[{"id":8726,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts\/2671\/revisions\/8726"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/media\/2766"}],"wp:attachment":[{"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/media?parent=2671"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/categories?post=2671"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/tags?post=2671"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}