{"id":5174,"date":"2022-04-08T12:22:45","date_gmt":"2022-04-08T12:22:45","guid":{"rendered":"https:\/\/co-factor.com\/?p=5174"},"modified":"2024-08-20T09:25:25","modified_gmt":"2024-08-20T09:25:25","slug":"puterea-intalnirilor-one-to-one-ce-este-si-cum-se-pregateste-o-intalnire-individuala","status":"publish","type":"post","link":"https:\/\/co-factor.com\/ro\/puterea-intalnirilor-one-to-one-ce-este-si-cum-se-pregateste-o-intalnire-individuala\/","title":{"rendered":"Puterea \u00eent\u00e2lnirilor one-to-one – CE ESTE \u0218I CUM SE PREG\u0102TE\u0218TE O \u00ceNT\u00c2LNIRE INDIVIDUAL\u0102"},"content":{"rendered":"

[vc_row][vc_column][vc_single_image image=”5192″ img_size=”1024×500″ alignment=”center”][\/vc_column][\/vc_row][vc_row][vc_column][vc_column_text]Majoritatea managerilor se declar\u0103 adesea suprasolicita\u021bi, reclam\u00e2nd c\u0103 meeting<\/em>-urile le ocup\u0103 o mare parte din agend\u0103. Paradoxal, \u00eens\u0103, \u00eent\u00e2lnirile individuale cu angaja\u021bii (one-to-one<\/em>) pot elibera agendele managerilor \u0219i \u00eei pot ajuta s\u0103 c\u00e2\u0219tige de timp suplimentar. \u0218i asta nu e tot!<\/strong><\/p>\n

\u00cent\u00e2nirile one-to-one<\/em> ofer\u0103 o perspectiv\u0103 extrem de util\u0103 asupra experien\u021bei angaja\u021bilor, dau un impuls cre\u0219terii performan\u021bei lor \u00een companie \u0219i sunt, de asemenea, de folos \u00een discu\u021biile despre oportunit\u0103\u021bile de carier\u0103 \u0219i dezvoltare profesional\u0103, at\u00e2t de importante pentru stimularea implic\u0103rii angaja\u021bilor. Atunci c\u00e2nd managerii comunic\u0103 frecvent cu angaja\u021bii \u0219i fac schimb de feedback (\u00een ambele sensuri), sunt mult mai multe \u0219anse ca implicarea la locul de munc\u0103 s\u0103 creasc\u0103. \u00cent\u00e2nirile one-to-one<\/em> sunt cel mai puternic mod \u00een care managerii \u00ee\u0219i pot implica angaja\u021bii \u0219i \u00eemp\u0103rt\u0103\u0219i feedback.<\/strong><\/p>\n

\u00cent\u00e2lnirile one-to-one<\/em>, cunoscute \u0219i sub denumirea de 1-la-1<\/em>, unu-la-unu<\/em> sau 1-2-1<\/em>, oricum le-am numi, sunt unul dintre cele mai puternice instrumente pe care le are un manager la dispozi\u021bie. <\/strong><\/p>\n

Deschidem, \u00een cele ce urmeaz\u0103, o serie de articole dedicate acestui subiect, \u00een care vom \u00eencerca s\u0103 oferim, \u00een episoade consecutive, c\u00e2t mai multe detalii despre acest tip de \u00eent\u00e2lnire obligatorie, pe care un manager ar trebui s\u0103 o aib\u0103 regulat cu subordona\u021bii s\u0103i, pentru a ajuta at\u00e2t managerii, c\u00e2t \u0219i angaja\u021bii, s\u0103 ob\u021bin\u0103 c\u00e2t mai mult de la acest tip de \u00eentrevederi profesionale.<\/strong><\/p>\n

Astfel, \u00een episodul de fa\u021b\u0103, vom detalia ce este o \u00eent\u00e2lnire one-to-one<\/em>, cum se preg\u0103te\u0219te o astfel de \u00eent\u00e2lnire, c\u00e2t e recomandat s\u0103 dureze \u0219i care este frecven\u021ba.<\/strong>[\/vc_column_text][vc_custom_heading text=”Ce este o \u00eent\u00e2lnire one-to-one?”][vc_column_text]Pe scurt \u0219i foarte concis, o \u00eent\u00e2lnire one-to-one<\/em> este un tip de meeting<\/em> \u00eentre un manager \u0219i subordona\u021bii s\u0103i direc\u021bi, care are o caden\u021b\u0103 de rutin\u0103, ce implic\u0103 discutarea unor subiecte importante pentru ambele p\u0103r\u021bi, precum performan\u021ba profesional\u0103, dezvoltarea \u0219i motiva\u021bia personale.<\/p>\n

\u00cent\u00e2lnirile one-to-one<\/em> sunt scenariul ideal pentru a stimula rela\u021bii de munc\u0103 pozitive, pentru a sprijini progresul, pentru a stabili a\u0219tept\u0103ri \u0219i pentru a ajuta subordona\u021bii s\u0103 fie mai productivi. Ele permit discutarea unor subiecte importante, care, altfel, nu ar fi puse niciodat\u0103 pe mas\u0103.<\/p>\n

Obiectivul unei \u00eent\u00e2lniri one-to-one<\/em> poate fi diferit pentru fiecare companie, departament \u0219i individ, dar, \u00een general, scopul principal este acela de a construi o bun\u0103 rela\u021bie de lucru \u00eentre manageri \u0219i subordona\u021bi, de a-i conecta mai str\u00e2ns, de a stabili mai clar priorit\u0103\u021bile \u0219i de a g\u0103si \u00eempreun\u0103 solu\u021bii pentru provoc\u0103rile profesionale \u00eent\u00e2mpinate.[\/vc_column_text][vc_custom_heading text=”Cum preg\u0103te\u0219ti o \u00eent\u00e2lnire one-to-one?”][vc_column_text]Dac\u0103 vrei ca \u00eent\u00e2lnirea one-to-one<\/em> s\u0103 fie productiv\u0103, este foarte important s\u0103 o preg\u0103te\u0219ti dinainte, fie c\u0103 e\u0219ti manager sau subordonat. Acest lucru presupune un minim efort, pe care l-am sintetizat, mai jos, \u00een c\u00e2teva sugestii.<\/p>\n

 <\/p>\n

    \n
  1. Rezerv\u0103 timp \u00een agend\u0103 \u0219i nu am\u00e2na! Acest lucru se poate face \u0219i \u00een platformele digitale, \u00een platforme de feedback sau de managementul performan\u021bei.<\/li>\n
  2. Trimite din timp un e-mail sau un mesaj, \u00een care precizezi care este scopul \u00eent\u00e2lnirii (ce se va discuta), care sunt a\u0219tept\u0103rile \u0219i c\u00e2t dureaz\u0103 \u00eent\u00e2lnirea.<\/li>\n
  3. Stabile\u0219te obiectivele si a\u0219tept\u0103rile, ce dore\u0219ti s\u0103 ob\u021bii de la aceast\u0103 \u00eent\u00e2lnire. Printre obiective se pot num\u0103ra: feedback-ul de progres, respectiv, sprijinul pe care managerul \u00eel ofer\u0103 atunci c\u00e2nd este evident c\u0103 angajatul nu performeaz\u0103, \u00een\u021belegerea \u0219i eliminarea blocajelor, dezvoltarea personal\u0103 \u0219i profesional\u0103, \u00eembun\u0103t\u0103\u021birea raportului direct etc.<\/li>\n
  4. Preg\u0103te\u0219te c\u00e2teva \u00eentreb\u0103ri de rezerv\u0103, pentru cazul \u00een care se epuizeaz\u0103 subiectele de pe agend\u0103.<\/li>\n<\/ol>\n

    [\/vc_column_text][vc_custom_heading text=”C\u00e2t dureaz\u0103 \u0219i care este frecven\u021ba unei \u00eent\u00e2lniri one-to-one?”][vc_column_text]Majoritatea studiilor indic\u0103 o durat\u0103 ideal\u0103 de 30 de minute<\/strong> \u0219i o frecven\u021b\u0103 s\u0103pt\u0103m\u00e2nal\u0103<\/strong> pentru \u00a0\u00eent\u00e2lnirile one-to-one<\/em>. Dar, de\u0219i par s\u0103 fie cea mai obi\u0219nuit\u0103 alegere, durata \u0219i frecven\u021ba poate diferi pentru fiecare rela\u021bie manager-angajat. C\u00e2nd trebuie s\u0103 decizi c\u00e2t timp aloci \u0219i c\u00e2t de des ai dori s\u0103 ai o \u00eent\u00e2lnire one-to-one<\/em>, iat\u0103 dou\u0103 lucruri de avut \u00een vedere:<\/p>\n

      \n
    1. Dac\u0103 rela\u021bia este la \u00eenceput, o regul\u0103 de baz\u0103 ar fi s\u0103 suprarezervi \u0219i s\u0103 ajustezi durata \u0219i frecven\u021ba pe parcurs, \u00een func\u021bie de nevoi \u0219i rezultate.<\/li>\n
    2. Consider\u0103 c\u00e2t de multe subiecte sunt de discutat \u00een cadrul \u00eent\u00e2lnirii. Dac\u0103 sunt multe de discutat \u00een fiecare s\u0103pt\u0103m\u00e2n\u0103, e recomandat\u0103 caden\u021ba s\u0103pt\u0103m\u00e2nal\u0103.<\/li>\n<\/ol>\n

      \u00a0<\/strong><\/p>\n

      \u00cent\u00e2lnirile one-to-one<\/em> sunt unul dintre cele mai puternice instrumente pe care le are un manager la dispozi\u021bie. Cu ajutorul lui, managerii pot \u00eembun\u0103t\u0103\u021bi implicarea angaja\u021bilor, proces organiza\u021bional majore \u0219i vital, indispensabil performan\u021bei oric\u0103rei organiza\u021bii. Prin \u00eent\u00e2lnirile one-to-one,<\/em> companiile pot face mai u\u0219or pasul de la o cultura\u0306 organizat\u0326ionala\u0306 rigida\u0306, la una sociala\u0306 s\u0326i agila\u0306.<\/p>\n

       <\/p>\n

      Co-Factor<\/strong> faciliteaz\u0103 operat\u0326ionalizarea acestui proces, prin platforma sa digitala, care, prin functionalit\u0103\u021bile sale, \u00eencurajeaz\u0103 feedback-ul constant, \u00een Modulul de Comunicare Intern\u0103, dar, mai ales, \u00een Modulul de Managementul Performan\u021bei, unde se pot activa, \u00een planurile individuale de perfoman\u021b\u0103,\u00a0 sesiuni de feedback constant. Platforma Co-Factor<\/u><\/strong> este o adev\u0103rat\u0103 rampa\u0306 de cres\u0326tere a implica\u0306rii angajat\u0326ilor, prin intermediul ca\u0306reia managerii act\u0326ioneaza\u0306 p\u00e2rghii esent\u0326iale de motivare. Ea permite programarea \u00eent\u00e2lnirilor one-to-one <\/em>\u0219i lansarea, \u00een orice moment, de init\u0326iative de engagement<\/em>, cu rol activator, care creeaza\u0306 energie pozitiva\u0306 s\u0326i implicare.<\/p>\n

       <\/p>\n

      Cu software-ul dezvoltat de Co-Factor poate fi crescut \u0219i m\u0103surat gradul de implicare a angaja\u021bilor, \u00eencurajat \u0219i monitorizat feedback-ul one-to-one<\/em>, poate fi creat\u0103 o strategie specific\u0103 ce urm\u0103re\u0219te sprijinul angaja\u021bilor spre a performa, poate fi promovat\u0103 cultura organiza\u021bional\u0103 \u0219i pot fi m\u0103surate rezultatele angaja\u021bilor, ob\u021bin\u00e2nd astfel o imagine clar\u0103 despre moralul, implicarea \u0219i performan\u021ba angaja\u021bilor.[\/vc_column_text][\/vc_column][\/vc_row]<\/p>\n","protected":false},"excerpt":{"rendered":"

      Majoritatea managerilor se declar\u0103 adesea suprasolicita\u021bi, reclam\u00e2nd c\u0103 meeting-urile le ocup\u0103 o mare parte din agend\u0103. Paradoxal, \u00eens\u0103, \u00eent\u00e2lnirile individuale cu angaja\u021bii (one-to-one) pot elibera agendele…<\/p>\n","protected":false},"author":1,"featured_media":5192,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false},"categories":[1],"tags":[47,57],"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\/5174"}],"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=5174"}],"version-history":[{"count":6,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts\/5174\/revisions"}],"predecessor-version":[{"id":5198,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts\/5174\/revisions\/5198"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/media\/5192"}],"wp:attachment":[{"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/media?parent=5174"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/categories?post=5174"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/tags?post=5174"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}