{"id":5240,"date":"2022-04-15T12:29:04","date_gmt":"2022-04-15T12:29:04","guid":{"rendered":"https:\/\/co-factor.com\/?p=5240"},"modified":"2024-08-20T09:21:23","modified_gmt":"2024-08-20T09:21:23","slug":"puterea-intalnirilor-one-to-one-avantajele-intalnirilor-individuale","status":"publish","type":"post","link":"https:\/\/co-factor.com\/ro\/puterea-intalnirilor-one-to-one-avantajele-intalnirilor-individuale\/","title":{"rendered":"Puterea \u00eent\u00e2lnirilor one-to-one – AVANTAJELE \u00ceNT\u00c2LNIRILOR INDIVIDUALE"},"content":{"rendered":"

[vc_row][vc_column][vc_single_image image=”5260″ img_size=”1024×500″ alignment=”center”][\/vc_column][\/vc_row][vc_row][vc_column][vc_column_text]Continu\u0103m seria de articole dedicate \u00eent\u00e2lnirilor one-to-one<\/em>, cu un subiect care subliniaz\u0103 importan\u021ba acestor \u00eentrevederi individuale, ar\u0103t\u00e2nd explicit avantajele lor at\u00e2t pentru angaja\u021bi, c\u00e2t \u0219i pentru manageri \u0219i companie.<\/strong><\/p>\n

De\u0219i, uneori, \u00eent\u00e2lnirile one-to-one <\/em>pot fi percepute drept consumatoare de timp, rentabilitatea investi\u021biei \u00een aceast\u0103 form\u0103 de meeting<\/em> este uria\u0219\u0103. Pentru angaja\u021bi, avantajele acestor \u00eent\u00e2lniri este evident\u0103, c\u0103ci ei sunt \u00een centrul aten\u021biei \u0219i starea lor de bine la locul de munc\u0103 e principalul obiectiv al discu\u021biilor de acest gen. R\u0103m\u00e2ne de v\u0103zut care ar fi beneficiile pentru manageri \u0219i pentru organiza\u021bie, ca \u00eentreg.[\/vc_column_text][vc_custom_heading text=”Valoarea \u00eent\u00e2lnirilor one-to-one pentru manageri”][vc_column_text]Se spune c\u0103 angaja\u021bii p\u0103r\u0103sesc manageri, nu companii. Cu un manager bun, munca devine mai pl\u0103cut\u0103, iar implicarea \u0219i productivitatea angaja\u021bilor cresc. Gallup a demonstrat, printr-un studiu empiric, c\u0103 implicarea angaja\u021bilor \u0219i \u00eent\u00e2lnirile individuale regulate sunt conectate. Una dintre concluziile acestui studiu arat\u0103 c\u0103 angaja\u021bii care beneficiaz\u0103 de \u00eent\u00e2lniri regulate one-to-one<\/em> cu managerii lor sunt de trei ori mai implica\u021bi la locul de munc\u0103. A\u0219adar, \u00eent\u00e2lnirile one-to-one <\/em>sunt unul dintre cele mai importante instrumente ale managerilor de succes.<\/p>\n

Un prim avantaj este acela c\u0103 \u00eent\u00e2lnirile <\/strong>one-to-one <\/em><\/strong>\u00eei ajut\u0103 pe manageri s\u0103-\u0219i p\u0103streze echipele<\/strong>. Prin abord\u0103ri individuale foarte specifice, adaptate fiec\u0103rui subordonat, ei pot remedia rapid problemele cauzate de moralul sc\u0103zut, care sunt una din cauzele pierderii oamenilor \u0219i destr\u0103m\u0103rii echipelor.<\/p>\n

Un al doilea avantaj pentru manageri este c\u0103 \u00eent\u00e2lnirile individuale cu angaja\u021bii sunt o oportunitate de a dezvolta abilit\u0103\u021bi de coaching<\/em> \u0219i leadership<\/em><\/strong>, abilit\u0103\u021bi din ce \u00een ce mai c\u0103utate. Devenind \u201cantrenori\u201d mai buni, ascult\u00e2nd activ fiecare membru al echipei, managerii pot sus\u021bine mai bine performan\u021ba angaja\u021bilor.<\/p>\n

Acest lucru conduce la cel de-al treilea avantaj al \u00eent\u00e2lnirilor one-to-one<\/em> pentru manageri: prin conversa\u021bii regulate \u0219i personalizate, ei construiesc o rela\u021bie de \u00eencredere cu angaja\u021bii<\/strong>, care solidific\u0103 echipele \u0219i creeaz\u0103 un mediu sigur pentru oameni, condi\u021bii indispensabile performan\u021bei.<\/p>\n

\u00cen fine, \u00eent\u00e2lnirile one-to-one<\/em> pot ajuta la reconectarea sarcinilor zilnice cu scopul \u0219i misiunea organiza\u021biei<\/strong>. \u00cenc\u0103rca\u021bi de sarcini, angaja\u021bii pot pierde sensul scopului comun, se pot sim\u021bi deconecta\u021bi de misiunea companiei, nu mai percep clar leg\u0103tura dintre munca lor la nivel micro \u0219i scopul macro al organiza\u021biei. \u00cent\u00e2lnirile individuale restabilesc aceste conexiuni \u0219i subliniaz\u0103 contribu\u021biile fiec\u0103ruia la performan\u021ba general\u0103.[\/vc_column_text][vc_custom_heading text=”Valoarea \u00eent\u00e2lnirilor one-to-one pentru organiza\u021bii”][vc_column_text]\u00cen primul r\u00e2nd, \u00een contextul actual, al tranzi\u021biei c\u0103tre munca de la distan\u021b\u0103, \u00eent\u00e2lnirile one-to-one<\/em> reprezint\u0103 o modalitate esen\u021bial\u0103 de a completa lacunele de comunicare<\/strong> cu angaja\u021bii care lucreaz\u0103 remote<\/em> \u0219i de a le asigura acestora tot ce le trebuie pentru a performa.<\/p>\n

\u00cen ceea ce prive\u0219te promovarea din interior<\/strong> \u2013 un ideal al oric\u0103rei organiza\u021bii \u0219i semn \u00eencurajator al unei culturi s\u0103n\u0103toase, care r\u0103spl\u0103te\u0219te loialitatea \u0219i munca angaja\u021bilor \u2013 trebuie spus c\u0103 \u00eent\u00e2lnirile one-to-one <\/em>joac\u0103 un rol esen\u021bial. Liderii seniori trebuie s\u0103 investeasc\u0103 \u00een antrenarea liderilor \u00een ascensiune, iar acest lucru se face cel mai bine \u00een mod individual, prin \u00eent\u00e2lnirile individuale, fa\u021b\u0103 \u00een fa\u021b\u0103.<\/p>\n

Aceste \u00eent\u00e2lniri one-to-one <\/em>s-au dovedit, de asemenea, mult mai eficiente, chiar cheia performan\u021bei organiza\u021bionale<\/strong>, atunci c\u00e2nd marile companii, precum Deloitte \u0219i Adobe, au \u00eenceput s\u0103 \u00eenlocuiasc\u0103 lungile meeting<\/em>-uri de raportare a performan\u021bei cu \u00eent\u00e2lniri scurte, dar individual personalizate.<\/p>\n

Un beneficiu enorm pentru companii este fluxul coerent \u0219i \u00een timp real de feedback<\/strong>, \u00een ambele sensuri (bottom-up<\/em> \u0219i top-down<\/em>). Or, acest lucru se realizeaz\u0103 cel mai bine \u00een \u00eent\u00e2lnirile one-to-one<\/em>.<\/p>\n

\u00cent\u00e2lnirile one-to-one<\/em> sunt, a\u0219adar, 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

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

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":"

De\u0219i, uneori, \u00eent\u00e2lnirile one-to-one pot fi percepute drept consumatoare de timp, rentabilitatea investi\u021biei \u00een aceast\u0103 form\u0103 de meeting este uria\u0219\u0103. Pentru angaja\u021bi, avantajele acestor \u00eent\u00e2lniri este evident\u0103…<\/p>\n","protected":false},"author":1,"featured_media":5260,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false},"categories":[1],"tags":[58,57],"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\/5240"}],"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=5240"}],"version-history":[{"count":10,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts\/5240\/revisions"}],"predecessor-version":[{"id":5306,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts\/5240\/revisions\/5306"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/media\/5260"}],"wp:attachment":[{"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/media?parent=5240"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/categories?post=5240"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/tags?post=5240"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}