{"id":7899,"date":"2023-09-07T09:45:08","date_gmt":"2023-09-07T09:45:08","guid":{"rendered":"https:\/\/co-factor.com\/?p=7899"},"modified":"2024-08-06T10:47:24","modified_gmt":"2024-08-06T10:47:24","slug":"feedback-de-la-obstacol-la-oportunitate","status":"publish","type":"post","link":"https:\/\/co-factor.com\/ro\/feedback-de-la-obstacol-la-oportunitate\/","title":{"rendered":"Feedback – de la obstacol, la oportunitate"},"content":{"rendered":"

[vc_row][vc_column][vc_single_image image=”7998″ img_size=”1024×500″ alignment=”center”][\/vc_column][\/vc_row][vc_row _et_uniqid=”et_custom_uniqid_new_637f16392dc6c”][vc_column _et_uniqid=”et_custom_uniqid_new_636b4ed9d2000″][vc_column_text]Feedback-ul \u00eenseamn\u0103, \u00eenainte de toate, OPORTUNITATE, at\u00e2t pentru fiecare angajat, de a cre\u0219te profesional, c\u00e2t \u0219i pentru companii, de a deveni un loc mai bun. Dar ideea de a primi feedback sau de a-l oferi nu e lipsit\u0103 de o oarecare emo\u021bie, care se poate constitui ca OBSTACOL \u00een comunicare. Emo\u021biile joac\u0103 un rol important, de aceea, practicile de feedback trebuie c\u00e2t mai fin ajustate \u0219i personalizate, frecven\u021ba feedback-ului trebuie crescut\u0103, pentru a reduce frica \u0219i incertitudinea, iar canalele prin care circul\u0103 feedback-ul trebuie s\u0103 fie sigure \u0219i variate.<\/p>\n

O bun\u0103 cultur\u0103 a comunic\u0103rii prin feedback este un indicator-cheie pentru s\u0103n\u0103tatea companiei.<\/strong> Desigur, o astfel de cultura depinde si de diferitele modele de leadership. De exemplu, \u00een cazul leadershipului ierarhic sau tranzac\u021bional, cu greu putem vorbi despre o cultur\u0103 a feedback-ului la locul de munc\u0103, pentru ca este un stil clasic de conducere, autoritar, \u00een care opiniile \u0219i ideile angaja\u021bilor nu sunt nici dorite, nici neap\u0103rat tolerate. Ast\u0103zi, c\u00e2nd cultura feedback-ului devine din ce \u00een ce mai important\u0103, pare din ce \u00een ce mai potrivit ca o organiza\u021bie s\u0103 cultive leadershipul lateral sau transforma\u021bional, complet opus celui ierarhic, care le permite angajatilor s\u0103 se dezvolte \u0219i s\u0103 comunice liber.<\/p>\n

Dar CUM<\/strong> construim o astfel de cultur\u0103 deschis\u0103, bazat\u0103 pe feedback? Am preg\u0103tit 6 plan\u0219e<\/strong> care s\u0103 v\u0103 ajute s\u0103 oferi\u021bi \u0219i s\u0103 primi\u021bi feedback eficient, \u00een diferite scenarii. Iar dac\u0103 dori\u021bi s\u0103 digitaliza\u021bi \u0219i s\u0103 accesibiliza\u021bi procesele de comunicare \u00een companie, conta\u021bi pe platforma Co-Factor!<\/p>\n

\"\"<\/p>\n

\"\"Pentru a \u00eencuraja feedback-ul constant \u0219i a asigura canale eficace, Co-Factor a dezvoltat o platform\u0103 digital\u0103 inovatoare, care, prin func\u021bionalit\u0103\u021bile sale, faciliteaz\u0103 circula\u021bia feedback-ului \u0219i permite activarea unor sesiuni specifice de feedback, at\u00e2t \u00een cadrul modulului de Comunicare Intern\u0103, c\u00e2t, mai ales, \u00een cadrul Evalu\u0103rii, prin intermediul planurilor individuale de performan\u021b\u0103.<\/p>\n

Un alt feedback relevant, care se poate ini\u021bia prin intermediul platformei Co-Factor, este feedback-ul colectat cu ajutorul Evalu\u0103rii 360<\/a>. Iat\u0103 c\u00e2teva din avantajele acestui tip de feedback<\/strong>:<\/p>\n

\ud83d\udc4dColectarea feedback-ului se face \u00een mod anonim \u0219i din mai multe surse, pe vertical\u0103 \u0219i pe orizontal\u0103, iar rezultatul va fi unul mult mai valoros.<\/strong><\/p>\n

\ud83d\udc4dFeedback-ul este mai obiectiv \u0219i mai precis calibrat, ca rezultat al unui num\u0103r mai mare de evalu\u0103ri per angajat.<\/strong><\/p>\n

\ud83d\udc4dPlus de claritate \u00een identificarea nevoilor de dezvoltare, at\u00e2t la nivel individual, c\u00e2t \u0219i de echip\u0103.<\/strong><\/p>\n

\ud83d\udc4dCre\u0219te nivelul de con\u0219tientizare \u0219i de asumare \u00een legatur\u0103 cu propria performan\u021b\u0103 \u0219i \u00eembun\u0103t\u0103\u021bire.<\/strong><\/p>\n

\ud83d\udc4dPlus de implicare \u0219i responsabilitate din partea managerilor, \u00een raport cu echipa din subordine, ca rezultat al feedback-ului primit de jos \u00een sus.<\/strong><\/p>\n

\ud83d\udc4dProces credibil \u0219i profesionist de evaluare, 360 devine rapid un standard acceptat de \u00eentreaga organiza\u021bie.<\/strong><\/p>\n

\ud83d\udc4dContribuie la crearea unei culturi a feedback-ului deschis \u0219i onest, la \u00eembun\u0103t\u0103\u021birea colabor\u0103rii \u0219i a rezultatelor individuale \u0219i de echip\u0103.<\/strong><\/p>\n

Platforma ajut\u0103, totodat\u0103, la definirea \u0219i implementarea eficient\u0103 a strategiei de comunicare intern\u0103 \u0219i la facilitarea schimbului de informa\u021bii, a colabor\u0103rii \u00eentre colegi. Cu software-ul dezvoltat de Co-Factor, gradul de implicare \u0219i performan\u021b\u0103 ale angaja\u021bilor poate fi crescut \u0219i m\u0103surat, toate tipurile de feedback pot fi \u00eencurajate \u0219i monitorizate, poate fi creat\u0103 o strategie specific\u0103 pentru a sprijini angaja\u021bii s\u0103 performeze, poate fi promovat\u0103 cultura organiza\u021bional\u0103 \u0219i rezultatele angaja\u021bilor pot fi m\u0103surate, ob\u021bin\u00e2ndu-se astfel o imagine clar\u0103 a spiritului, implic\u0103rii \u0219i performan\u021bei angaja\u021bilor.<\/p>\n

Rezultatele utiliz\u0103rii platformei Co-Factor se reflect\u0103 direct \u00een KPI-uri \u0219i \u00een efectele pozitive asupra climatului organiza\u021bional, deoarece software-ul Co-Factor permite urm\u0103rirea, m\u0103surarea, analiza \u0219i \u00eembun\u0103t\u0103\u021birea \u00een timp real a fiec\u0103rui aspect al oric\u0103rui proces organiza\u021bional.<\/p>\n

\n\tDESCARCA\u0306-BROS\u0326URA-FEEDBACK.pdf\t(402 downloads)\n<\/a><\/strong><\/h3>\n

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CUM construim o cultur\u0103 deschis\u0103, bazat\u0103 pe feedback? 6 plan\u0219e care s\u0103 v\u0103 ajute s\u0103 oferi\u021bi \u0219i s\u0103 primi\u021bi feedback eficient, \u00een diferite scenarii.<\/p>\n","protected":false},"author":1,"featured_media":7998,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false},"categories":[130,18],"tags":[47,93,120],"translation":{"provider":"WPGlobus","version":"2.8.10","language":"ro","enabled_languages":["en","ro"],"languages":{"en":{"title":true,"content":true,"excerpt":false},"ro":{"title":true,"content":true,"excerpt":true}}},"_links":{"self":[{"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts\/7899"}],"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=7899"}],"version-history":[{"count":13,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts\/7899\/revisions"}],"predecessor-version":[{"id":8013,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts\/7899\/revisions\/8013"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/media\/7998"}],"wp:attachment":[{"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/media?parent=7899"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/categories?post=7899"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/tags?post=7899"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}