{"id":207,"date":"2020-09-06T23:08:44","date_gmt":"2020-09-06T23:08:44","guid":{"rendered":"https:\/\/www.mynextjob.ro\/blog\/?p=207"},"modified":"2021-04-14T12:21:37","modified_gmt":"2021-04-14T12:21:37","slug":"formula-increderii-dintre-angajati-si-angajatori","status":"publish","type":"post","link":"https:\/\/www.mynextjob.ro\/blog\/formula-increderii-dintre-angajati-si-angajatori\/","title":{"rendered":"Formula \u00cencrederii dintre angaja\u021bi \u0219i angajatori"},"content":{"rendered":"\n
\"\"<\/figure>\n\n\n\n

Formula \u00cencrederii? Cum definim \u00eencrederea? Dic\u021bionarul limbii rom\u00e2ne ne spune c\u0103 este \u201dun sentiment de convingere, de lipsa \u00eendoielii, de siguran\u021b\u0103 fa\u021b\u0103 de cinstea, bun\u0103-credin\u021ba sau sinceritatea cuiva\u201d.<\/p>\n\n\n\n

\u201e Contrar a ceea ce cred majoritatea oamenilor, \u00eencrederea nu este o calitate subiectiv\u0103, iluziv\u0103 pe care o ai sau nu; mai degrab\u0103, \u00eencrederea este un activ pragmatic, tangibil, ac\u021bionabil pe care \u00eel po\u021bi crea.\u201d STEPHEN M.R. COVEY<\/strong> <\/p><\/blockquote>\n\n\n\n

\u00cen mediul profesional \u00eencrederea este un sentiment propagat de liderii organiza\u021biei prin cultura pe care o stabilesc. Barometrul de \u00cencredere a celor de la Edelman<\/a> a enumerat elementele necesare stabilirii acesteia: onestitatea, integritatea, transparen\u021ba, coeren\u021ba, autenticitatea \u0219i hot\u0103r\u00e2rea. R\u0103m\u00e2ne totu\u0219i la latitudinea fiec\u0103rui angajat a-\u0219i \u00eensu\u0219i aceast\u0103 cultur\u0103 \u0219i a stabili rapoarte de \u00eencredere cu echipa \u00een care performeaz\u0103.<\/p>\n\n\n\n

Formula \u00cencrederii la locul de munc\u0103<\/h2>\n\n\n\n
\"\"<\/figure>\n\n\n\n

Exist\u0103 oare o formul\u0103 pentru a calcula nivelul de \u00eencredere \u00een r\u00e2ndul angaja\u021bilor unei companii? Se pare c\u0103 da! Robert M. Galford  \u0219i Anne Seibold Drapeau <\/a>au creat o ecua\u021bie bazat\u0103 pe un sistem de 10 puncte pe fiecare variabil\u0103 stabilit\u0103. Au constatat astfel c\u0103 ecua\u021bia \u00cencrederii este :<\/p>\n\n\n\n

\u00ce = C+S+SE \/ OS.<\/strong><\/p>\n\n\n\n

Variabile din Formula \u00cencrederii<\/h2>\n\n\n\n

Credibilitatea<\/strong> (C)<\/strong> este stabilit\u0103 \u00eenc\u0103 de la \u00eenceputul angaj\u0103rii. Este esen\u021bial s\u0103 fii sincer vis a vis de care sunt aptitudinile, capacit\u0103\u021bile si limit\u0103rile tale \u00een calitate de asset pentru companie. Evit\u0103 s\u0103 exagerezi \u00een timpul interviului skillurile pe care le de\u021bii, indiferent de c\u00e2t de mult \u00ee\u021bi dore\u0219ti un job.<\/p>\n\n\n\n

Seriozitatea<\/strong> (S)<\/strong> este a doua variabil\u0103 din formula \u00eencrederii. C\u00e2nd vorbim despre seriozitate, aceasta este compus\u0103 din capacitatea ta de a duce proiectele p\u00e2n\u0103 la cap\u0103t, de a respecta termenele \u0219i de a fi flexibil \u00een taskurile care intr\u0103 \u00een atribu\u021biile tale.<\/p>\n\n\n\n

Spiritul de echip\u0103 (SE)<\/strong> \u00eel demonstrezi c\u00e2nd e\u0219ti con\u0219tient c\u0103 ac\u021biunile tale influen\u021beaz\u0103 direct echipa din care faci parte. \u00cen acela\u0219i timp denot\u0103 empatie \u0219i poate fi demonstrat prin disponibilitatea ta atunci c\u00e2nd colegii au nevoie de tine.<\/p>\n\n\n\n

Orientarea spre Sine<\/strong> (OS)<\/strong> m\u0103soar\u0103 individualismul pe care \u00eel avem. Acesta const\u0103 \u00een gradul de \u201degoism\u201d am putea spune, sau c\u00e2t de mult suntem focusa\u021bi pe beneficiile sau bun\u0103starea noastr\u0103.<\/p>\n\n\n\n

Aceast\u0103 calcula\u021bie poate fi \u00eenbun\u0103t\u0103\u021bit\u0103 prin mici ajust\u0103ri \u00een activitatea noastr\u0103 de zi cu zi. Pentru a nu pierde \u00eencrederea, este bine s\u0103 con\u0219tientiz\u0103m impactul personal pe care \u00eel avem la birou. <\/p>\n\n\n\n

Una din solu\u021bii este s\u0103 stabilim linii clare \u00een taskuri \u0219i termene. De asemenea, conflictele, de\u0219i inevitabile, trebuie discutate \u0219i rezolvate prin mediere, \u00eenainte s\u0103 escaladeze. Fii organizat \u0219i \u00eencearc\u0103 s\u0103 respec\u021bi deadline-urile impuse, pentru c\u0103 \u00eent\u00e2rzierile tale pot afecta direct activitatea colegilor \u0219i succesul companiei. Aceste sugestii garanteaz\u0103 o atmosfer\u0103 pl\u0103cut\u0103 la job c\u00e2t \u0219i o performan\u021b\u0103 crescut\u0103, datorit\u0103 unui colectiv cu o stare psihic\u0103 \u00eenbun\u0103t\u0103\u021bit\u0103.<\/p>\n\n\n\n

Ce \u00eenseamn\u0103 aceste variabile pentru Management<\/h3>\n\n\n\n

Dac\u0103 te aflii \u00eentr-o pozi\u021bie de leadership cu at\u00e2t mai mult trebuie s\u0103 conduci prin puterea exemplului. Iat\u0103 c\u00e2teva sfaturi pentru a crea o cultur\u0103 s\u0103n\u0103toas\u0103 in organiza\u021bie \u0219i un mediu \u00een care angaja\u021bii lucreaz\u0103 cu pl\u0103cere.<\/p>\n\n\n\n

Fii deschis \u0219i u\u0219or de abordat.<\/strong><\/em> Nimic nu este mai toxic \u00eentr-o companie dec\u00e2t un leader arogant cu un temperament capricios \u0219i insensibil. Dac\u0103 alegi s\u0103 men\u021bii o astfel de atitudine vei pierde angaja\u021bi valoro\u0219i. Ace\u0219tia vor alege mai \u00eent\u00e2i s\u0103 schimbe locul de munc\u0103<\/a> \u00een loc s\u0103 discute sau s\u0103 negocieze neajunsurile pe care le experimenteaz\u0103 la job.<\/p>\n\n\n\n

Creeaz\u0103 doar a\u0219tept\u0103ri pe care le po\u021bi onora.<\/strong><\/em> Fii responsabil cu ceea ce promi\u021bi angaja\u021bilor. Dezam\u0103girea nerespect\u0103rii promisiunilor poate fi un dealbreaker \u0219i va afecta garantat sentimentul de \u00eencredere pe care angaja\u021bii \u00eel au fa\u021b\u0103 de companie.<\/p>\n\n\n\n

Arat\u0103 empatie.<\/strong><\/em> Cu siguran\u021b\u0103 subalternii te vor r\u0103spl\u0103ti prin performan\u021b\u0103 crescut\u0103 atunci c\u00e2nd ai nevoie de un plus de effort din partea lor, dac\u0103 \u00een momente cheie ai demonstrat fexibilitate, amabilitate \u0219i sensibilitate. Nu spunem c\u0103 trebuie s\u0103 fii un \u0219ef f\u0103ra autoritate \u0219i melancolic, dar \u021bine cont c\u0103 fiecare angajat este \u00een primul r\u00e2nd OM. Condu compania cu o m\u00e2n\u0103 de fier \u0219i m\u0103nu\u0219\u0103 de catifea.<\/p>\n\n\n\n

\u00cen concluzie \u00eencrederea este un sentiment fragil \u00een orice rela\u021bie angajat-angajator, dar \u0219i \u00eentre colegii unei echipe. Odat\u0103 ce con\u0219tientizezi importan\u021ba acestui sentiment ca leader, reten\u021bia talentelor nu va mai reprezenta o provocare, iar ca angajat, vei r\u0103m\u00e2ne pe calea de succes spre dezvoltare profesional\u0103.<\/p>\n","protected":false},"excerpt":{"rendered":"

\u00cen mediul profesional \u00eencrederea este un sentiment propagat de liderii organiza\u021biei prin cultura pe care o stabilesc. Barometrul de \u00cencredere a celor de la Edelman a enumerat elementele necesare stabilirii acesteia: onestitatea, integritatea, transparen\u021ba, coeren\u021ba, autenticitatea \u0219i hot\u0103r\u00e2rea. R\u0103m\u00e2ne totu\u0219i la latitudinea fiec\u0103rui angajat de a-\u0219i \u00eensu\u0219i aceast\u0103 cultur\u0103 \u0219i a stabili rapoarte de \u00eencredere cu echipa \u00een care performeaz\u0103.<\/p>\n","protected":false},"author":1,"featured_media":218,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[33],"tags":[83,74,75,82,79,72,70,76,84,69,71,77,78,80,73],"yoast_head":"\nFormula \u00cencrederii dintre angaja\u021bi \u0219i angajatori - Blog MyNextJob<\/title>\n<meta name=\"description\" content=\"Formula \u00cencrederii dintre angaja\u021bi si angajatori! 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