{"id":2428,"date":"2021-05-17T11:36:33","date_gmt":"2021-05-17T11:36:33","guid":{"rendered":"https:\/\/old.hrplus.ro\/?p=2428"},"modified":"2021-10-07T11:46:20","modified_gmt":"2021-10-07T11:46:20","slug":"cum-sa-cresti-productivitate-in-compania-ta","status":"publish","type":"post","link":"https:\/\/old.hrplus.ro\/?p=2428","title":{"rendered":"Cum s\u0103 cre\u0219ti productivitate \u00een compania ta"},"content":{"rendered":"
\n
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Angaja\u021bii se lupt\u0103 s\u0103 fac\u0103 lucrurile? Sau, mai r\u0103u, ave\u021bi probleme de productivitate \u00een \u00eentreaga companie? Este posibil ca problemele s\u0103 nu fie acolo unde tindem s\u0103 ar\u0103t\u0103m cu degetul \u2013 oamenii, procesele \u0219i politicile care par a fi sl\u0103bite. \u00cen schimb, cercet\u0103torii consider\u0103 c\u0103 problemele legate de ob\u021binerea unei lucr\u0103ri de calitate la timp nu sunt legate de modul \u00een care angaja\u021bii realizeaz\u0103 sarcinile. Are mai mult de-a face cu modul \u00een care liderii comunic\u0103 \u00eenainte, \u00een timpul \u0219i dup\u0103 munc\u0103. Dar a comunica mai mult nu este r\u0103spunsul! Comunicarea de calitate \u0219i coerent\u0103 reprezint\u0103 r\u0103spunsul la majoritatea problemelor dvs.!<\/p>\n

Iat\u0103 patru moduri \u00een care liderii pot comunica pentru a spori nivelul de productivitate:<\/p>\n

A. \u0218edin\u021be \u0219i discu\u021bii organizatorice
\n<\/strong><\/p>\n

Multe organiza\u021bii \u0219i \/ sau manageri g\u0103zduiesc zilnic discu\u021bii \u2013 scurte \u00eent\u00e2lniri de grup \u00een care acoper\u0103 priorit\u0103\u021bile zilei, sarcinile \u0219i orice informa\u021bii pe care trebuie s\u0103 le \u00eemp\u0103rt\u0103\u0219easc\u0103 \u2013 de la distan\u021b\u0103 sau personal. Astfel, ar trebui s\u0103 se organizeze \u0219edin\u021be pe mai multe niveluri:<\/p>\n

1. Angaja\u021bii din prima linie se \u00eent\u00e2lnesc la \u00eenceputul zilei de lucru.<\/em>
\n2. Supervizorii se \u00eent\u00e2lnesc 30 de minute mai t\u00e2rziu.<\/em>
\n3. Managerii se \u00eent\u00e2lnesc la 30 de minute dup\u0103 aceea.<\/em>
\n4. Directorii sau vicepre\u0219edin\u021bii se \u00eent\u00e2lnesc 30 de minute mai t\u00e2rziu.<\/em>
\n5. Executivii se \u00eent\u00e2lnesc ultimii.<\/em><\/p>\n

\u00cen acest fel, oamenii abordeaz\u0103 problemele la cel mai sc\u0103zut nivel posibil. Dac\u0103 un grup nu poate rezolva problema, aceasta poate fi transpus\u0103 la un nivel superior, astfel c\u0103 se p\u0103streaz\u0103 deschise canalele de comunicare \u00eentre diferitele niveluri.<\/p>\n

B. Mai mult\u0103 munc\u0103 vizibil\u0103<\/strong><\/p>\n

Pentru evitarea supraaglomer\u0103rii unor angaja\u021bi \u0219i direc\u021bionarea corespunz\u0103toare a sarcinilor \u0219i obiectivelor companiei, pot fi utilizate panouri de activit\u0103\u021bi \u00een care s\u0103 se specifice \u00een mod clar cine \u0219i ce gestioneaz\u0103. Astfel, se elimina blocajul de comunicare \u0219i se evit\u0103 stagnarea proceselor companiei.<\/p>\n

C. Crea\u021bi-v\u0103 un semnal de alarm\u0103
\n<\/strong><\/p>\n

\u00cencerca\u021bi s\u0103 implementa\u021bi un instrument pentru a ajuta angaja\u021bii s\u0103 recunoasc\u0103 diferen\u021ba dintre o problem\u0103 \u0219i o urgen\u021b\u0103 real\u0103 \u2013 \u0219i s\u0103 r\u0103spund\u0103 \u00een consecin\u021b\u0103. F\u0103r\u0103 un astfel de semnal, angaja\u021bii deseori pierd timp verific\u00e2nd fiecare platform\u0103 digital\u0103 \u00een c\u0103utarea unor probleme care nu merit\u0103 aten\u021bia. Configura\u021bi un protocol de comunicare pentru a ajuta pe toat\u0103 lumea s\u0103 \u00een\u021beleag\u0103 ce are nevoie de aten\u021bie \u0219i c\u00e2nd. De exemplu, pentru situa\u021bii de urgen\u021b\u0103 adev\u0103rate, efectua\u021bi apeluri, iar pentru probleme mai pu\u021bin urgente, utiliza\u021bi Slack \u0219i a\u0219tepta\u021bi r\u0103spunsuri \u00eentr-o jum\u0103tate de zi. C\u00e2nd oamenii trebuie s\u0103 \u00eemp\u0103rt\u0103\u0219easc\u0103 informa\u021bii, pot folosi e-mailul, f\u0103r\u0103 s\u0103 a\u0219tepte \u0219i feedback.<\/p>\n

D. Combina\u021bi responsabilitatea cu autoritatea<\/strong><\/p>\n

Problemele de productivitate cresc atunci c\u00e2nd liderii atribuie sarcini, dar nu dau angaja\u021bilor autoritatea de a furniza rezultate. Angaja\u021bii care nu au autonomie se desprind de munca lor. Nu se pot concentra \u0219i nu vor realiza lucrurile. Dac\u0103 un angajat este responsabil pentru un rezultat, acesta ar trebui s\u0103 aib\u0103 autoritatea de a lua deciziile necesare f\u0103r\u0103 a fi for\u021bat s\u0103 trimit\u0103 zeci de e-mailuri, \u0219i s\u0103 participe la diverse \u00eent\u00e2lniri sau prezent\u0103ri. Oferi\u021bi angaja\u021bilor instruirea \u0219i autoritatea pentru a lua decizii cu risc sc\u0103zut cu privire la munca lor. Ruga\u021bi-i s\u0103 solicite sfaturi \u0219i \/ sau aprob\u0103ri cu privire la deciziile cu risc ridicat.<\/p>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Angaja\u021bii se lupt\u0103 s\u0103 fac\u0103 lucrurile? Sau, mai r\u0103u, ave\u021bi probleme de productivitate \u00een \u00eentreaga companie? Este posibil ca problemele s\u0103 nu fie acolo unde tindem s\u0103 ar\u0103t\u0103m cu degetul \u2013 oamenii, procesele \u0219i politicile care par a fi sl\u0103bite. \u00cen schimb, cercet\u0103torii consider\u0103 c\u0103 problemele legate de ob\u021binerea unei lucr\u0103ri de calitate la timp…<\/p>\n","protected":false},"author":4,"featured_media":2576,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2,4,5,6],"tags":[8,10,15],"class_list":["post-2428","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-advices","category-blog","category-consultation","category-news","tag-advices","tag-blog","tag-news"],"_links":{"self":[{"href":"https:\/\/old.hrplus.ro\/index.php?rest_route=\/wp\/v2\/posts\/2428","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/old.hrplus.ro\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/old.hrplus.ro\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/old.hrplus.ro\/index.php?rest_route=\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/old.hrplus.ro\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=2428"}],"version-history":[{"count":1,"href":"https:\/\/old.hrplus.ro\/index.php?rest_route=\/wp\/v2\/posts\/2428\/revisions"}],"predecessor-version":[{"id":2429,"href":"https:\/\/old.hrplus.ro\/index.php?rest_route=\/wp\/v2\/posts\/2428\/revisions\/2429"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/old.hrplus.ro\/index.php?rest_route=\/wp\/v2\/media\/2576"}],"wp:attachment":[{"href":"https:\/\/old.hrplus.ro\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=2428"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/old.hrplus.ro\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=2428"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/old.hrplus.ro\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=2428"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}