Letni razgovori z zaposlenimi - zakaj in kako se nanje pripraviti?
Zakaj izvajati letne razgovore z zaposlenimi?
Letni razgovori z zaposlenimi so pomembno orodje za izboljšanje delovanja podjetja in razvoja zaposlenih. Predstavljajo priložnost za odkrit pogovor med zaposlenim in vodjo, ki presega vsakodnevno operativno komunikacijo ter omogoča pregled preteklega dela, načrtovanje prihodnosti in krepitev medsebojnega zaupanja. Njihov pomen se odraža skozi naslednje vidike:
Krepitev komunikacije in zaupanja med zaposlenimi in vodjo, kar vodi v boljšo delovno klimo.
Motivacija zaposlenih in odkrivanje njihovih skritih potencialov.
Izboljšanje učinkovitosti posameznika ter posledično rezultatov celotne organizacije.
Iskanje novih priložnosti za ustvarjanje dodane vrednosti podjetja.
Čas za iskren pogovor, ki ga med letom pogosto zmanjka zaradi hitrega tempa dela.
Izmenjava povratnih informacij – kaj deluje dobro, kaj moti, in kaj bi želeli dolgoročno spremeniti.
Postavljanje konkretnih ciljev in načrtov za prihodnje leto, ki so jasni in merljivi.
Povečanje zavezanosti ciljem, saj zaposleni sodeluje pri njihovem oblikovanju in ima vpliv na lastno delo.
Letni razgovori z zaposlenimi - kako se nanje pripraviti?
The annual interview let us take time. At the annual interview, it is desirable to exchange honest opinions and expectations, which, of course, cannot be done quickly.It is important for both the manager and the employee to view the annual interview as something positive. In doing so, the employee should be encouraged to express their thoughts. The manager also expresses his plans, wishes and expectations for the employee. However, it is always necessary to think about the wishes of the employee. The manager presents the real possibilities (in relation to the work so far, the possibilities of financing education, etc.), and the employee expresses his expectations and wishes. The goal here is to coordinate these things and formulate a tentative plan with concrete goals for next year. Don't be too many and not too many. It is very important that the goals are clearly defined so that both participants in the interview know exactly what they have agreed.
Evaluating the work of employees is quite easy when the work of employees is of high quality and above average - in short, when we are satisfied with it. There is nothing easier than having a meeting where we tell the employee that we are very happy with him and that he should continue.
If the annual interview does not follow the realization of commitments and promises (eg promotion as a result of the realization achieved), the interview will have the opposite effect. In the long run, employees will feel that the annual interview will not produce any results and changes and will therefore be more reticent and less motivated to speak in the future. It is reasonable that the annual interview be followed by a development plan, which is approved and also implemented and monitored. If you are thinking that you would rather not even have this interview because of this annual interview, remember that these interviews are an important tool. If you do not use it, communication in the company is certainly worse, information transfer at all levels is less, and your employees may be lost in their work responsibilities, not knowing what their main tasks are and what are the main areas they should improve
Therefore, it is in the mutual benefit of conducting frank and good annual interviews, since satisfied employees are the greatest wealth the company has.
V obojestransko korist je torej izvajati odkrite in dobre letne razgovore saj so zadovoljni zaposleni največje bogastvo, ki ga podjetje ima.
Vas zanima več o Hermes rešitvi za kadre in obračunavanje plač?
Odoo kadri + Hermes plače. Nepremagljiva kombinacija.