{"id":2913,"date":"2023-02-12T19:14:43","date_gmt":"2023-02-12T16:14:43","guid":{"rendered":"https:\/\/keepmeintouch.io\/?p=2913"},"modified":"2023-02-24T19:17:36","modified_gmt":"2023-02-24T16:17:36","slug":"geri-bildirim-paylasiminin-kurum-kulturu-isleyisi-ve-basarisina-etkileri-nelerdir","status":"publish","type":"post","link":"https:\/\/keepmeintouch.io\/tr\/geri-bildirim-paylasiminin-kurum-kulturu-isleyisi-ve-basarisina-etkileri-nelerdir\/","title":{"rendered":"Geri Bildirim Payla\u015f\u0131m\u0131n\u0131n Kurum K\u00fclt\u00fcr\u00fc, \u0130\u015fleyi\u015fi ve Ba\u015far\u0131s\u0131na Etkileri Nelerdir?"},"content":{"rendered":"\n<p>G\u00fc\u00e7l\u00fc bir kurum k\u00fclt\u00fcr\u00fc olu\u015fturmakta etkile\u015fimin \u00f6nemi \u015f\u00fcphesiz bir hayli b\u00fcy\u00fck! Geri bildirim payla\u015f\u0131m\u0131 ise bu do\u011frultuda, ki\u015filer aras\u0131ndaki etkile\u015fimin y\u00f6n\u00fcn\u00fc belirleyen temel unsurlardan biri kabul ediliyor. Peki, geri bildirimde bulunman\u0131n kurumsal ba\u015far\u0131 ve \u00e7al\u0131\u015fan performans\u0131 \u00fczerindeki etkileri sizce neler olabilir?<\/p>\n\n\n\n<p>Ba\u015far\u0131l\u0131 ve kendi i\u00e7inde b\u00fct\u00fcnle\u015fmi\u015f bir kurum k\u00fclt\u00fcr\u00fcne sahip olmak i\u00e7in \u00e7al\u0131\u015fan performans\u0131n\u0131 ve ba\u011fl\u0131l\u0131\u011f\u0131n\u0131 iyile\u015ftirmeye \u00f6ncelik vermek en \u00f6nemli \u015fartlardan biri. Bundan hareketle, organizasyonlar\u0131n i\u015fleyi\u015fine katk\u0131da bulunmak ad\u0131na feedback, yani geri bildirim vermenin kritik bir gereklilik oldu\u011fu son zamanlarda iyiden iyiye fark edilmeye ba\u015flad\u0131.<\/p>\n\n\n\n<p>Geri bildirim payla\u015f\u0131m\u0131, \u015firketler i\u00e7in giderilmesi gereken eksikliklerin tespitini kolayla\u015ft\u0131rd\u0131\u011f\u0131 kadar \u00e7al\u0131\u015fanlar aras\u0131ndaki ba\u011f\u0131 ve g\u00fcveni de g\u00fc\u00e7lendiriyor.<\/p>\n\n\n\n<p>Geri bildirim payla\u015f\u0131m\u0131 ileti\u015fim noktas\u0131nda yeterince kuvvetli ba\u011flara sahip olmayan kurumlarda endi\u015fe uyand\u0131rabilse de, asl\u0131nda kurumun en iyi haline evrilmesine olanak tan\u0131yor. Geri bildirim k\u00fclt\u00fcr\u00fcn\u00fcn oturmad\u0131\u011f\u0131 kurulu\u015flar, eksiklerini saptay\u0131p g\u00fc\u00e7l\u00fc y\u00f6nlerini ortaya \u00e7\u0131karma noktas\u0131nda da -s\u0131k\u00e7a deneyimlendi\u011fi \u00fczere- birtak\u0131m zorluklar ya\u015fayabiliyor. \u00d6yleyse gelin, geri bildirimin topluluklar i\u00e7erisindeki rol\u00fcn\u00fc ve neden kurumlar i\u00e7in olmazsa olmaz ihtiya\u00e7lardan biri oldu\u011funu kan\u0131tlar\u0131 ile birlikte inceleyelim!<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">1. Geri Bildirim (Feedback) Nedir?<\/h2>\n\n\n\n<p>Geri bildirim, ki\u015filere veya h\u00e2lihaz\u0131rda yap\u0131lan ya da gelecekte yap\u0131lacak olan eylemlere y\u00f6nelik al\u0131nan de\u011ferlendirmeleri ifade ediyor. Geri bildirim payla\u015f\u0131m\u0131, bireylerin belli bir hedefe ula\u015fmak ad\u0131na ne \u015fekilde \u00e7aba g\u00f6sterdi\u011fini de anlamay\u0131 sa\u011fl\u0131yor. Geri bildirim esnas\u0131nda do\u011fal olarak, verici ve al\u0131c\u0131 olmak \u00fczere iki farkl\u0131 taraf ortaya \u00e7\u0131k\u0131yor. Bu da kurumlar\u0131n i\u00e7erisindeki birebir etkile\u015fimlerin artmas\u0131na do\u011frudan katk\u0131 sa\u011fl\u0131yor.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">2. 360 Derece Geri Bildirim Nedir, Neden \u00d6nemlidir?<\/h2>\n\n\n\n<p>360 derece geri bildirim, bir topluluk \u00fcyesinin performans\u0131na dair etraf\u0131nda bulunan farkl\u0131 gruplara ait ki\u015filerden al\u0131nan bilgilere dayan\u0131yor. Bu ki\u015filer, \u015firketlerde \u00e7al\u0131\u015fan\u0131n ekip arkada\u015flar\u0131, y\u00f6neticileri veya m\u00fc\u015fterileri olabiliyor. 360 derece performans de\u011ferlendirmeleri, ayn\u0131 zamanda liderler ve y\u00f6neticilerin eylemleri hakk\u0131nda kurum \u00e7al\u0131\u015fanlar\u0131n\u0131n bak\u0131\u015f a\u00e7\u0131s\u0131n\u0131 g\u00f6stermesi bak\u0131m\u0131ndan da son derece faydal\u0131 olabiliyor. B\u00f6ylece y\u00f6neticilerin ya da \u00e7al\u0131\u015fanlar\u0131n, ald\u0131klar\u0131 geri bildirimlere g\u00f6re hareket ederek, g\u00fc\u00e7l\u00fc veya geli\u015ftirilebilecek yanlar\u0131n\u0131 daha iyi anlamalar\u0131n\u0131 m\u00fcmk\u00fcn k\u0131l\u0131yor.<\/p>\n\n\n\n<p>Gallup\u2019\u0131n 2015\u2019te haz\u0131rlad\u0131\u011f\u0131 k\u00fcresel boyuttaki G\u00fc\u00e7l\u00fc Y\u00f6nler Meta-Analiz Raporu; 45 \u00fclke, 49 bin 495 i\u015f birimi ve 1,2 milyon \u00e7al\u0131\u015fan\u0131 i\u00e7eriyor. Buna g\u00f6re y\u00f6neticilerin g\u00fc\u00e7l\u00fc y\u00f6nlerini ortaya \u00e7\u0131karmaya y\u00f6nelik yap\u0131lan 360 derece geri bildirim \u00e7al\u0131\u015fmalar\u0131n\u0131n, daha iyi bir performans\u0131n yan\u0131 s\u0131ra s\u00f6z konusu y\u0131l i\u00e7in \u015fu sonu\u00e7lara da ula\u015fmay\u0131 sa\u011flad\u0131\u011f\u0131 g\u00f6r\u00fcl\u00fcyor:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u201cSat\u0131\u015flarda y\u00fczde 10 ila 19 aras\u0131nda bir art\u0131\u015f<\/li>\n\n\n\n<li>Y\u00fczde 14 ila 29 k\u00e2r art\u0131\u015f\u0131<\/li>\n\n\n\n<li>\u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131nda y\u00fczde 9 ila 15 aras\u0131nda art\u0131\u015f<\/li>\n\n\n\n<li>\u00c7al\u0131\u015fan de\u011fi\u015fiminin fazla oldu\u011fu ekiplerde y\u00fczde 26 ila 72 daha d\u00fc\u015f\u00fck \u00e7al\u0131\u015fan sirk\u00fclasyonu<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">3. Geri Bildirim Payla\u015f\u0131m\u0131n\u0131n Kurum ve \u00c7al\u0131\u015fanlar i\u00e7in \u00d6nemi Nedir?<\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" width=\"1024\" height=\"683\" src=\"https:\/\/keepmeintouch.io\/wp-content\/uploads\/2023\/02\/blog-intouch-culture-operation-and-success-2-1024x683.jpg\" alt=\"\" class=\"wp-image-2905\" srcset=\"https:\/\/keepmeintouch.io\/wp-content\/uploads\/2023\/02\/blog-intouch-culture-operation-and-success-2-1024x683.jpg 1024w, https:\/\/keepmeintouch.io\/wp-content\/uploads\/2023\/02\/blog-intouch-culture-operation-and-success-2-300x200.jpg 300w, https:\/\/keepmeintouch.io\/wp-content\/uploads\/2023\/02\/blog-intouch-culture-operation-and-success-2-768x512.jpg 768w, https:\/\/keepmeintouch.io\/wp-content\/uploads\/2023\/02\/blog-intouch-culture-operation-and-success-2.jpg 1400w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>Geri bildirim, do\u011fru \u015fekilde kullan\u0131ld\u0131\u011f\u0131 takdirde hem kurum k\u00fclt\u00fcr\u00fcn\u00fc hem de \u00e7al\u0131\u015fan memnuniyetini geli\u015ftirip motivasyonu art\u0131racak bir y\u00f6ntem olarak \u00f6ne \u00e7\u0131k\u0131yor. Ancak buna ra\u011fmen, ClearCompany\u2019nin 2019 tarihli makalesinde sundu\u011fu istatistiklere g\u00f6re \u00e7al\u0131\u015fanlar\u0131n y\u00fczde 32\u2019sinin y\u00f6neticilerinden geri bildirim almak i\u00e7in \u00fc\u00e7 aydan fazla beklemesi gerekiyor.<\/p>\n\n\n\n<p>Oysa kurumlar\u0131n, de\u011ferlerine ve belirledikleri stratejiye uyumlu hareket edip etmediklerini anlamalar\u0131 i\u00e7in \u00e7al\u0131\u015fanlar\u0131n\u0131n d\u00fc\u015f\u00fcncelerini daha s\u0131k g\u00f6z \u00f6n\u00fcnde bulundurmas\u0131 gerekiyor. Bu da geri bildirim k\u00fclt\u00fcr\u00fc sa\u011flam temellere oturtulmad\u0131\u011f\u0131 m\u00fcddet\u00e7e, kurumlar i\u00e7in zorlay\u0131c\u0131 bir unsur olabiliyor.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3.1. Performans De\u011ferlendirmelerinin Y\u0131ll\u0131k Olarak Yap\u0131lmas\u0131 Yeterli Olmuyor<\/h3>\n\n\n\n<p>Y\u0131ll\u0131k performans de\u011ferlendirmeleri ile ilgili bir CEB (The Corporate Executive Board Company) ara\u015ft\u0131rmas\u0131na g\u00f6re, y\u00f6neticilerin y\u00fczde 95\u2019i \u015firketlerinin y\u0131ll\u0131k performans de\u011ferlendirmelerinden memnun olmad\u0131\u011f\u0131n\u0131; insan kaynaklar\u0131 liderlerinden y\u00fczde 90\u2019\u0131 ise de\u011ferlendirme s\u00fcre\u00e7lerinin tam olarak do\u011fru i\u015flemedi\u011fini ifade ediyor. Buna ra\u011fmen yakla\u015f\u0131k 10 bin \u00e7al\u0131\u015fan\u0131 olan bir \u015firketin y\u0131ll\u0131k performans incelemeleri i\u00e7in ortalama 35 milyon dolar civar\u0131nda harcamada bulundu\u011fu tahmini ara\u015ft\u0131rman\u0131n \u00e7\u0131kt\u0131lar\u0131 aras\u0131nda dikkat \u00e7ekiyor.<\/p>\n\n\n\n<p>H\u00e2lbuki belirli periyotlarla ve s\u0131k\u00e7a verilen geri bildirimlerin, kurumlar\u0131 y\u0131ll\u0131k olarak yapt\u0131klar\u0131 performans de\u011ferlendirmelerinden daha ger\u00e7ek\u00e7i sonu\u00e7lara ula\u015ft\u0131rarak, maddi y\u00fck\u00fc de kayda de\u011fer \u00f6l\u00e7\u00fcde azaltabilece\u011fi a\u00e7\u0131k bir ger\u00e7ek!<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3.2. Y\u00f6neticilerden Gelen Geri Bildirimler \u00c7al\u0131\u015fan Ba\u011fl\u0131l\u0131\u011f\u0131n\u0131 Olumlu Etkiliyor<\/h3>\n\n\n\n<p>2019 tarihli bir Gallup ara\u015ft\u0131rmas\u0131na g\u00f6re liderlerin tutumlar\u0131, ekiplerindeki \u00e7al\u0131\u015fanlar\u0131n ba\u011fl\u0131l\u0131\u011f\u0131n\u0131 y\u00fczde 70 oran\u0131nda etkiliyor. Y\u00f6neticileri ile d\u00fczenli olarak etkile\u015fime giren \u00e7al\u0131\u015fanlar\u0131n, ileti\u015fimi kopuk olanlara k\u0131yasla daha verimli \u00e7al\u0131\u015ft\u0131klar\u0131 g\u00f6r\u00fcl\u00fcyor. Bununla birlikte, kurumla ba\u011f\u0131 kuvvetli olan \u00e7al\u0131\u015fanlar\u0131n y\u00fczde 43\u2019\u00fcn\u00fcn haftada en az bir kere geri bildirim ald\u0131\u011f\u0131 ifade ediliyor. Bu da ekip liderleri ile d\u00fczenli olarak ileti\u015fim kurman\u0131n, \u00e7al\u0131\u015fan performans\u0131 \u00fczerindeki \u00f6neminin kritik oldu\u011funu g\u00f6steriyor.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3.3. \u00c7al\u0131\u015fanlar Geri Bildirim Alma Konusunda \u0130stekli!<\/h3>\n\n\n\n<p>Kurum \u00e7al\u0131\u015fanlar\u0131 i\u00e7in geri bildirim almak, \u015firkete ba\u011fl\u0131l\u0131\u011f\u0131 art\u0131rd\u0131\u011f\u0131 gibi birbirleri ile ba\u011f kurarak kendilerini geli\u015ftirmelerini de sa\u011fl\u0131yor. Bir PwC (PricewaterhouseCoopers) anketine kat\u0131lan \u00e7al\u0131\u015fanlar\u0131n yar\u0131s\u0131ndan fazlas\u0131 g\u00fcnl\u00fck veya haftal\u0131k olarak geri bildirim almak istediklerini belirtirken; 30 ya\u015f\u0131n alt\u0131ndaki \u00e7al\u0131\u015fanlar i\u00e7in bu oran\u0131n, ki\u015filerin neredeyse tamam\u0131na yak\u0131n\u0131n\u0131 kapsad\u0131\u011f\u0131 g\u00f6r\u00fcl\u00fcyor.<\/p>\n\n\n\n<p>Buna ek olarak, kat\u0131l\u0131mc\u0131lar\u0131n yakla\u015f\u0131k 4\u2019te 3\u2019\u00fc geri bildirimi i\u015f performans\u0131 i\u00e7in \u00f6nemli buluyor. Yar\u0131s\u0131na yak\u0131n\u0131 ise i\u015f s\u00fcre\u00e7lerinde ekip arkada\u015flar\u0131 ve m\u00fc\u015fterileri taraf\u0131ndan verilen geri bildirimleri dikkate ald\u0131\u011f\u0131n\u0131 ifade ediyor. Fakat beklentiye ra\u011fmen, al\u0131nan geribildirim say\u0131s\u0131 i\u015fe olan motivasyonu destekleme noktas\u0131nda olduk\u00e7a d\u00fc\u015f\u00fck kal\u0131yor.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">4. Farkl\u0131 K\u00fclt\u00fcrlerin Geri Bildirim Payla\u015f\u0131m\u0131na Olan Yakla\u015f\u0131mlar\u0131 Nelerdir?<\/h2>\n\n\n\n<p>Geri bildirim k\u00fclt\u00fcr\u00fc olu\u015ftururken, \u00fclkelerin sosyal de\u011ferleri gere\u011fi buna y\u00f6nelik farkl\u0131 tutumlara sahip olabilece\u011fini de hesaba katmak gerekiyor. \u00d6rne\u011fin; Amerikal\u0131 bir i\u015fveren geri bildirim esnas\u0131nda olumsuz bir ele\u015ftiride bulundu\u011funda bunun ard\u0131ndan \u00fc\u00e7 olumlu \u00f6zellik s\u0131ralamay\u0131 tercih ederken, Hollandal\u0131 bir y\u00f6netici mesaj\u0131n\u0131 olabildi\u011fince direkt ve d\u00fcr\u00fcst bir bi\u00e7imde vermeye \u00f6zen g\u00f6steriyor. Tayland gibi Asya \u00fclkelerinde ise \u00e7al\u0131\u015fan\u0131 topluluk i\u00e7inde ve do\u011frudan ele\u015ftirmek, genel itibar\u0131yla olumsuz bir tav\u0131r olarak g\u00f6r\u00fcl\u00fcyor.<\/p>\n\n\n\n<p>Bu do\u011frultuda, kurum veya topluluklara y\u00f6nelik olu\u015fturulacak geri bildirim mekanizmalar\u0131n\u0131n da k\u00fclt\u00fcrlere ve \u00e7al\u0131\u015fanlar\u0131n de\u011ferlerine uygun bi\u00e7imde \u015fekillendirilmesi gerekiyor. Bu, geri bildirim payla\u015f\u0131m\u0131n\u0131n t\u00fcm topluluk \u00fcyelerince i\u00e7selle\u015ftirilerek verimlilik sa\u011flayabilmesi noktas\u0131nda g\u00f6z ard\u0131 edilmemesi gereken ko\u015fullardan birini olu\u015fturuyor.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">5. Geri Bildirim Payla\u015f\u0131m\u0131, intouch ile Art\u0131k \u00c7ok Daha Kolay ve Keyifli!<\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" width=\"1024\" height=\"683\" src=\"https:\/\/keepmeintouch.io\/wp-content\/uploads\/2023\/02\/blog-intouch-culture-operation-and-success-3-1024x683.jpg\" alt=\"\" class=\"wp-image-2908\" srcset=\"https:\/\/keepmeintouch.io\/wp-content\/uploads\/2023\/02\/blog-intouch-culture-operation-and-success-3-1024x683.jpg 1024w, https:\/\/keepmeintouch.io\/wp-content\/uploads\/2023\/02\/blog-intouch-culture-operation-and-success-3-300x200.jpg 300w, https:\/\/keepmeintouch.io\/wp-content\/uploads\/2023\/02\/blog-intouch-culture-operation-and-success-3-768x512.jpg 768w, https:\/\/keepmeintouch.io\/wp-content\/uploads\/2023\/02\/blog-intouch-culture-operation-and-success-3.jpg 1400w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>\u0130\u00e7 ileti\u015fim uygulamas\u0131 intouch, oyunla\u015ft\u0131rma tekni\u011fiyle sundu\u011fu e\u011flenceli ve kullan\u0131\u015fl\u0131 geri bildirim mekanizmas\u0131 sayesinde, 360 derece performans yorumlar\u0131nda bulunulmas\u0131n\u0131 m\u00fcmk\u00fcn k\u0131l\u0131yor! \u00dcstelik bu de\u011ferlendirmeleri yaparken ekip arkada\u015flar\u0131, kurum \u00e7al\u0131\u015fanlar\u0131 ve grup \u00fcyelerinin yan\u0131 s\u0131ra, y\u00f6neticilere dair de geri bildirim payla\u015f\u0131m\u0131na imk\u00e2n tan\u0131yor. Peki, bu yenilik\u00e7i mobil uygulama ile yapabileceklerinize daha yak\u0131ndan g\u00f6z atmaya dersiniz?<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Uzun de\u011ferlendirme yaz\u0131lar\u0131 yerine \u00e7e\u015fitli kal\u0131plar kullan\u0131larak, k\u0131sa ancak etkili geri bildirimler verilebiliyor. Bu da \u00e7al\u0131\u015fanlar\u0131n motivasyonunu y\u00fckseltmekle beraber, performans de\u011ferlendirmesi i\u00e7in insan kaynaklar\u0131 departmanlar\u0131na da nitelikli \u00e7\u00f6z\u00fcmler sunuyor.<\/li>\n\n\n\n<li>intouch\u2019ta, yap\u0131lan geri bildirimler gizli tutulabildi\u011fi gibi herkese a\u00e7\u0131k olarak da payla\u015f\u0131labiliyor. B\u00f6ylece topluluk \u00fcyeleri, geri bildirim verirken kendilerini \u00e7ok daha \u00f6zg\u00fcr hissedebiliyor.<\/li>\n\n\n\n<li>\u00c7al\u0131\u015fanlar, kendilerine iletilen geri bildirimleri isterlerse profil sayfalar\u0131nda di\u011fer \u00e7al\u0131\u015fanlar ile payla\u015fabiliyor. B\u00f6ylelikle deneyimler ve payla\u015f\u0131mlar kaybolmuyor. Bireyler kendilerini topluluk i\u00e7erisinde yapt\u0131klar\u0131 \u00e7al\u0131\u015fmalar ile de tan\u0131tabiliyor.<\/li>\n\n\n\n<li>Geri bildirimler topluluk y\u00f6neticileri taraf\u0131ndan \u00e7e\u015fitli filtreler ile detayl\u0131 olarak raporlanabiliyor. Raporlara anl\u0131k ve e\u015f zamanl\u0131 olarak eri\u015fim sa\u011flanabiliyor.<\/li>\n\n\n\n<li>intouch\u2019ta ki\u015filer aras\u0131 etkile\u015fim i\u00e7in yap\u0131labilecekler, yaln\u0131zca feedback payla\u015f\u0131m\u0131 ile s\u0131n\u0131rl\u0131 kalm\u0131yor. Uygulamaya kurumlar\u0131n istekleri do\u011frultusunda \u00e7al\u0131\u015fanlar\u0131n niteliklerini \u00f6ne \u00e7\u0131kacak rozetler de eklenebiliyor.<\/li>\n\n\n\n<li>Onay rozetlerinin haricinde, g\u00f6rev rozetleri sayesinde \u00e7al\u0131\u015fanlar\u0131n topluluk i\u00e7erisindeki etkinlikleri desteklenerek kurum i\u00e7i etkile\u015fimin artmas\u0131 sa\u011flan\u0131yor.<\/li>\n\n\n\n<li>Uygulama, sahip oldu\u011fu mod\u00fcler yap\u0131 sayesinde farkl\u0131 \u00fclkelerdeki \u015firketlerin ileti\u015fim k\u00fclt\u00fcrlerine g\u00f6re uyarlanabiliyor. Bu sayede d\u00fcnyan\u0131n neresinde olursa olsun, \u015firketlerin kurumsal ihtiya\u00e7lar\u0131n\u0131 gidermek ad\u0131na tam donan\u0131ml\u0131 bir hizmet sunuyor.<\/li>\n<\/ul>\n\n\n\n<p><strong>Yoksa siz hala&nbsp;<a target=\"_blank\" href=\"https:\/\/keepmeintouch.io\/demo?lang=TR\" rel=\"noreferrer noopener\">intouch&#8217;\u0131<\/a>&nbsp;denemediniz mi?<\/strong><\/p>\n\n\n\n<p><strong>Kaynaklar:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a target=\"_blank\" href=\"https:\/\/www.forbes.com\/sites\/heidilynnekurter\/2020\/10\/31\/6-ways-to-build-a-feedback-driven-culture-that-inspires-healthy-communication\/?sh=1dff823b5ec5\" rel=\"noreferrer noopener\">Heidi Lynne Kurter. \u2018\u20186 Ways To Build A Feedback Driven Culture That Inspires Healthy Communication\u2019\u2019. Forbes. 2020. (\u00e7evrimi\u00e7i).<\/a><\/li>\n\n\n\n<li><a target=\"_blank\" href=\"https:\/\/talentculture.com\/360-degree-feedback-benefits-leadership\/\" rel=\"noreferrer noopener\">Ben Wigert. \u2018\u2018The 360-Degree Feedback Tool and How It Benefits Leadership\u2019\u2019. TalentCulture. 2021. (\u00e7evrimi\u00e7i).<\/a><\/li>\n\n\n\n<li><a target=\"_blank\" href=\"https:\/\/www.creighton.edu\/fileadmin\/user\/StudentServices\/SLIC\/LEAD_Center\/Feedback_PDF.pdf\" rel=\"noreferrer noopener\">\u2018\u2018Leader Tips: Feedback\u2019\u2019. Creighton. 2022. (\u00e7evrimi\u00e7i).<\/a><\/li>\n\n\n\n<li><a target=\"_blank\" href=\"https:\/\/www.fastcompany.com\/3056385\/how-to-give-and-receive-feedback-across-cultures\" rel=\"noreferrer noopener\">Erin Meyer. \u2018\u2018How To Give And Receive Feedback Across Cultures\u2019\u2019. Fast Company. 2016. (\u00e7evrimi\u00e7i).<\/a><\/li>\n\n\n\n<li><a target=\"_blank\" href=\"https:\/\/www.michaelpage.com.tr\/en\/advice\/management-advice\/%C3%A7al%C4%B1%C5%9Fan-ba%C4%9Fl%C4%B1l%C4%B1%C4%9F%C4%B1-ve-%C3%A7al%C4%B1%C5%9Fan%C4%B1-elde-tutma\/how-successfully-conduct-360\" rel=\"noreferrer noopener\">\u2018\u2018How to successfully conduct 360-degree reviews\u2019\u2019. Michael Page. 2022. (\u00e7evrimi\u00e7i).<\/a><\/li>\n\n\n\n<li><a target=\"_blank\" href=\"https:\/\/www.washingtonpost.com\/news\/on-leadership\/wp\/2015\/07\/21\/in-big-move-accenture-will-get-rid-of-annual-performance-reviews-and-rankings\/\" rel=\"noreferrer noopener\">Lillian Cunningham. \u2018\u2018In big move, Accenture will get rid of annual performance reviews and rankings\u2019\u2019. The Washington Post. 2015. (\u00e7evrimi\u00e7i).<\/a><\/li>\n\n\n\n<li><a target=\"_blank\" href=\"https:\/\/www.researchgate.net\/publication\/343152520_The_Role_of_Feedback_as_a_Management_Tool_in_Performance_Management_Program\" rel=\"noreferrer noopener\">Tatjana Mamula, Nenad Peri\u0107, Ana Bovan. \u2018\u2018The Role of Feedback as a Management Tool in Performance Management Program\u2019\u2019. ResearchGate. 2020. (\u00e7evrimi\u00e7i).<\/a><\/li>\n\n\n\n<li><a target=\"_blank\" href=\"https:\/\/www.linkedin.com\/business\/talent\/blog\/talent-strategy\/employee-feedback-stats-you-need-to-see\" rel=\"noreferrer noopener\">Maren Hogan. \u2018\u20185 Employee Feedback Stats That You Need to See\u2019\u2019. Linkedin. 2016. (\u00e7evrimi\u00e7i).<\/a><\/li>\n\n\n\n<li><a target=\"_blank\" href=\"https:\/\/blog.clearcompany.com\/mind-blowing-statistics-performance-reviews-employee-engagement\" rel=\"noreferrer noopener\">\u2018\u2018Mind-blowing Statistics on Performance Management, Reviews, and Employee Engagement\u2019\u2019. ClearCompany. 2019. (\u00e7evrimi\u00e7i).<\/a><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>G\u00fc\u00e7l\u00fc bir kurum k\u00fclt\u00fcr\u00fc olu\u015fturmakta etkile\u015fimin \u00f6nemi \u015f\u00fcphesiz bir hayli b\u00fcy\u00fck! Geri bildirim payla\u015f\u0131m\u0131 ise bu do\u011frultuda, ki\u015filer aras\u0131ndaki etkile\u015fimin y\u00f6n\u00fcn\u00fc belirleyen temel unsurlardan biri kabul ediliyor. Peki, geri bildirimde bulunman\u0131n kurumsal ba\u015far\u0131 ve \u00e7al\u0131\u015fan performans\u0131 \u00fczerindeki etkileri sizce neler olabilir? Ba\u015far\u0131l\u0131 ve kendi i\u00e7inde b\u00fct\u00fcnle\u015fmi\u015f bir kurum k\u00fclt\u00fcr\u00fcne sahip olmak i\u00e7in \u00e7al\u0131\u015fan performans\u0131n\u0131 ve [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":2911,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[40],"tags":[],"class_list":["post-2913","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-topluluk-etkilesimi"],"_links":{"self":[{"href":"https:\/\/keepmeintouch.io\/tr\/wp-json\/wp\/v2\/posts\/2913","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/keepmeintouch.io\/tr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/keepmeintouch.io\/tr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/keepmeintouch.io\/tr\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/keepmeintouch.io\/tr\/wp-json\/wp\/v2\/comments?post=2913"}],"version-history":[{"count":1,"href":"https:\/\/keepmeintouch.io\/tr\/wp-json\/wp\/v2\/posts\/2913\/revisions"}],"predecessor-version":[{"id":2914,"href":"https:\/\/keepmeintouch.io\/tr\/wp-json\/wp\/v2\/posts\/2913\/revisions\/2914"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/keepmeintouch.io\/tr\/wp-json\/wp\/v2\/media\/2911"}],"wp:attachment":[{"href":"https:\/\/keepmeintouch.io\/tr\/wp-json\/wp\/v2\/media?parent=2913"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/keepmeintouch.io\/tr\/wp-json\/wp\/v2\/categories?post=2913"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/keepmeintouch.io\/tr\/wp-json\/wp\/v2\/tags?post=2913"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}