{"id":10277,"date":"2016-11-28T19:46:37","date_gmt":"2016-11-28T18:46:37","guid":{"rendered":"http:\/\/www.balance.rs\/?p=10277"},"modified":"2016-11-28T19:46:37","modified_gmt":"2016-11-28T18:46:37","slug":"sta-da-kazete-zaposlenima-u-periodu-promene-ili-krize","status":"publish","type":"post","link":"https:\/\/www.balance.rs\/en\/sta-da-kazete-zaposlenima-u-periodu-promene-ili-krize\/","title":{"rendered":"\u0160ta da ka\u017eete zaposlenima u periodu promene ili krize"},"content":{"rendered":"<p>Kako biste shvatili \u0161ta je uop\u0161te svrha <a href=\"http:\/\/www.balance.rs\/trening\/trening-komunikacije\/\">komunikacije<\/a> u va\u0161oj organizaciji, zgodno je da prvo shvatite \u0161ta ona nije, zar ne?<\/p>\n<p>Svrha komunikacije unutar kompanije nije preno\u0161enje svih informacija koje menad\u017ement poseduje. Va\u0161a ve\u0161tina kao uspe\u0161nog direktora\/menad\u017eera ogleda se u finom prepoznavanju relevantnosti informacija za va\u0161e zaposlene, kao i posledica njihovog (ne)saop\u0161tavanja.<!--more--><\/p>\n<p><strong>Koliko informacija je dovoljno?<\/strong><\/p>\n<p>Svakom zaposlenom treba da pru\u017eite onoliko informacija koliko mu je potrebno za optimalne rezultate i zadovoljstvo. Kolika je to koli\u010dina informacija zavisi i od nivoa pozicije na kojoj se va\u0161 zaposleni nalazi.<\/p>\n<p><strong>Glasine i \u0161ta sa njima?<\/strong><\/p>\n<p>Nepostojanje komunikacionog procesa u kompaniji je od presudne va\u017enosti za nastajanje i \u0161irenje glasina. Pored formalnih kanala komunikacije, nemojte da zanemarite ja\u010dinu koju ima neformalna komunikacija. Kada ne poseduju dovoljno informacija od menad\u017ementa i kada je budu\u0107nost neizvesna, zaposleni kreiraju glasine da bi popunili vakum i zadovoljili svoju potrebu za jasno\u0107om.<\/p>\n<p>\u010cesto, glasine se odnose na vi\u0161ak zaposlenih ili slabije poslovanje kompanije i zatim se kod zaposlenih javlja tenzija, ljutnja, nesigurnost i strah. Kao da im se poljulja tlo na kome stoje i misli im se \u010desto vra\u0107aju na problem. Posledice ovakve vrste nejasno\u0107e naj\u010de\u0161\u0107e se odra\u017eavaju na na\u010din rada zaposlenog, smanjenu produktivnost i kvalitet obavljanja zadataka. A to niko ne \u017eeli.<\/p>\n<p><strong>Evo par saveta koji vam mogu biti korisni pri saop\u0161tavanju informacija zaposlenima:<\/strong><\/p>\n<p>Imajte na umu potrebe zaposlenih;<\/p>\n<ul>\n<li>Budite jednostavni, jasni i precizni (iznesite \u0161to vi\u0161e \u010dinjenica, a \u0161to manje op\u0161tih mesta koja se mogu razli\u010dito tuma\u010diti);<\/li>\n<li>Izaberite pravo vreme za saop\u0161tavanje informacija;<\/li>\n<li>Poka\u017eite empatiju;<\/li>\n<li>Pru\u017eite odgovore na pitanja koja zaposleni imaju.<\/li>\n<\/ul>\n<p>Slo\u017ei\u0107ete se da uspe\u0161na komunikacija unutar preduze\u0107a uti\u010de na bolju efikasnost zaposlenih, bolje odnose i razumevanje me\u0111u njima, bolju pripremu za promene koje slede. Kada poseduju relevantne informacije va\u0161i zaposleni ose\u0107a\u0107e se uklju\u010deni u rad <a href=\"http:\/\/www.balance.rs\/trening\/razvoj-organizacije\/\">organizacije<\/a> i samim tim bi\u0107e vi\u0161e motivisani, pokaziva\u0107e ve\u0107u lojalnost kompaniji, ima\u0107e ose\u0107aj pripadnosti i zadovoljstva na radnom mestu. A kao dobar <a href=\"http:\/\/www.balance.rs\/trening\/trening-liderstva\/\">menad\u017eer<\/a>, va\u0161 zadatak razvoja ljudskog reursa kao najva\u017enijeg u kompaniji, bi\u0107e vi\u0161e nego dobro obavljen.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Kako biste shvatili \u0161ta je uop\u0161te svrha komunikacije u va\u0161oj organizaciji, zgodno je da prvo shvatite \u0161ta ona nije, zar ne? Svrha komunikacije unutar kompanije nije preno\u0161enje svih informacija koje menad\u017ement poseduje. Va\u0161a ve\u0161tina kao uspe\u0161nog direktora\/menad\u017eera ogleda se u finom prepoznavanju relevantnosti informacija za va\u0161e zaposlene, kao i posledica njihovog (ne)saop\u0161tavanja.<\/p>\n","protected":false},"author":2,"featured_media":10278,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[],"class_list":["post-10277","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ljudski-resursi","entry","has-media"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>\u0160ta da ka\u017eete zaposlenima u periodu promene ili krize | Balance Consulting<\/title>\n<meta name=\"description\" content=\"Ovaj blog \u0107e vam pomo\u0107i da saznate \u0160ta da ka\u017eete zaposlenima u periodu promene ili krize koja se doga\u0111a u va\u0161em preduze\u0107u. 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