{"id":395275,"date":"2022-06-29T05:26:08","date_gmt":"2022-06-29T12:26:08","guid":{"rendered":"https:\/\/www.questionpro.com\/blog\/?p=395275"},"modified":"2022-12-21T14:53:19","modified_gmt":"2022-12-21T14:53:19","slug":"performance-evaluation","status":"publish","type":"post","link":"https:\/\/www.questionpro.com\/blog\/tr\/performance-evaluation\/","title":{"rendered":"Performans de\u011ferlendirmesi \u2013 Tan\u0131m, y\u00f6ntem, anket sorular\u0131 ve \u00f6rnek"},"content":{"rendered":"<h2><span>Performans de\u011ferlendirmesi nedir?<\/span><\/h2>\n<h3><span>Tan\u0131m<\/span><\/h3>\n<p><span>Performans De\u011ferlendirmesi, bir \u00e7al\u0131\u015fan\u0131n i\u015f sorumluluklar\u0131na g\u00f6re \u00e7al\u0131\u015fmalar\u0131n\u0131 ve sonu\u00e7lar\u0131n\u0131 \u00f6l\u00e7mek i\u00e7in resmi ve \u00fcretken bir prosed\u00fcr olarak tan\u0131mlan\u0131r.&nbsp;End\u00fcstri standartlar\u0131 ve genel \u00e7al\u0131\u015fan yat\u0131r\u0131m getirisi (ROI) ile kar\u015f\u0131la\u015ft\u0131r\u0131ld\u0131\u011f\u0131nda, artan i\u015f geliri a\u00e7\u0131s\u0131ndan bir \u00e7al\u0131\u015fan taraf\u0131ndan katma de\u011fer miktar\u0131n\u0131 \u00f6l\u00e7mek i\u00e7in kullan\u0131l\u0131r.<\/span><\/p>\n<p><span>\u00c7al\u0131\u015fanlar\u0131na odaklanarak \u201ci\u00e7eriden kazanma\u201d sanat\u0131n\u0131 \u00f6\u011frenen t\u00fcm kurulu\u015flar, \u00e7al\u0131\u015fan performans\u0131n\u0131 d\u00fczenli olarak \u00f6l\u00e7mek ve de\u011ferlendirmek i\u00e7in sistematik bir performans de\u011ferlendirme s\u00fcrecine g\u00fcvenirler.&nbsp;\u0130deal olarak, \u00e7al\u0131\u015fanlara, terfi edilmelerine veya uygun maa\u015f zamm\u0131 da\u011f\u0131t\u0131m\u0131na g\u00f6re \u00e7al\u0131\u015fma y\u0131ld\u00f6n\u00fcmlerine g\u00f6re y\u0131ll\u0131k olarak derecelendirilir.&nbsp;Performans de\u011ferlendirme, \u00e7al\u0131\u015fanlara performans metrikleri konusunda daha bilin\u00e7li olmalar\u0131 i\u00e7in periyodik geri bildirim sa\u011flanmas\u0131nda da do\u011frudan rol oynar.<\/span><\/p>\n<p><a class=\"square-cta secondary-lined-cta\" href=\"https:\/\/www.questionpro.com\/a\/showEntry.do?mode=workforce&amp;classID=1024&amp;sourceRef=blog-workforce\" target=\"_blank\" rel=\"noopener noreferrer\"><strong><span>\u00dccretsiz bir hesap olu\u015ftur<\/span><\/strong><\/a><\/p>\n<h3><span>Performans de\u011ferlendirmenin amac\u0131 nedir?<\/span><\/h3>\n<ul>\n<li><span>Periyodik performans de\u011ferlendirme, \u00e7al\u0131\u015fan\u0131n y\u00f6neticisinden ald\u0131\u011f\u0131, belirli bir zamanda yapt\u0131\u011f\u0131 i\u015fi ve iyile\u015ftirme kapsam\u0131n\u0131 kabul eden karnesidir.<\/span><\/li>\n<li><a href=\"https:\/\/www.questionpro.com\/blog\/employee-feedback\/\"><span>Bir i\u015fveren, bir \u00e7al\u0131\u015fan\u0131n g\u00fc\u00e7l\u00fc y\u00f6nleri hakk\u0131nda tutarl\u0131 geri bildirim<\/span><\/a><span>&nbsp;sa\u011flayabilir&nbsp;ve \u00e7al\u0131\u015fanlar\u0131n \u00fczerinde \u00e7al\u0131\u015fmas\u0131 gereken alanlarda iyile\u015ftirme i\u00e7in \u00e7aba g\u00f6sterebilir.<\/span><\/li>\n<li><span>Hem \u00e7al\u0131\u015fan\u0131n hem de i\u015fverenin, her ikisinin de kaliteli bir performansa neyin uygun oldu\u011funu d\u00fc\u015f\u00fcnd\u00fc\u011f\u00fc konusunda ortak bir zemin elde etmesi i\u00e7in entegre bir platformdur.&nbsp;Bu, genellikle daha iyi ve daha do\u011fru ekip \u00f6l\u00e7\u00fcmlerine ve dolay\u0131s\u0131yla iyile\u015ftirilmi\u015f performans sonu\u00e7lar\u0131na yol a\u00e7an ileti\u015fimi geli\u015ftirmeye yard\u0131mc\u0131 olur.<\/span><\/li>\n<li><span>T\u00fcm bu performans de\u011ferlendirme s\u00fcrecinin amac\u0131, daha y\u00fcksek m\u00fc\u015fteri memnuniyeti seviyelerine ula\u015fmak i\u00e7in bir ekibin veya organizasyonun \u00e7al\u0131\u015fma \u015feklini iyile\u015ftirmektir.<\/span><\/li>\n<li><span>Bir y\u00f6netici, ekip \u00fcyesini y\u0131lda bir kez de\u011fil, d\u00fczenli olarak de\u011ferlendirmelidir.&nbsp;Bu \u015fekilde ekip, yetkinli\u011fi ve verimlili\u011fi art\u0131rmak i\u00e7in yap\u0131lan s\u00fcrekli \u00e7al\u0131\u015fmalarla yeni ve beklenmedik sorunlar\u0131 \u00f6nleyebilir.<\/span><\/li>\n<li><span>Bir kurulu\u015fun y\u00f6netimi, bir performans de\u011ferlendirme oturumundan sonra tan\u0131nan geli\u015fim alanlar\u0131na dayal\u0131 olarak s\u0131k s\u0131k \u00e7al\u0131\u015fan e\u011fitimi ve beceri geli\u015ftirme oturumlar\u0131 d\u00fczenleyebilir.<\/span><\/li>\n<li><span>Y\u00f6netim, hedefleri ve \u00f6nceden belirlenmi\u015f performans standartlar\u0131n\u0131 de\u011ferlendirdikten sonra ekibi etkili bir \u015fekilde y\u00f6netebilir ve verimli kaynak tahsisi yapabilir.<\/span><\/li>\n<li><span>D\u00fczenli performans de\u011ferlendirmesi, bir \u00e7al\u0131\u015fan\u0131n kariyerindeki b\u00fcy\u00fcmenin kapsam\u0131n\u0131 ve bir kurulu\u015fun ba\u015far\u0131s\u0131na katk\u0131da bulundu\u011fu motivasyon d\u00fczeyini belirlemeye yard\u0131mc\u0131 olabilir.<\/span><\/li>\n<li><span>Performans de\u011ferlendirmesi, bir \u00e7al\u0131\u015fan\u0131n kurulu\u015ftaki di\u011ferlerine k\u0131yasla nerede durdu\u011funu anlamas\u0131n\u0131 sa\u011flar.<\/span><\/li>\n<\/ul>\n<p><strong><span>Daha fazla bilgi edinin<\/span><\/strong><span>&nbsp;:&nbsp;<\/span><a href=\"https:\/\/www.questionpro.com\/survey-templates\/employee-review-survey-template\/\"><span>\u00c7al\u0131\u015fan \u0130nceleme Anketi Sorular\u0131 + \u00d6rnek Anket \u015eablonu<\/span><\/a><\/p>\n<h3><span>20 Etkili performans de\u011ferlendirme anketi sorusu<\/span><\/h3>\n<p><span>\u0130\u015f tatmini i\u00e7in anket sorular\u0131<\/span><\/p>\n<p><span>1. \u0130\u015finizi iyi yapman\u0131z i\u00e7in sizi motive eden nedir?<\/span><\/p>\n<p><span>2. Yapmaktan en \u00e7ok keyif ald\u0131\u011f\u0131n\u0131z g\u00f6revler nelerdir?<\/span><\/p>\n<p><span>3. Hangi g\u00f6revlerden hi\u00e7 ho\u015flanmazs\u0131n\u0131z ve neden?<\/span><\/p>\n<p><span>4. Bir organizasyon olarak daha iyi yapabilece\u011fimiz 3 \u015fey nedir?<\/span><\/p>\n<p><span>5. 0-10 aras\u0131 bir \u00f6l\u00e7ekte, bizi ailenize veya arkada\u015flar\u0131n\u0131za y\u00f6nlendirme olas\u0131l\u0131\u011f\u0131n\u0131z nedir?<\/span><\/p>\n<p><span>Etkili liderlik i\u00e7in anket sorular\u0131<\/span><\/p>\n<p><span>6. Bu kurulu\u015ftaki liderli\u011fin herkese adil davrand\u0131\u011f\u0131n\u0131 d\u00fc\u015f\u00fcn\u00fcyor musunuz?<\/span><\/p>\n<p><span>7. Kendinizi hangi liderlik \u00f6zellikleriyle ili\u015fkilendiriyorsunuz?<\/span><\/p>\n<p><span>8. Bu organizasyonda liderlik \u00f6zelliklerini kulland\u0131\u011f\u0131n\u0131z bir olaya \u00f6rnek verebilir misiniz?<\/span><\/p>\n<p><span>9. Bu kurumda \u00e7al\u0131\u015fanlar ve liderlik aras\u0131nda etkili bir ileti\u015fim oldu\u011funu d\u00fc\u015f\u00fcn\u00fcyor musunuz?<\/span><\/p>\n<p><span>10. Bu organizasyondaki liderlerden biri ile de\u011fi\u015ftirilseniz, \u00e7al\u0131\u015fanlara ne gibi tavsiyelerde bulunursunuz?<\/span><\/p>\n<p><span>Katma de\u011fer i\u00e7in anket sorular\u0131<\/span><\/p>\n<p><span>11. Bu organizasyonun genel ba\u015far\u0131s\u0131n\u0131 art\u0131rmak i\u00e7in yapt\u0131\u011f\u0131n\u0131z \u015feyler nelerdir?<\/span><\/p>\n<p><span>12. Tan\u0131nma fikriniz nedir?<\/span><\/p>\n<p><span>13. Meslekta\u015flar\u0131n\u0131zdan\/y\u00f6neticinizden\/y\u00f6neticinizden d\u00fczenli olarak geri bildirim al\u0131yor musunuz?<\/span><\/p>\n<p><span>14. Kurulu\u015fla olan birlikteli\u011finizde ka\u00e7 tane hassas proje y\u00fcr\u00fctt\u00fcn\u00fcz?<\/span><\/p>\n<p><span>15. Bu kurulu\u015fta kendinizi de\u011ferli hissediyor musunuz?<\/span><\/p>\n<p><span>\u0130\u015fyeri k\u00fclt\u00fcr\u00fc i\u00e7in anket sorular\u0131<\/span><\/p>\n<p><span>16. Ofis politikalar\u0131nda veya prosed\u00fcrlerinde herhangi bir etkili de\u011fi\u015fiklik \u00f6nerdiniz mi?<\/span><\/p>\n<p><span>17. Y\u00f6neticiniz\/arkada\u015flar\u0131n\u0131zla ne s\u0131kl\u0131kla ileti\u015fim kuruyorsunuz?<\/span><\/p>\n<p><span>18. G\u00f6revlerini ba\u015far\u0131yla tamamlamalar\u0131 i\u00e7in ihtiya\u00e7 duyduklar\u0131 bilgilerle akranlar\u0131n\u0131za yard\u0131mc\u0131 oluyor musunuz?<\/span><\/p>\n<p><span>19. Ekip \u00fcyeleriniz\/y\u00f6neticiniz\/y\u00f6neticinizle ho\u015f olmayan tart\u0131\u015fmalar ya\u015fad\u0131n\u0131z m\u0131?<\/span><\/p>\n<p><span>20. \u0130\u015fyeri k\u00fclt\u00fcr\u00fcnde nas\u0131l olumlu bir de\u011fi\u015fiklik yaratabilece\u011finizi d\u00fc\u015f\u00fcn\u00fcyorsunuz?<\/span><\/p>\n<h3><span>\u00d6rnek performans inceleme \u015fablonlar\u0131<\/span><\/h3>\n<p><span>Sizin i\u00e7in baz\u0131 \u00fccretsiz \u00f6rnek performans inceleme \u015fablonlar\u0131 haz\u0131rlad\u0131k;&nbsp;bunlar kurulu\u015funuzda olduklar\u0131 gibi kullan\u0131labilir veya temalar\u0131n\u0131z\u0131 ve sorular\u0131n\u0131z\u0131 i\u00e7erecek \u015fekilde \u00f6zelle\u015ftirilebilir.<\/span><\/p>\n<h4><span>360 derece inceleme<\/span><\/h4>\n<p><a href=\"https:\/\/www.questionpro.com\/blog\/360-degree-survey\/\"><span>360 derecelik anket<\/span><\/a><span>&nbsp;, bir \u00e7al\u0131\u015fan\u0131n amirinden, meslekta\u015flar\u0131ndan, meslekta\u015flar\u0131ndan ve astlar\u0131ndan performans\u0131 hakk\u0131nda en b\u00fcy\u00fck i\u00e7g\u00f6r\u00fcleri ve geri bildirimleri toplamaya yard\u0131mc\u0131 olan kapsaml\u0131 bir inceleme mekanizmas\u0131d\u0131r&nbsp;.<\/span><\/p>\n<h4><span>s\u00fcperviz\u00f6r de\u011ferlendirmesi<\/span><\/h4>\n<p><a href=\"https:\/\/www.questionpro.com\/survey-templates\/supervision-evaluation\/\"><span>S\u00fcperviz\u00f6r de\u011ferlendirme anketi<\/span><\/a><span>&nbsp;,&nbsp;<\/span><span>\u00e7al\u0131\u015fanlardan s\u00fcperviz\u00f6rleriyle ilgili geri bildirim ve bilgi toplamak i\u00e7in kullan\u0131l\u0131r.&nbsp;S\u00fcperviz\u00f6r de\u011ferlendirmesi, bir kurulu\u015fun ve liderli\u011finin, s\u00fcperviz\u00f6r taraf\u0131ndan yap\u0131lan i\u015fin do\u011frulu\u011funu anlamas\u0131na yard\u0131mc\u0131 olur ve ayr\u0131ca s\u00fcperviz\u00f6r\u00fcn ekibine ve bir b\u00fct\u00fcn olarak kurulu\u015fa katt\u0131\u011f\u0131 genel de\u011feri de\u011ferlendirmelerine yard\u0131mc\u0131 olur.<\/span><\/p>\n<h4><span>Y\u00f6netici de\u011ferlendirmesi<\/span><\/h4>\n<p><a href=\"https:\/\/www.questionpro.com\/survey-templates\/evaluation-of-manager\/\"><span>Y\u00f6netici de\u011ferlendirme anketi<\/span><\/a><span>&nbsp;, \u00e7al\u0131\u015fanlar\u0131n do\u011frudan veya dolayl\u0131 y\u00f6neticilerinin i\u015fteki etkinli\u011fini de\u011ferlendirmek i\u00e7in yan\u0131tlad\u0131\u011f\u0131 bir dizi soru sunar&nbsp;.&nbsp;<\/span><span>Bu anket, y\u00f6netimin y\u00f6neticinin performans\u0131n\u0131, i\u015fteki tutumunu, ast\u0131na yard\u0131m etme iste\u011fini ve daha fazlas\u0131n\u0131 anlamas\u0131 i\u00e7in y\u00f6netim i\u00e7in son derece yararl\u0131d\u0131r.<\/span><\/p>\n<h4><span>\u00dcst y\u00f6netim de\u011ferlendirmesi<\/span><\/h4>\n<p><a href=\"https:\/\/www.questionpro.com\/survey-templates\/senior-management-evaluation\/\"><span>\u00dcst y\u00f6netim de\u011ferlendirme anketi<\/span><\/a><span>&nbsp;sorular\u0131, \u00e7al\u0131\u015fan\u0131n \u00fcst y\u00f6netime bak\u0131\u015f a\u00e7\u0131s\u0131n\u0131 anlamak ve organizasyonu sorunsuz bir \u015fekilde y\u00fcr\u00fctebilmek i\u00e7in yeteneklerini de\u011ferlendirmek i\u00e7in kullan\u0131l\u0131r.&nbsp;Bu anket, bir kurulu\u015fun etkinlik, y\u00f6n, politika olu\u015fturma yetenekleri ve di\u011fer faydal\u0131 \u00f6zellikler hakk\u0131nda bilgi toplamas\u0131na yard\u0131mc\u0131 olacak sorular\u0131 i\u00e7ermelidir. &nbsp;<\/span><\/p>\n<p><span>\u00c7al\u0131\u015fan memnuniyeti anketleri ve \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 anketleri de performans de\u011ferlendirmesi yapman\u0131n en iyi yollar\u0131ndan biridir.&nbsp;Memnun ve ba\u011fl\u0131 bir \u00e7al\u0131\u015fan\u0131n, meslekta\u015flar\u0131ndan (Gallup) %14 daha iyi performans g\u00f6stermesi muhtemeldir.<\/span><\/p>\n<h4><span>\u00c7al\u0131\u015fan memnuniyeti<\/span><\/h4>\n<p><span>\u0130\u015f g\u00fcc\u00fcn\u00fcz\u00fcn ne kadar memnun olup olmad\u0131\u011f\u0131n\u0131 anlamak i\u00e7in&nbsp;bir&nbsp;<\/span><a href=\"https:\/\/www.questionpro.com\/survey-templates\/employee-satisfaction-survey-questions-template\/\"><span>\u00e7al\u0131\u015fan memnuniyeti anketi uygulan\u0131r.&nbsp;<\/span><\/a><span>Memnun olmayan \u00e7al\u0131\u015fanlar sadece iyi performans g\u00f6stermekle kalmay\u0131p ayn\u0131 zamanda bir kurulu\u015fta y\u00fcksek d\u00fczeyde \u00e7al\u0131\u015fan y\u0131pranmas\u0131n\u0131n \u00f6nemli bir nedeni olabilece\u011finden, \u00e7al\u0131\u015fan memnuniyetini \u00f6l\u00e7meniz \u00f6nemlidir.&nbsp;Bu anket, kurulu\u015funuzun i\u00e7eriden kazanmas\u0131n\u0131 sa\u011flayan bir \u00e7al\u0131\u015fma k\u00fclt\u00fcr\u00fc geli\u015ftirmek i\u00e7in i\u015fg\u00fcc\u00fcn\u00fcz\u00fc ve \u0130K stratejilerinizi g\u00fc\u00e7lendirebilir.&nbsp;\u00c7o\u011fu zaman, bir \u00e7al\u0131\u015fan yeterince zorlanmad\u0131\u011f\u0131n\u0131 hissediyorsa, i\u015ften memnun kalmaz.&nbsp;Performans de\u011ferlendirmesi, ki\u015finin \u015firkete katk\u0131s\u0131n\u0131n ard\u0131ndaki nedenleri ve onu geli\u015ftirmenin yollar\u0131n\u0131 bulabilir.<\/span><\/p>\n<h4><span>\u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131<\/span><\/h4>\n<p><a href=\"https:\/\/www.questionpro.com\/survey-templates\/employee-engagement-survey-questions-template\/\"><span>\u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 anketi<\/span><\/a><span>&nbsp;, bir kurulu\u015f olarak, \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n ba\u011fl\u0131l\u0131k d\u00fczeylerini test etmenize ve i\u015f yerinde iyi performans g\u00f6sterme konusunda ne kadar motive olduklar\u0131n\u0131 anlaman\u0131za olanak tan\u0131r.&nbsp;\u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 \u00e7o\u011fu kurulu\u015f i\u00e7in bir endi\u015fe konusu ve ba\u011flant\u0131s\u0131z \u00e7al\u0131\u015fanlar di\u011fer \u00e7al\u0131\u015fanlar i\u00e7in olumsuz bir \u00f6rnek olu\u015fturuyor.&nbsp;Ba\u011fl\u0131 olmayan \u00e7al\u0131\u015fanlar, meslekta\u015flar\u0131na k\u0131yasla daha d\u00fc\u015f\u00fck performans g\u00f6sterirler.&nbsp;Bu nedenle, bu anket bir \u00e7al\u0131\u015fan\u0131n performans d\u00fczeyini analiz etmek ve g\u00f6zden ge\u00e7irmek ve derhal d\u00fczeltici \u00f6nlemler almak i\u00e7in kullan\u0131labilir.<\/span><\/p>\n<p><strong><span>Daha fazla bilgi edinin<\/span><\/strong><span>&nbsp;:&nbsp;<\/span><a href=\"https:\/\/www.questionpro.com\/survey-templates\/career-training-and-development\/\"><span>Kariyer E\u011fitimi ve Geli\u015fimi + \u00d6rnek Anket \u015eablonu<\/span><\/a><\/p>\n<h3><span>Performans de\u011ferlendirmesi i\u00e7in \u00e7evrimi\u00e7i anketler nas\u0131l kullan\u0131l\u0131r?<\/span><\/h3>\n<p><span>Performans inceleme anketlerinizden toplayaca\u011f\u0131n\u0131z \u00e7al\u0131\u015fan geri bildirimleri, e\u011fitim programlar\u0131n\u0131z\u0131, yedekleme planlaman\u0131z\u0131 ve \u00f6\u011frenme giri\u015fimlerinizi iyile\u015ftirecektir.<\/span><\/p>\n<h4><span>\u00d6z de\u011ferlendirme<\/span><\/h4>\n<p><span>\u00d6z de\u011ferlendirme anketlerinde, \u00e7al\u0131\u015fanlar\u0131n\u0131zdan kendilerini i\u015f performans\u0131na g\u00f6re derecelendirmelerini isteyin.&nbsp;Bu \u00f6z de\u011ferlendirme performans inceleme anketlerinde, hedef y\u00f6netimi, ek sorumluluklar \u00fcstlenme iste\u011fi, e\u011fitim gereksinimleri vb. gibi konular\u0131 kapsayabilirsiniz.<\/span><\/p>\n<h4><span>Tak\u0131m de\u011ferlendirmesi<\/span><\/h4>\n<p><span>Ekip de\u011ferlendirme anketlerinde, y\u00f6netimin bireysel ve ekip performanslar\u0131 hakk\u0131nda ne d\u00fc\u015f\u00fcnd\u00fc\u011f\u00fc hakk\u0131nda fikir edinebilirsiniz.&nbsp;\u00c7ak\u0131\u015fan e\u011fitim ve beceri geli\u015ftirme ihtiya\u00e7lar\u0131n\u0131 bulmak i\u00e7in \u00e7al\u0131\u015fan \u00f6z de\u011ferlendirme anketlerini ve y\u00f6netici de\u011ferlendirme anketlerini kullan\u0131n ve buna g\u00f6re e\u011fitim giri\u015fimlerine devam edin.<\/span><\/p>\n<h4><span>Y\u00f6netici de\u011ferlendirmesi<\/span><\/h4>\n<p><span>Y\u00f6netici performans de\u011ferlendirmesi, ekip \u00fcyelerinin amirleri hakk\u0131nda ne d\u00fc\u015f\u00fcnd\u00fcklerini g\u00f6rmek i\u00e7in gereklidir.&nbsp;\u0130yi bir ak\u0131l hocas\u0131 ve lider midirler?&nbsp;Beklentiler a\u00e7\u0131k\u00e7a aktar\u0131l\u0131yor mu?&nbsp;\u00c7al\u0131\u015fan hedefleri ve ekip hedefleri kurumsal hedeflerle uyumlu mu?&nbsp;Y\u00f6neticilerin etkinli\u011fini \u00f6l\u00e7mek i\u00e7in bu t\u00fcr bir de\u011ferlendirmeyi kullan\u0131n.<\/span><\/p>\n<h4><span>E\u011fitim ve geli\u015ftirme ihtiya\u00e7lar\u0131<\/span><\/h4>\n<p><span>\u00c7al\u0131\u015fanlar\u0131n\u0131z\u0131n \u00f6\u011frenme ve geli\u015fim giri\u015fimlerinizin sa\u011fl\u0131kl\u0131 oldu\u011funu hissetmeleri, kariyer e\u011fitim ve geli\u015fim ihtiya\u00e7lar\u0131n\u0131n kar\u015f\u0131lanaca\u011f\u0131n\u0131 hissetmeleri \u00e7ok \u00f6nemlidir.&nbsp;Bir sonraki rolleri i\u00e7in becerilerini nas\u0131l geli\u015ftirebilirler ve kurulu\u015f bu konuda onlara nas\u0131l yard\u0131mc\u0131 olacak?&nbsp;\u00c7al\u0131\u015fanlara e\u011fitim, beceri geli\u015ftirme ve yeniden beceri kazand\u0131rma ihtiya\u00e7lar\u0131 soruluyor mu?&nbsp;Bu \u00f6nemli sorular, e\u011fitim ve geli\u015fim programlar\u0131n\u0131z\u0131 iyile\u015ftirmede ve yenilemede kullan\u0131\u015fl\u0131 olacakt\u0131r.<\/span><\/p>\n<h4><span>Yeni rol haz\u0131rl\u0131\u011f\u0131<\/span><\/h4>\n<p><span>\u00c7al\u0131\u015fanlar\u0131n\u0131z, g\u00f6rev s\u00fcreleri boyunca daha y\u00fcksek sorumluluklara sahip yeni rollere ge\u00e7ecekler.&nbsp;Bir\u00e7o\u011fu y\u00f6netim rollerine ve ekip y\u00f6netimi rollerine ge\u00e7ecek ve buna haz\u0131r olmalar\u0131 gerekiyor.&nbsp;\u0130\u015f i\u00e7in gerekli becerilere sahipler mi?&nbsp;Daha fazla e\u011fitim gerektiriyorlar m\u0131?&nbsp;Meslekta\u015flar\u0131, \u00fcstleri ve astlar\u0131, rol i\u00e7in do\u011fru ki\u015fi olduklar\u0131n\u0131 d\u00fc\u015f\u00fcn\u00fcyorlar m\u0131?&nbsp;\u0130lgili ekipler ve kurulu\u015f i\u00e7in uygunlu\u011fun do\u011fru ve ideal olup olmad\u0131\u011f\u0131n\u0131 \u00f6l\u00e7mek i\u00e7in bu sorular\u0131 kullan\u0131n.<\/span><\/p>\n<p><strong><span>Daha fazla bilgi edinin<\/span><\/strong><span>&nbsp;:&nbsp;<\/span><a href=\"https:\/\/www.questionpro.com\/survey-templates\/Employee-Performance-Review-Survey-for-Growth-opportunities\/\"><span>K\u0131sa \u00c7al\u0131\u015fan Performans\u0131 \u0130nceleme Anketi Sorular\u0131 + \u00d6rnek Anket \u015eablonu<\/span><\/a><\/p>\n<h3><span>\u00c7al\u0131\u015fan performans de\u011ferlendirmesinin faydalar\u0131<\/span><\/h3>\n<p><span>Art\u0131k personel performans \u00f6l\u00e7\u00fcm s\u00fcrecinin neden gerekli oldu\u011funu bildi\u011fimize g\u00f6re, \u00e7al\u0131\u015fan performans de\u011ferlendirmesinin sundu\u011fu en \u00f6nemli 5 faydaya g\u00f6z atal\u0131m.<\/span><\/p>\n<h4><span>Geli\u015ftirilmi\u015f ileti\u015fim<\/span><\/h4>\n<p><span>Personel performans de\u011ferlendirme s\u00fcre\u00e7lerinde y\u00f6neticiler ekip \u00fcyelerine geri bildirimde bulunur.&nbsp;Bu geri bildirim, onlar\u0131n \u00f6devlerine, onu anlamalar\u0131na, tamamlamalar\u0131na ve teslim etmelerine dayanmaktad\u0131r.&nbsp;Bu geri bildirimi kullanarak, \u00e7al\u0131\u015fanlar i\u015flerini iyile\u015ftirebilir ve y\u00f6neticileri taraf\u0131ndan belirlenen bo\u015fluklar\u0131 kapatabilir.&nbsp;Ayr\u0131ca, \u00e7al\u0131\u015fanlar\u0131n sahip olabilece\u011fi ve ele al\u0131nmas\u0131 gereken bir\u00e7ok konuyu da g\u00fcn \u0131\u015f\u0131\u011f\u0131na \u00e7\u0131karmaktad\u0131r.&nbsp;Bu, y\u00f6netici ve ekip aras\u0131nda a\u00e7\u0131k ve d\u00fcr\u00fcst ileti\u015fime yard\u0131mc\u0131 olur.<\/span><\/p>\n<h4><span>Bir kariyer yolu olu\u015fturun<\/span><\/h4>\n<p><span>Y\u00f6neticiler, \u00e7al\u0131\u015fanlar\u0131na g\u00f6revlerde ve bunlar\u0131 nas\u0131l etkili bir \u015fekilde yapabileceklerinde yard\u0131mc\u0131 olur.&nbsp;Performans de\u011ferlendirme toplant\u0131s\u0131, bir \u00e7al\u0131\u015fan\u0131n kariyer yoluna bakmak i\u00e7in m\u00fckemmel bir zamand\u0131r.&nbsp;\u00c7al\u0131\u015fan\u0131n gelecekteki hedeflerinin ne oldu\u011funu ve oraya ula\u015fmak i\u00e7in ne yapmalar\u0131 gerekti\u011fini bilmesini sa\u011flar.&nbsp;Bu, k\u00fc\u00e7\u00fck ve ula\u015f\u0131labilir hedefler olu\u015fturmalar\u0131na, bunlara son tarihler atamalar\u0131na ve tamamlamaya y\u00f6nelik \u00e7al\u0131\u015fmalar\u0131na yard\u0131mc\u0131 olur.&nbsp;Ayr\u0131ca \u00e7al\u0131\u015fanlar\u0131n hiyerar\u015fide nerede durduklar\u0131n\u0131 ve gelecek y\u0131llarda nerede olacaklar\u0131n\u0131 bilmelerini sa\u011flar.<\/span><\/p>\n<h4><span>Etkile\u015fim d\u00fczeylerini kontrol edin<\/span><\/h4>\n<p><span>Ba\u011fl\u0131 \u00e7al\u0131\u015fanlar, meslekta\u015flar\u0131ndan daha iyi performans g\u00f6sterir.&nbsp;Daha iyi tak\u0131m oyuncular\u0131d\u0131r, daha \u00fcretkendirler ve akranlar\u0131na aktif olarak yard\u0131m ederler.&nbsp;Bir personel performans de\u011ferlendirmesi, bir \u00e7al\u0131\u015fan\u0131n ne kadar me\u015fgul oldu\u011funu kontrol etmek i\u00e7in m\u00fckemmel bir zamand\u0131r.&nbsp;Bu, yaln\u0131zca \u00e7al\u0131\u015fan\u0131n ne kadar ba\u011fl\u0131 oldu\u011funu anlaman\u0131za yard\u0131mc\u0131 olmakla kalmayacak, ayn\u0131 zamanda y\u00fcksek kat\u0131l\u0131m\u0131 sa\u011flamak i\u00e7in atman\u0131z gereken gerekli ad\u0131mlar\u0131 da size bildirecektir.<\/span><\/p>\n<h4><span>Kendiniz i\u00e7in geri bildirim al\u0131n<\/span><\/h4>\n<p><span>Performans de\u011ferlendirme toplant\u0131s\u0131 sadece geri bildirim vermek de\u011fildir;&nbsp;ekip \u00fcyelerinden performans\u0131n\u0131z hakk\u0131nda geri bildirim almak i\u00e7in iyi bir f\u0131rsat.&nbsp;Eksik alanlar\u0131n\u0131z\u0131n neler oldu\u011funu ve ekip \u00fcyelerinizin performans\u0131n\u0131 iyile\u015ftirmek i\u00e7in daha fazla neler yapabilece\u011finizi anlay\u0131n ve onlara iyi bir ak\u0131l hocas\u0131 olun.<\/span><\/p>\n<h4><span>Kaynak planlamas\u0131<\/span><\/h4>\n<p><span>Personel de\u011ferlendirmeleri, bir \u00e7al\u0131\u015fan\u0131n nas\u0131l performans g\u00f6sterdi\u011fini ve gelecekteki hedef atamalar\u0131n\u0131n neler olabilece\u011fini anlamada yard\u0131mc\u0131 olur.&nbsp;Bu sadece etkili hedef y\u00f6netimine de\u011fil, ayn\u0131 zamanda kaynak planlamas\u0131na da yard\u0131mc\u0131 olur.&nbsp;Kaynaklar\u0131n\u0131z\u0131 etkin bir \u015fekilde yeniden tahsis edebilir veya ekibinize eklemek i\u00e7in yeni \u00fcyeler tutabilirsiniz.<\/span><\/p>\n<p><strong><span>Daha fazla bilgi edinin<\/span><\/strong><span>&nbsp;:&nbsp;<\/span><a href=\"https:\/\/www.questionpro.com\/survey-templates\/evaluation-of-manager\/\"><span>Y\u00f6netici Etkinli\u011fi De\u011ferlendirme Anketi Sorular\u0131 + \u00d6rnek Anket \u015eablonu<\/span><\/a><\/p>\n<h3><span>Performans de\u011ferlendirme s\u00fcreci: 3 temel ad\u0131m<\/span><\/h3>\n<h4><span>A\u015fama 1<\/span><\/h4>\n<p><span>\u00c7o\u011fu kurulu\u015fta, bir performans de\u011ferlendirme s\u00fcreci, bir \u00e7al\u0131\u015fan\u0131n performans\u0131n\u0131n, \u00e7al\u0131\u015fan\u0131n bu g\u00f6rev s\u00fcresi boyunca kurulu\u015fla s\u00fcrekli \u00e7al\u0131\u015fmas\u0131 \u015fart\u0131yla, her \u00fc\u00e7 ve alt\u0131 ayda bir izlendi\u011fini belirtir.&nbsp;\u0130K departman\u0131, \u00e7al\u0131\u015fanlar\u0131n memnuniyet ve ba\u011fl\u0131l\u0131k d\u00fczeylerine ili\u015fkin doldurmalar\u0131 i\u00e7in \u00e7evrimi\u00e7i bir anket g\u00f6nderebilir.<\/span><\/p>\n<h4><span>Ad\u0131m 2<\/span><\/h4>\n<p><span>\u00c7al\u0131\u015fan\u0131n birinci kademe y\u00f6neticisi, performans kalitesine y\u0131ll\u0131k performans\u0131 de\u011ferlendirdikten,&nbsp;<\/span><a href=\"https:\/\/www.questionpro.com\/employee-engagement-survey.html\"><span>\u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 anketi<\/span><\/a><span>&nbsp;yapt\u0131ktan ve sonunda y\u00fcz y\u00fcze g\u00f6r\u00fc\u015fme yapt\u0131ktan sonra karar verecektir.<\/span><\/p>\n<h4><span>A\u015fama 3<\/span><\/h4>\n<p><span>\u00c7evrimi\u00e7i \u00e7al\u0131\u015fan memnuniyeti anketinden al\u0131nan geri bildirimler anonim tutulabilir.&nbsp;Bu geri bildirim, merkezi bir g\u00f6sterge panosundan ger\u00e7ek zamanl\u0131 olarak analiz edilebilir.&nbsp;Y\u00f6netici, analiz temelinde, y\u00fcz y\u00fcze performans de\u011ferlendirme toplant\u0131s\u0131 i\u00e7in ek sorular haz\u0131rlayabilir.<\/span><\/p>\n<p><span>Deneme s\u00fcresindeki bir \u00e7al\u0131\u015fan\u0131n kadrolu \u00e7al\u0131\u015fan olarak adland\u0131r\u0131labilmesi i\u00e7in, alt\u0131 ay boyunca amirinin beklentilerine g\u00f6re performans g\u00f6stermesi gerekir.&nbsp;Bir \u00e7al\u0131\u015fan\u0131n g\u00f6rev s\u00fcresinin ilk alt\u0131 ay\u0131 \u00e7ok \u00f6nemlidir, \u00e7\u00fcnk\u00fc y\u00f6netim, atanan g\u00f6revlere, sahiplik becerilerine ve g\u00f6rev tamamlamadaki dakikli\u011fe y\u00f6nelik t\u00fcm katk\u0131lar\u0131 i\u00e7in her zaman onlar\u0131 g\u00f6zetler.<\/span><\/p>\n<p><span>Onayland\u0131ktan sonra, acil bir y\u00f6netici, deneme s\u00fcresi olmayan \u00e7al\u0131\u015fan\u0131 y\u0131ll\u0131k olarak de\u011ferlendirecektir.<\/span><\/p>\n<p><a class=\"square-cta secondary-lined-cta\" href=\"https:\/\/www.questionpro.com\/a\/showEntry.do?mode=workforce&amp;classID=1024&amp;sourceRef=blog-workforce\" target=\"_blank\" rel=\"noopener noreferrer\"><strong><span>\u00dccretsiz bir hesap olu\u015ftur<\/span><\/strong><\/a><\/p>\n<h4><span>Sorunsuz bir performans de\u011ferlendirme s\u00fcreci i\u00e7in ipu\u00e7lar\u0131<\/span><\/h4>\n<ul>\n<li><span>S\u00fcperviz\u00f6r, \u00e7al\u0131\u015fanlara kar\u015f\u0131 \u00e7ok olumsuz veya olumlu olmaktan ka\u00e7\u0131nmal\u0131 ve memnuniyetsizli\u011fini m\u00fcmk\u00fcn olan en olumlu \u015fekilde ifade etmelidir.&nbsp;G\u00f6zden ge\u00e7irme toplant\u0131s\u0131ndan \u00f6nce, denet\u00e7iye sorabilece\u011fi sorular\u0131 haz\u0131rlamak i\u00e7in \u00e7al\u0131\u015fanla ileti\u015fim kurmal\u0131d\u0131r.<\/span><\/li>\n<li><span>Bir y\u00f6neticinin ekip \u00fcyesiyle tart\u0131\u015faca\u011f\u0131 genel konular\u0131n bir listesini haz\u0131rlamas\u0131 \u015fiddetle tavsiye edilir, \u00e7\u00fcnk\u00fc bir de\u011ferlendirme tart\u0131\u015fmas\u0131 y\u0131l boyunca tart\u0131\u015f\u0131lmayan t\u00fcm konular i\u00e7in idealdir.<\/span><\/li>\n<li><span>Her y\u00f6netici, performans de\u011ferlendirme toplant\u0131s\u0131nda \u00e7al\u0131\u015fan\u0131n gelecek planlar\u0131n\u0131 organizasyonla iletmelidir.<\/span><\/li>\n<li><span>S\u00fcperviz\u00f6r, de\u011ferlendirme s\u00fcrecini her zaman olumlu bir notla sonland\u0131rmal\u0131d\u0131r.<\/span><\/li>\n<\/ul>\n<p><strong><span>Daha fazla bilgi edinin<\/span><\/strong><span>&nbsp;:&nbsp;<\/span><a href=\"https:\/\/www.questionpro.com\/survey-templates\/360-degree-review-survey-template\/\"><span>360 Derece \u0130nceleme Anketi Sorular\u0131 + \u00d6rnek Anket \u015eablonu<\/span><\/a><\/p>\n<h3><span>Performans de\u011ferlendirme y\u00f6ntemleri: Dikkate al\u0131nmas\u0131 gereken 5 temel y\u00f6ntem<\/span><\/h3>\n<p><span>En kritik 5 performans de\u011ferlendirme y\u00f6ntemi vard\u0131r.&nbsp;Bu performans de\u011ferlendirme y\u00f6ntemlerinden yaln\u0131zca birinin kullan\u0131lmas\u0131, bir kurulu\u015fun yaln\u0131zca tek tarafl\u0131 bilgi edinmesine yard\u0131mc\u0131 olurken, bu y\u00f6ntemlerin bir\u00e7o\u011funu \u00e7e\u015fitli perspektiflerden i\u00e7g\u00f6r\u00fcler elde etmeye yard\u0131mc\u0131 olmak i\u00e7in kullan\u0131rken, bu da tarafs\u0131z ve performans merkezli bir karar olu\u015fturmada etkili olacakt\u0131r.<\/span><\/p>\n<h4><span>1. \u00d6z de\u011ferlendirme<\/span><\/h4>\n<p><span>Bu, \u00e7al\u0131\u015fan incelemelerine ba\u015flamak i\u00e7in harika bir y\u00f6ntemdir.&nbsp;<\/span><span>&nbsp;\u00d6z de\u011ferlendirme, bir \u00e7al\u0131\u015fan\u0131n baz\u0131 de\u011ferlendirme kriterlerini g\u00f6z \u00f6n\u00fcnde bulundurarak&nbsp;<\/span><a href=\"https:\/\/www.questionpro.com\/multiple-choice-questions.html\"><span>\u00e7oktan se\u00e7meli<\/span><\/a><span>&nbsp;veya&nbsp;<\/span><a href=\"https:\/\/www.questionpro.com\/open-ended-questions.html\"><span>a\u00e7\u0131k u\u00e7lu sorular<\/span><\/a><span>&nbsp;kullanarak kendilerini derecelendirmesinin beklenmesidir .&nbsp;<\/span><span>Y\u00f6netim, \u00f6z de\u011ferlendirme yapt\u0131ktan sonra, bir \u00e7al\u0131\u015fan\u0131 performans\u0131 hakk\u0131ndaki d\u00fc\u015f\u00fcncelerini dikkate alarak adil bir \u015fekilde de\u011ferlendirme f\u0131rsat\u0131na sahiptir.<\/span><\/p>\n<p><span>Bir kurulu\u015fun y\u00f6netimi, her \u00e7al\u0131\u015fan\u0131n \u00f6z de\u011ferlendirmesini, y\u00f6neticisinin sa\u011flad\u0131\u011f\u0131 derecelendirme ile kar\u015f\u0131la\u015ft\u0131rabilir, bu da performans de\u011ferlendirme s\u00fcrecini kapsaml\u0131 ve etkili hale getirir.&nbsp;Belirli bir \u015feffafl\u0131k d\u00fczeyini korumak i\u00e7in \u00f6z de\u011ferlendirme notlar\u0131 ile denetim otoritesinin notlar\u0131 aras\u0131ndaki bo\u015fluk tart\u0131\u015f\u0131labilir.<\/span><\/p>\n<h4><span>2. 360 derece \u00e7al\u0131\u015fan de\u011ferlendirmesi<\/span><\/h4>\n<p><span>Bu performans de\u011ferlendirme y\u00f6nteminde bir \u00e7al\u0131\u015fan, hem ekip i\u00e7inde hem de d\u0131\u015f ekiplerle yapt\u0131\u011f\u0131 ilerlemeler a\u00e7\u0131s\u0131ndan derecelendirilir.&nbsp;Farkl\u0131 departmanlar\u0131n denet\u00e7ilerinden gelen girdiler, do\u011frudan denet\u00e7iler ve yak\u0131n akranlar taraf\u0131ndan yap\u0131lan de\u011ferlendirme ile birlikte dikkate al\u0131n\u0131r.&nbsp;B\u00f6ylece&nbsp;<\/span><a href=\"https:\/\/www.questionpro.com\/blog\/360-degree-feedback\/\"><span>360 \u200b\u200bderece geri bildirimde<\/span><\/a><span>&nbsp;, her \u00e7al\u0131\u015fan\u0131n yapt\u0131\u011f\u0131 i\u015f, g\u00f6rev tan\u0131m\u0131na g\u00f6re ve di\u011fer ekiplerle birlikte yapt\u0131\u011f\u0131 i\u015flere g\u00f6re puanlan\u0131r.<\/span><\/p>\n<h4><span>3. Grafik derecelendirme \u00f6l\u00e7e\u011fi<\/span><\/h4>\n<p><span>Bu, denet\u00e7iler taraf\u0131ndan en yayg\u0131n olarak kullan\u0131lan performans de\u011ferlendirme y\u00f6ntemlerinden biridir.&nbsp;Bu \u00f6l\u00e7ekte zay\u0131ftan m\u00fckemmele kadar de\u011ferlere kar\u015f\u0131l\u0131k gelen say\u0131sal veya metinsel de\u011ferler kullan\u0131labilir ve bu grafiksel \u00f6l\u00e7ek kullan\u0131larak birden fazla ekip \u00fcyesinin paralel de\u011ferlendirmesi yap\u0131labilir.&nbsp;Bir ekipteki di\u011ferlerine k\u0131yasla \u00e7al\u0131\u015fan becerileri, uzmanl\u0131\u011f\u0131, davran\u0131\u015f\u0131 ve di\u011fer nitelikleri de\u011ferlendirilebilir.&nbsp;Her \u00e7al\u0131\u015fan\u0131n, ba\u015far\u0131 ve ba\u015far\u0131s\u0131zl\u0131k a\u00e7\u0131s\u0131ndan \u00f6l\u00e7e\u011fin her bir varl\u0131\u011f\u0131n\u0131n de\u011ferini anlamas\u0131n\u0131 sa\u011flamak \u00f6nemlidir.&nbsp;Bu \u00f6l\u00e7ek ideal olarak her \u00e7al\u0131\u015fan i\u00e7in ayn\u0131 olmal\u0131d\u0131r.<\/span><\/p>\n<h4><span>4. Geli\u015fimsel kontrol listeleri<\/span><\/h4>\n<p><span>Her organizasyonun, her bir \u00e7al\u0131\u015fan\u0131n geli\u015fimleri ve sergiledikleri davran\u0131\u015flar i\u00e7in belirli bir yol haritas\u0131 vard\u0131r.&nbsp;Geli\u015ftirme i\u00e7in bir kontrol listesi tutman\u0131n bu y\u00f6ntemi, en basit performans de\u011ferlendirme y\u00f6ntemlerinden biridir.&nbsp;<\/span><span>Bu kontrol listesinde , yan\u0131tlar\u0131n\u0131n olumlu olmas\u0131 gereken&nbsp;birka\u00e7&nbsp;<\/span><a href=\"https:\/\/www.questionpro.com\/article\/survey-question-answer-type.html#The_Dichotomous_Survey_Questions\"><span>ikili soru vard\u0131r.&nbsp;<\/span><\/a><span>De\u011filse, \u00e7al\u0131\u015fan\u0131n iyile\u015ftirilmesi gereken alanlarda bir miktar geli\u015fim e\u011fitimi almas\u0131 gerekir.<\/span><\/p>\n<h4><span>5. Zorlu olaylar kontrol listesi<\/span><\/h4>\n<p><span>Her \u00e7al\u0131\u015fan\u0131n bir organizasyonla kariyerinde, muazzam beceri ve uzmanl\u0131k sergilemesi gereken olaylar vard\u0131r.&nbsp;Ak\u0131ll\u0131 bir y\u00f6netici, her zaman \u00e7al\u0131\u015fanlar\u0131n iyi veya k\u00f6t\u00fc nitelikler g\u00f6sterdi\u011fi zorlu bir olay listesi tutma e\u011filimindedir.<\/span><\/p>\n<p><b><span>Kitapl\u0131\u011f\u0131m\u0131z\u0131 g\u00f6r\u00fcnt\u00fcleyin:&nbsp;<\/span><\/b><a href=\"https:\/\/www.questionpro.com\/survey-templates\/employee-evaluation-surveys\"><span>\u00c7al\u0131\u015fan de\u011ferlendirme anketi \u015fablonlar\u0131<\/span><\/a><\/p>\n<h3><span>Performans de\u011ferlendirme \u00f6rne\u011fi<\/span><\/h3>\n<p><span>Tart\u0131\u015f\u0131lan t\u00fcm noktalar\u0131 g\u00f6z \u00f6n\u00fcnde bulundurarak, i\u015fte bir performans de\u011ferlendirme \u00f6rne\u011fi:<\/span><\/p>\n<p><span>\u201cJohn, yaz\u0131l\u0131m geli\u015ftirme ekibinin en \u00e7al\u0131\u015fkan \u00fcyelerinden biriydi.&nbsp;K\u0131s\u0131tl\u0131 zaman dilimlerinde son derece iyi \u00e7al\u0131\u015f\u0131r ve projenin talebine g\u00f6re kendini ayarlar.&nbsp;Derhal sonu\u00e7 almak i\u00e7in endi\u015felerini her zaman zaman\u0131nda iyi bir \u015fekilde tart\u0131\u015f\u0131r ve di\u011fer ekip \u00fcyelerini d\u00fczenli olarak motive eder.<\/span><\/p>\n<p><span>\u00dcretti\u011fi i\u015fin kalitesini takip ediyor ve \u00e7ok analitik.&nbsp;Bundan dolay\u0131 kendini s\u00fcrekli geli\u015ftirir.&nbsp;\u015eu anda sahip oldu\u011fum tek endi\u015fe, ek sorumluluklar\u0131 yerine getirip getiremeyece\u011fi.\u201d<\/span><\/p>\n<p><span>Bu \u00f6rnekten, bir y\u00f6neticinin etkili bir performans de\u011ferlendirmesine sahip olmas\u0131 i\u00e7in, koordinatlar\u0131 en profesyonel \u015fekilde, olumsuzluklar\u0131n olumlulara bask\u0131n gelmemesini sa\u011flayarak sunmas\u0131 gerekti\u011fi a\u00e7\u0131kt\u0131r.&nbsp;Bu, y\u00f6neticinin liderlik becerilerinin yan\u0131 s\u0131ra \u00e7al\u0131\u015fan\u0131n y\u0131ll\u0131k performans\u0131n\u0131n bir kan\u0131t\u0131d\u0131r.<\/span><\/p>\n<p><strong><span>Daha fazla bilgi edinin<\/span><\/strong><span>&nbsp;:&nbsp;<\/span><a href=\"https:\/\/www.questionpro.com\/survey-templates\/gender-discrimination-survey-template\/\"><span>Cinsiyet Ayr\u0131mc\u0131l\u0131\u011f\u0131 Anketi Sorular\u0131 + \u00d6rnek Anket \u015eablonu&nbsp;<\/span><\/a><\/p>\n<p><span>\u00c7al\u0131\u015fan s\u00fcre\u00e7lerinizi izlemek, izlemek ve \u00f6l\u00e7mek i\u00e7in&nbsp;QuestionPro&nbsp;<\/span><a href=\"https:\/\/www.questionpro.com\/workforce\/\"><em><span>Workforce&#8217;u deneyin.<\/span><\/em><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Performans de\u011ferlendirmesi nedir? Tan\u0131m Performans De\u011ferlendirmesi, bir \u00e7al\u0131\u015fan\u0131n i\u015f sorumluluklar\u0131na g\u00f6re \u00e7al\u0131\u015fmalar\u0131n\u0131 ve sonu\u00e7lar\u0131n\u0131 \u00f6l\u00e7mek i\u00e7in resmi ve \u00fcretken bir [&hellip;]<\/p>\n","protected":false},"author":39,"featured_media":300951,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[230],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Performans de\u011ferlendirmesi \u2013 Tan\u0131m, y\u00f6ntem, anket sorular\u0131 ve \u00f6rnek | QuestionPro<\/title>\n<meta name=\"description\" content=\"Performans de\u011ferlendirmesi nedir? 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