{"id":730595,"date":"2022-10-21T11:00:57","date_gmt":"2022-10-21T18:00:57","guid":{"rendered":"https:\/\/www.questionpro.com\/blog\/olumsuz-geri-bildirim-olumlu-hale-getirmenin-yollari\/"},"modified":"2022-10-21T11:00:57","modified_gmt":"2022-10-21T11:00:57","slug":"olumsuz-geri-bildirim-olumlu-hale-getirmenin-yollari","status":"publish","type":"post","link":"https:\/\/www.questionpro.com\/blog\/tr\/olumsuz-geri-bildirim-olumlu-hale-getirmenin-yollari\/","title":{"rendered":"Olumsuz Geri Bildirim: Olumlu Hale Getirmenin Yollar\u0131"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Geribildirim vermek, \u00f6zellikle de olumsuz geribildirim vermeniz gerekiyorsa, s\u0131kl\u0131kla stresli olarak d\u00fc\u015f\u00fcn\u00fcl\u00fcr. Bir \u00e7al\u0131\u015fan\u0131n sorun yaratma ge\u00e7mi\u015fi oldu\u011funu bildi\u011finizde durum daha da k\u00f6t\u00fcle\u015fir.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlar\u0131n \u00fcretkenli\u011fi, hevesi ve size olan inanc\u0131 geri bildirim verme \u015feklinizden etkilenir. Bu y\u00fczden liderler yap\u0131c\u0131 ele\u015ftiri yapmay\u0131 \u00f6\u011frenmelidir.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Geri bildirim becerilerinizi nas\u0131l geli\u015ftirece\u011finizi ve yap\u0131c\u0131 ele\u015ftirileri ekibinizdeki herkes i\u00e7in bir kazan-kazana nas\u0131l d\u00f6n\u00fc\u015ft\u00fcrece\u011finizi \u00f6\u011frenmek i\u00e7in okumaya devam edin.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Negatif geri bildirim nedir?<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Olumsuz geri bildirim, sorunlar\u0131 veya d\u00fc\u015f\u00fck performans\u0131 \u00f6nlemek i\u00e7in de\u011fi\u015ftirilmesi gereken eylemleri vurgulamak \u00fczere bir \u00e7al\u0131\u015fana verilen bilgidir. Verimlili\u011fi ve performans\u0131 art\u0131rmak i\u00e7in \u00e7al\u0131\u015fan davran\u0131\u015f\u0131n\u0131 de\u011fi\u015ftirmeyi ama\u00e7lar.<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">\u00d6rne\u011fin, bir \u00e7al\u0131\u015fan yanl\u0131\u015f bir s\u00f6zle\u015fme yaparsa, y\u00f6netim g\u00fcnler veya haftalar sonra de\u011fil, s\u00f6zle\u015fmeyi al\u0131r almaz onunla g\u00f6r\u00fc\u015fmelidir.<\/span><\/i><\/p>\n<p><span style=\"font-weight: 400;\">Olumsuz geri bildirim, i\u015fyeri verimlili\u011fini art\u0131rmak i\u00e7in de\u011ferli bir ara\u00e7t\u0131r. \u00c7al\u0131\u015fan-y\u00f6netici ba\u011flant\u0131s\u0131n\u0131 ve g\u00fcvenini art\u0131rabilir. Bir\u00e7ok \u00e7al\u0131\u015fan, kendilerini rahats\u0131z etse bile, y\u00f6neticilerinden gelen yap\u0131c\u0131 geri bildirimleri takdir eder ve memnuniyetle kar\u015f\u0131lar.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Olumsuz geri bildirim sa\u011flaman\u0131n \u00f6nemi<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Olumsuz geri bildirimde bulunman\u0131n yararl\u0131 olmas\u0131n\u0131n birka\u00e7 nedeni vard\u0131r. A\u015fa\u011f\u0131da bunun ba\u015fl\u0131ca nedenlerinden baz\u0131lar\u0131 s\u0131ralanmaktad\u0131r:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlar\u0131n performans\u0131n\u0131n artmas\u0131na yol a\u00e7ar.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Y\u00f6netsel liderlik yeteneklerinin geli\u015fmesini kolayla\u015ft\u0131r\u0131r.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlar\u0131n y\u00f6neticilerinin veya kurumun kendilerinden beklentilerinin fark\u0131nda olmalar\u0131n\u0131 sa\u011flar.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlar\u0131n i\u015fteyken desteklendikleri ve \u00f6nemsendikleri hissini ya\u015famalar\u0131na yard\u0131mc\u0131 olur.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlar\u0131n a\u00e7\u0131klama i\u00e7in soru sormalar\u0131na izin verilir.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlar\u0131n i\u015f sorumluluklar\u0131n\u0131 yerine getirme kapasitelerini art\u0131r\u0131r.<\/span><\/li>\n<\/ul>\n<h2><span style=\"font-weight: 400;\">Olumsuz geri bildirimi olumlu hale getirmenin yollar\u0131<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Olumlu geri bildirim vermek genellikle basittir, ancak olumsuz geri bildirim vermek daha zor olabilir. Uygun \u015fekilde sa\u011flanmad\u0131\u011f\u0131nda \u00e7al\u0131\u015fanlar buna duyarl\u0131 de\u011fildir. A\u015fa\u011f\u0131da bir \u00e7al\u0131\u015fana olumsuz ele\u015ftiri yapman\u0131n olumlu yollar\u0131 verilmi\u015ftir:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">Olumsuz geri bildirimleri sert bir \u015fekilde iletmekten ka\u00e7\u0131n\u0131n<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Dikkatli ve sayg\u0131l\u0131 bir \u015fekilde geri bildirimde bulunun. \u00c7ok d\u00fczenli ve duygulara sayg\u0131 g\u00f6sterilmeden teklif edilirse, al\u0131c\u0131 savunma moduna ge\u00e7ecek, potansiyel olarak g\u00fcvenini, egosunu ve hevesini kaybedecektir.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">Duygusal dengeyi koruyun<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Olumsuz geri bildirim vermeden \u00f6nce duygular\u0131n\u0131z\u0131 d\u00fczenleyin. \u00d6fkeliyken, k\u0131zg\u0131nken veya ba\u015fka bir \u015fekilde olumsuzken, faydal\u0131 geri bildirim vermek zordur. Geri bildirim alan ki\u015finin rahat oldu\u011fundan emin olun. Bu onlar\u0131 geri bildirim konusunda daha az savunmac\u0131 yapacakt\u0131r.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">\u00d6zel olarak teslim edin<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u0130\u015f arkada\u015flar\u0131n\u0131z\u0131n \u00f6n\u00fcnde asla olumsuz geri bildirimde bulunmay\u0131n. \u00c7al\u0131\u015fan kendini utanm\u0131\u015f hissedebilir ve geri bildirimi engelleyebilir. Ki\u015fiyle ofisinizde veya bir toplant\u0131 odas\u0131nda bulu\u015fun. Bunu yapmak \u00e7al\u0131\u015fana sayg\u0131 g\u00f6sterecek ve geri bildiriminize a\u00e7\u0131k bir yan\u0131t vermesini sa\u011flayacakt\u0131r.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">Ki\u015fi bazl\u0131 de\u011fil, davran\u0131\u015f bazl\u0131 geri bildirim verin<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fandan ziyade istenen davran\u0131\u015f de\u011fi\u015fikli\u011fine odaklanmak daha iyidir. \u00c7al\u0131\u015fan\u0131n eylemlerine odaklanmak, geri bildirim almay\u0131 kolayla\u015ft\u0131r\u0131r ve sald\u0131r\u0131ya u\u011fram\u0131\u015f hissetmelerini \u00f6nler.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">\u00d6nemsiz a\u00e7\u0131klamalardan ka\u00e7\u0131n\u0131n<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Bazen liderler veya amirler olumsuz geri bildirim tart\u0131\u015fmalar\u0131na \u00f6nemsiz s\u00f6zler veya haks\u0131z \u00f6vg\u00fclerle ba\u015flarlar. \u0130\u015fveren bunu, \u00e7al\u0131\u015fan\u0131n ele\u015ftirel geri bildirim almas\u0131n\u0131 kolayla\u015ft\u0131rmak i\u00e7in yapar.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Yap\u0131c\u0131 ele\u015ftirilerde bulunurken dikkatinizi ger\u00e7ekler \u00fczerinde tutun ve m\u00fcmk\u00fcn oldu\u011funca samimi, pratik ve a\u00e7\u0131k olmaya \u00e7al\u0131\u015f\u0131n. \u00c7al\u0131\u015fan\u0131 da benzer \u015fekilde yan\u0131t vermesi i\u00e7in motive edecektir.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">Olumsuz geri bildirimleri zaman\u0131nda yap\u0131n<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Olumsuz geri bildirim zamanlamas\u0131 \u00e7ok \u00f6nemlidir. \u0130stenen davran\u0131\u015f ortaya \u00e7\u0131kar \u00e7\u0131kmaz geri bildirim vermek \u00e7ok \u00f6nemlidir. Bu, \u00e7al\u0131\u015fan\u0131 h\u0131zl\u0131 hareket etmesi i\u00e7in motive edecek ve geri bildirimin g\u00fcnler veya haftalar beklemenize k\u0131yasla daha az sert hissettirmesini sa\u011flayacakt\u0131r.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">Spesifik olun<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Zaman\u0131nda ve kesin yorumlar yapmal\u0131s\u0131n\u0131z. &#8220;Formu yanl\u0131\u015f doldurmu\u015fsunuz&#8221; demek yerine, neyi yanl\u0131\u015f yapt\u0131klar\u0131n\u0131 ve bunu nas\u0131l d\u00fczelteceklerini a\u00e7\u0131klay\u0131n. \u00d6devi yerine getirmenin veya uygunsuz davranman\u0131n sonu\u00e7lar\u0131n\u0131 da a\u00e7\u0131klayabilirsiniz.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">Sak\u0131n korkma<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Eylem a\u011f\u0131rsa veya \u00e7al\u0131\u015fan korumac\u0131ysa olumsuz geri bildirim vermek zor olabilir. \u00d6fkenize ra\u011fmen sakin olun. \u00d6fkenizi kaybetmeniz, \u00e7al\u0131\u015fan\u0131n de\u011fi\u015fiklik yapmay\u0131 reddetmesine veya yap\u0131c\u0131 geri bildirimi iyi alamamas\u0131na neden olabilir.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fan\u0131n yan\u0131t vermesine izin verin<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Bir sohbette geri bildirim verin. Davran\u0131\u015f\u0131 ve ihtiya\u00e7 duyulan iyile\u015ftirmeleri tart\u0131\u015ft\u0131ktan sonra, \u00e7al\u0131\u015fan\u0131n yan\u0131t vermesine ve sorular sormas\u0131na izin verin. Bu, \u00e7al\u0131\u015fan\u0131n zaman\u0131na ve d\u00fc\u015f\u00fcncelerine de\u011fer verdi\u011finizi ve onlar\u0131 dinlemeye haz\u0131r oldu\u011funuzu g\u00f6sterir.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">Bir eylem plan\u0131 yap\u0131n<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Sorunu a\u00e7\u0131klad\u0131ktan sonra bir not veya eylem plan\u0131 olu\u015fturun. \u00c7al\u0131\u015fanlar\u0131n performans hedeflerini ve son teslim tarihlerini belirleyin. \u00c7al\u0131\u015fan\u0131n ilerlemesini haftal\u0131k veya ayl\u0131k olarak kontrol edebilirsiniz. Davran\u0131\u015f de\u011fi\u015fikli\u011fini te\u015fvik etmek i\u00e7in patronlar\u0131 olarak herhangi bir \u015fey yapman\u0131z gerekiyorsa bunu da ekleyin. Gerekirse anla\u015fmaya yeni bir e\u011fitim stratejisi ekleyin.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">Ne zaman takip edece\u011finizi planlay\u0131n<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanla g\u00f6r\u00fc\u015fmek ve notu ya da eylem plan\u0131n\u0131 g\u00f6zden ge\u00e7irmek i\u00e7in bir tarih ve saat belirleyin. \u00c7al\u0131\u015fan\u0131n geli\u015fiminin d\u00fczenli olarak izlenmesi ve ayarlamalar hakk\u0131nda olumlu yorumlar yap\u0131lmas\u0131 hayati \u00f6nem ta\u015f\u0131maktad\u0131r. Ayr\u0131ca, \u00e7al\u0131\u015fan\u0131n \u00fczerinde anla\u015fmaya var\u0131lan faaliyetleri takip etme olas\u0131l\u0131\u011f\u0131n\u0131 da art\u0131r\u0131r.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Olumsuz geribildirimi olumlu \u015fekilde vermek i\u00e7in \u00f6rnek<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Herhangi bir \u015feyi iyi yapmak i\u00e7in pratik, deneyim ve g\u00f6zlem \u00e7ok \u00f6nemlidir. Uygun ve sofistike bir \u015fekilde geri bildirim sa\u011flamak zor olabilir. A\u015fa\u011f\u0131daki \u00f6rnekler bir ba\u015flang\u0131\u00e7 noktas\u0131 olabilir:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">\u00d6rnek 1<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><b>A\u00e7\u0131klamalar:<\/b><span style=\"font-weight: 400;\"> Teslim tarihlerini ka\u00e7\u0131rmaya devam ediyorsunuz, bu da projeyi ve ekibin geri kalan\u0131n\u0131 etkiliyor.<\/span><\/p>\n<p><b>Olumlu alternatifler:  <\/b><span style=\"font-weight: 400;\">Zaman y\u00f6netimi ile m\u00fccadele etti\u011finizi g\u00f6rd\u00fcm. Yard\u0131m etmek i\u00e7in benden istedi\u011finiz bir \u015fey var m\u0131?<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">\u00d6rnek 2<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><b>A\u00e7\u0131klamalar:<\/b><span style=\"font-weight: 400;\">  Amac\u0131n\u0131z ger\u00e7ekle\u015fmedi. Tak\u0131m\u0131n performans\u0131n\u0131 etkileyecek olmas\u0131 beni endi\u015felendiriyor.<\/span><\/p>\n<p><b>Olumlu alternatifler:  <\/b><span style=\"font-weight: 400;\">Hedeflerinize ula\u015famam\u0131\u015f olsan\u0131z da ne kadar \u00e7ok \u00e7al\u0131\u015ft\u0131\u011f\u0131n\u0131z\u0131 biliyorum. Size yard\u0131mc\u0131 olabilece\u011fim herhangi bir engeliniz var m\u0131?<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">\u00d6rnek 3<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><b>A\u00e7\u0131klamalar:<\/b><span style=\"font-weight: 400;\"> Ekibe gece ge\u00e7 saatlerde g\u00f6nderdi\u011fin e-postalar beni rahats\u0131z etti \u00e7\u00fcnk\u00fc i\u015finin sorumlulu\u011funu \u00fcstlenmi\u015f gibi g\u00f6r\u00fcnm\u00fcyorsun.<\/span><\/p>\n<p><b>Olumlu alternatifler:  <\/b><span style=\"font-weight: 400;\">\u0130\u015f-ya\u015fam dengeniz konusunda endi\u015feliyim \u00e7\u00fcnk\u00fc gece ge\u00e7 saatlerde personele g\u00f6nderdi\u011finiz e-postalar\u0131 g\u00f6rd\u00fcm. \u0130\u015f y\u00fck\u00fcn\u00fcz\u00fc daha iyi anlayabilmemiz i\u00e7in biraz daha ayr\u0131nt\u0131ya girebilir misiniz?<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">\u00d6rnek 4<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><b>A\u00e7\u0131klamalar:<\/b><span style=\"font-weight: 400;\"> Yeni sorumluluklar \u00fcstlendiniz ancak bunlar\u0131 iyi y\u00f6netemiyor gibi g\u00f6r\u00fcn\u00fcyorsunuz.<\/span><\/p>\n<p><b>Olumlu alternatifler:  <\/b><span style=\"font-weight: 400;\">Yeni g\u00f6reviniz i\u00e7in tebrikler. Zorluklar olmal\u0131. Olas\u0131 e\u011fitim ve destek hakk\u0131nda konu\u015fabilir miyiz?<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">\u00d6rnek 5<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><b>A\u00e7\u0131klamalar:<\/b><span style=\"font-weight: 400;\"> D\u00fcnk\u00fc toplant\u0131da sinirliydiniz ve bu da karar vermenizi olduk\u00e7a zorla\u015ft\u0131rd\u0131.<\/span><\/p>\n<p><b>Olumlu alternatifler:  <\/b><span style=\"font-weight: 400;\">D\u00fcnk\u00fc toplant\u0131da \u00fczg\u00fcn g\u00f6r\u00fcnd\u00fc\u011f\u00fcn\u00fcz\u00fc g\u00f6zlemledim. L\u00fctfen i\u015flerin nas\u0131l gitti\u011fini bana bildirir misiniz?<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Sonu\u00e7<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Geri bildirim vermek, insan y\u00f6netiminin gerekli bir par\u00e7as\u0131d\u0131r. Ancak, zorlay\u0131c\u0131 olabilir. Geri bildirim verdi\u011finiz ki\u015fi, \u00e7al\u0131\u015fan geli\u015fimine kendinizi adad\u0131\u011f\u0131n\u0131zda samimiyetinizin fark\u0131na varacakt\u0131r. Olumsuz geri bildirimleri olumlu bir \u015fekilde sa\u011flamak i\u00e7in bu blogda \u00f6zetlenen yollar\u0131 kullan\u0131n.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Olumsuz geri bildirimleri dikkatle ele al\u0131n. Yollar\u0131 ke\u015ffedin, \u00f6rneklerden \u00f6\u011frenin ve ilerleme i\u00e7in geri bildirim verin. Sa\u011flay\u0131c\u0131, faaliyetin amac\u0131n\u0131 ve motivasyonunu ger\u00e7ekle\u015ftirmelidir. Ayr\u0131ca ki\u015fisel ve ba\u011flamsal durumlar\u0131 de\u011ferlendirmeli ve hangi bilgilerden yoksun olduklar\u0131n\u0131 bilmelidirler.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">QuestionPro&#8217;nun yard\u0131m\u0131yla i\u015f g\u00fcc\u00fcn\u00fczden d\u00fczenli olarak geri bildirim toplayarak \u015firketinizi nas\u0131l geli\u015ftirebilece\u011finizi ke\u015ffedin. QuestionPro \u0130\u015f G\u00fcc\u00fc, olumsuz geri bildirim verme kapasitenizi belirlemenize yard\u0131mc\u0131 olacakt\u0131r. Bu konuda ne d\u00fc\u015f\u00fcnd\u00fcklerini \u00f6\u011frenmek i\u00e7in \u00e7al\u0131\u015fanlar\u0131n\u0131za anket yapabilirsiniz.<\/span><\/p>\n<p style=\"text-align: center;\"><a href=\"https:\/\/www.questionpro.com\/workforce\/book-a-demo\/\" target=\"_blank\" rel=\"noopener\"><br \/>\n  <button>DEMO REZERVASYONU YAPIN<\/button><br \/>\n<\/a>       <a href=\"https:\/\/www.questionpro.com\/workforce\/\" target=\"_blank\" rel=\"noopener\"><br \/>\n  <button>DAHA FAZLA BI\u0307LGI\u0307 EDI\u0307NI\u0307N<\/button><br \/>\n<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Geribildirim vermek, \u00f6zellikle de olumsuz geribildirim vermeniz gerekiyorsa, s\u0131kl\u0131kla stresli olarak d\u00fc\u015f\u00fcn\u00fcl\u00fcr. Bir \u00e7al\u0131\u015fan\u0131n sorun yaratma ge\u00e7mi\u015fi oldu\u011funu bildi\u011finizde durum [&hellip;]<\/p>\n","protected":false},"author":51,"featured_media":719947,"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":[1192],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Olumsuz Geri Bildirim: Olumlu Hale Getirmenin Yollar\u0131 | QuestionPro<\/title>\n<meta name=\"description\" content=\"Geri bildirim, performansta kilit bir fakt\u00f6rd\u00fcr ve bir liderin ne kadar iyi i\u015f \u00e7\u0131kard\u0131\u011f\u0131n\u0131 g\u00f6steren bir kuzey y\u0131ld\u0131z\u0131d\u0131r. Olumsuz geri bildirimlerle nas\u0131l ba\u015fa \u00e7\u0131kaca\u011f\u0131n\u0131z\u0131 \u00f6\u011frenmek i\u00e7in okumaya devam edin.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.questionpro.com\/blog\/tr\/olumsuz-geri-bildirim-olumlu-hale-getirmenin-yollari\/\" \/>\n<meta property=\"og:locale\" content=\"tr_TR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Olumsuz Geri Bildirim: Olumlu Hale Getirmenin Yollar\u0131 | QuestionPro\" \/>\n<meta property=\"og:description\" content=\"Geri bildirim, performansta kilit bir fakt\u00f6rd\u00fcr ve bir liderin ne kadar iyi i\u015f \u00e7\u0131kard\u0131\u011f\u0131n\u0131 g\u00f6steren bir kuzey y\u0131ld\u0131z\u0131d\u0131r. 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