{"id":794144,"date":"2018-01-04T04:31:27","date_gmt":"2018-01-04T04:31:27","guid":{"rendered":"https:\/\/www.questionpro.com\/blog\/calisanlari-elde-tutma-stratejileri-en-iyi-uygulamalar-ve-yaygin-mitler\/"},"modified":"2018-01-04T04:31:27","modified_gmt":"2018-01-04T04:31:27","slug":"calisanlari-elde-tutma-stratejileri-en-iyi-uygulamalar-ve-yaygin-mitler","status":"publish","type":"post","link":"https:\/\/www.questionpro.com\/blog\/tr\/calisanlari-elde-tutma-stratejileri-en-iyi-uygulamalar-ve-yaygin-mitler\/","title":{"rendered":"\u00c7al\u0131\u015fanlar\u0131 elde tutma stratejileri: en iyi uygulamalar ve yayg\u0131n mitler"},"content":{"rendered":"

\u00c7al\u0131\u015fanlar\u0131 elde tutmak nedir?<\/b><\/h3>\n

\u00c7al\u0131\u015fanlar\u0131 elde tutma<\/span>Bu konuda a\u015f\u0131r\u0131ya ka\u00e7amazs\u0131n\u0131z ve bunu baltalayamazs\u0131n\u0131z. Bu dengeli bir s\u00fcre\u00e7 olmal\u0131d\u0131r, e\u011fer bir i\u015fveren bu konuda a\u015f\u0131r\u0131ya ka\u00e7arsa, \u00e7al\u0131\u015fanlar\u0131 elinde tutmak i\u00e7in \u00e7ok \u00e7aresiz oldu\u011fu izlenimini verir ve bunu baltalarsa, \u00e7al\u0131\u015fanlar \u00f6ncelikleri de\u011filmi\u015f gibi g\u00f6r\u00fcn\u00fcrler. <\/span><\/p>\n

\u00c7al\u0131\u015fan\u0131 elde tutma<\/a>, \u00e7al\u0131\u015fanlar\u0131n en etkili <\/a> \u00e7al\u0131\u015fan\u0131 elde tutma y\u00f6ntemleri kullan\u0131larak uzun s\u00fcre kurumda kalmaya te\u015fvik edildi\u011fi bir s\u00fcre\u00e7tir. <\/span>stratejileri<\/span> ve <\/span>
\n ara\u00e7lar<\/span>
\n<\/a>. Bu, hem kurum hem de \u00e7al\u0131\u015fan i\u00e7in kar\u015f\u0131l\u0131kl\u0131 fayda sa\u011flayan bir faaliyettir. <\/span><\/p>\n

\u00c7al\u0131\u015fanlar\u0131 elde tutma, bir \u0130nsan Kaynaklar\u0131 y\u00f6netimi planlamas\u0131d\u0131r. Yap\u0131lan bir ara\u015ft\u0131rmaya g\u00f6re, Amerika Birle\u015fik Devletleri’nde her y\u0131l \u00e7al\u0131\u015fanlar\u0131n %41’i s\u0131rf i\u015f yerlerinde mutsuz olduklar\u0131 i\u00e7in i\u015flerinden ayr\u0131lmaktad\u0131r. <\/span><\/p>\n

\u00c7al\u0131\u015fanlar\u0131n i\u015flerini b\u0131rakmalar\u0131n\u0131n veya s\u00fcrekli olarak i\u015ften ayr\u0131lmalar\u0131n\u0131n \u00e7e\u015fitli nedenleri vard\u0131r. <\/span><\/p>\n

Asl\u0131nda \u00e7al\u0131\u015fanlar\u0131n bir i\u015fyerinde tutulmas\u0131 sadece kay\u0131t ve raporlardan ibaret de\u011fildir. Bir kurulu\u015f i\u00e7in, \u00e7al\u0131\u015fanlar\u0131n\u0131n endi\u015felerini anlamalar\u0131 son derece \u00f6nemlidir. Bu nedenle, kurulu\u015flar\u0131n daha dikkatli \u00e7al\u0131\u015fmalar\u0131 ve \u00e7al\u0131\u015fanlar\u0131 i\u00e7in daha iyi \u00e7al\u0131\u015fan kayb\u0131<\/a> ve elde tutma stratejileri geli\u015ftirmeleri gerekmektedir.<\/span><\/p>\n

\u00c7al\u0131\u015fanlar\u0131 elde tutma stratejileri: En iyi 7 uygulama <\/strong><\/h2>\n

\u00c7al\u0131\u015fanlar\u0131 elde tutma stratejileri geli\u015ftirmede ba\u015far\u0131l\u0131 olmak, al\u0131\u015f\u0131lm\u0131\u015f\u0131n d\u0131\u015f\u0131nda d\u00fc\u015f\u00fcnmenizi gerektirir. Bir kurulu\u015ftaki t\u00fcm \u00e7al\u0131\u015fanlar farkl\u0131 hedeflere ve isteklere sahiptir. Ancak bunlar\u0131n her birinin kurulu\u015ftan bekledi\u011fi belirli \u00f6zellikler vard\u0131r ve bunlar ger\u00e7ekten de ortakt\u0131r. Adil ve e\u015fit muamele g\u00f6rmek, tatmin edici bir i\u015f-ya\u015fam dengesi sa\u011flamak, i\u015fyerinde mutlu olmak vb. istiyorlar. <\/span><\/p>\n

Etkili \u00e7al\u0131\u015fanlar\u0131 elde tutma stratejileri, t\u00fcm bunlar\u0131 ve daha fazlas\u0131n\u0131 ele almaktan bahseder. Ancak bir kurulu\u015f olarak, temellerin \u00fczerine \u00e7\u0131kman\u0131z gerekir. \u00c7al\u0131\u015fanlar\u0131n\u0131za ilk g\u00fcnden itibaren sa\u011flad\u0131\u011f\u0131n\u0131z destek b\u00fcy\u00fck fark yarat\u0131r ve i\u015fyerindeki g\u00f6rev s\u00fcrelerini belirler. \u0130\u015fte her kurulu\u015fun izlemesi gereken 7 \u00e7al\u0131\u015fan\u0131 elde tutma stratejisi: <\/span><\/p>\n

1. Etkili i\u015fe al\u0131m s\u00fcreci:<\/b> Her yeni \u00e7al\u0131\u015fan bir i\u015fe al\u0131m<\/a> s\u00fcrecinden ge\u00e7melidir. Bu neden bu kadar \u00f6nemli? \u0130lk g\u00fcnden itibaren ba\u015far\u0131y\u0131 hedeflemelisiniz! Etkili bir i\u015fe al\u0131m s\u00fcreci farkl\u0131 bile\u015fenleri kapsamal\u0131d\u0131r: oryantasyon, politika ve prosed\u00fcrlerin kapsaml\u0131 bir \u015fekilde a\u00e7\u0131klanmas\u0131, kurumun beklentileri, kaynak tahsisi, i\u015fyeri k\u00fclt\u00fcr\u00fc<\/a>, hedefler ve \u00f6zlemler ve daha fazlas\u0131. Yeni \u00e7al\u0131\u015fanlar\u0131n\u0131za soru sormalar\u0131 ve nas\u0131l geldiklerini \u00f6\u011frenmeleri i\u00e7in f\u0131rsat verin. Onlara yan\u0131t verin, b\u00f6ylece endi\u015felerinin dikkate al\u0131nd\u0131\u011f\u0131n\u0131 bilsinler.<\/p>\n

2. Tazminat:<\/b> Bu rekabet\u00e7i \u00e7a\u011fda, \u00e7al\u0131\u015fanlar\u0131n\u0131za en iyi \u00fccret paketlerini sunman\u0131z kesinlikle \u00e7ok \u00f6nemlidir. Buna maa\u015f da dahildir, ancak ayn\u0131 zamanda ekstra zaman ve \u00e7aba sarf etmeleri beklendi\u011fi i\u00e7in onlara avantajlar, \u00f6d\u00fcller ve takdir de sunun. \u00c7al\u0131\u015fanlar\u0131n\u0131z\u0131n kuruma olan ba\u011fl\u0131l\u0131klar\u0131n\u0131 takdir etti\u011finizi bilmelerini sa\u011flay\u0131n. Kurulu\u015funuzu di\u011ferlerinden ay\u0131rmak i\u00e7in onlara sa\u011fl\u0131k yard\u0131mlar\u0131, emeklilik planlar\u0131 sa\u011flay\u0131n. <\/span><\/p>\n

3. Elveri\u015fli i\u015f yeri:<\/b> Di\u011fer pek \u00e7ok \u015feyin yan\u0131 s\u0131ra i\u015fyeri ortam\u0131n\u0131n da elveri\u015fli olmas\u0131 gerekir. Y\u00f6netimin hedefleri ve \u00f6ncelikleri iyi tan\u0131mland\u0131\u011f\u0131nda, bu durum i\u015fyeri k\u00fclt\u00fcr\u00fcne ve eti\u011fine de yans\u0131r. Pazartesi h\u00fczn\u00fc yaln\u0131zca \u00e7al\u0131\u015fanlar mutlu de\u011filse veya kendilerini kapsay\u0131c\u0131 hissetmiyorsa ortaya \u00e7\u0131kar. \u00c7al\u0131\u015fanlar kendilerini o yere ait hissettiklerinde, ta\u015f\u0131d\u0131klar\u0131 farkl\u0131 bir enerji olur. Son teslim tarihi, beklentiler, m\u00fc\u015fteri toplant\u0131lar\u0131 nedeniyle her zaman bir miktar i\u015fyeri stresi<\/a> olaca\u011f\u0131n\u0131 unutmay\u0131n, ancak bunlar\u0131n hepsinin ge\u00e7ici oldu\u011funu da bilin!<\/span><\/p>\n

4. \u0130\u015f-ya\u015fam dengesi:<\/b> Bu a\u015f\u0131r\u0131 rekabet\u00e7i ortamda, \u00e7o\u011fu \u00e7al\u0131\u015fan tatmin edici bir i\u015f-ya\u015fam dengesi kurmakta zorlan\u0131yor. Bir kurum \u00e7al\u0131\u015fanlar\u0131n\u0131 insan olarak de\u011fil de makine olarak g\u00f6r\u00fcp g\u00f6rmezden geldi\u011finde ve onlardan s\u00fcrekli makul olmayan beklentiler i\u00e7ine girdi\u011finde, \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131 i\u015fte o zaman y\u0131prat\u0131rs\u0131n\u0131z. Bir kurum olarak, \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n size kar\u015f\u0131 kin beslemesini ve ard\u0131ndan i\u015ften ayr\u0131lmas\u0131n\u0131 istemezsiniz. Onlara izin vermek, evden \u00e7al\u0131\u015fmak, erken ayr\u0131lmalar\u0131na izin vermek, ki\u015fisel ihtiya\u00e7lar\u0131n\u0131 anlamak, vb. kurulu\u015flar\u0131n \u00e7al\u0131\u015fanlar\u0131n\u0131 gen\u00e7 ve mutlu tutmak i\u00e7in yapabilecekleri \u015feylerden baz\u0131lar\u0131d\u0131r. <\/span><\/p>\n

5. E\u011fitim ve geli\u015fim programlar\u0131:<\/b> \u0130nsanlar, kendilerine teklif edilen rol i\u00e7in ellerinden gelenin en iyisini yapma niyetiyle kurulu\u015flara kat\u0131l\u0131rlar. Ama her y\u0131l ayn\u0131 \u015feyi mi yapacaklar? Durumun b\u00f6yle olmas\u0131 halinde \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n ne kadar s\u0131k\u0131laca\u011f\u0131n\u0131 ve memnuniyetsiz olaca\u011f\u0131n\u0131 bir d\u00fc\u015f\u00fcn\u00fcn. Ancak, her kurulu\u015f ger\u00e7ek senaryonun bu olmad\u0131\u011f\u0131n\u0131 bilir, \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n daha iyi olmalar\u0131na yard\u0131mc\u0131 olmak i\u00e7in, sadece mevcut i\u015flerini daha iyi yapmalar\u0131na de\u011fil, ayn\u0131 zamanda yeni beceriler \u00f6\u011frenmelerine de yard\u0131mc\u0131 olan farkl\u0131 e\u011fitim ve geli\u015fim programlar\u0131 arac\u0131l\u0131\u011f\u0131yla ufuklar\u0131n\u0131 geni\u015fletmelerine yard\u0131mc\u0131 oldu\u011funuzdan emin olman\u0131z gerekir. <\/span><\/p>\n

6. A\u00e7\u0131k kap\u0131- kelimenin tam anlam\u0131yla:<\/b> \u00c7o\u011fu zaman \u00e7al\u0131\u015fanlar fikirlerini s\u00f6ylemekten \u00e7ekinirler, \u00e7o\u011fu i\u015flerini kaybedeceklerinden korkar ve bir\u00e7o\u011fu \u00e7ok ge\u00e7 oldu\u011funda bunu \u00e7\u0131k\u0131\u015f g\u00f6r\u00fc\u015fmesinde tart\u0131\u015fmak i\u00e7in bekler. \u015eimdi, bu \u00fcst d\u00fczey y\u00f6netimin de\u011fi\u015ftirebilece\u011fi bir \u015fey. \u00c7al\u0131\u015fanlar\u0131na, \u00e7ekingenliklerini sonu\u00e7lar\u0131na katlanarak \u00f6zg\u00fcrce dile getirmeleri i\u00e7in g\u00fcven vermelidirler. \u00c7al\u0131\u015fanlar\u0131n\u0131za \u0130K’ya gitme ve i\u015fteki performanslar\u0131n\u0131 engelleyen endi\u015felerini dile getirme \u00f6zg\u00fcrl\u00fc\u011f\u00fc verin. Ayr\u0131ca, endi\u015felerini uygun eylemlerle ele almalar\u0131n\u0131 sa\u011flay\u0131n. <\/span><\/p>\n

7. \u0130\u015fin \u00f6tesinde:<\/b> \u0130\u015fyeri gibi resmi bir d\u00fczende, hiyerar\u015filerin vb. net s\u0131n\u0131rlar\u0131 vard\u0131r. \u00c7o\u011fu kurulu\u015fta insanlar i\u015fe gelir, i\u015flerini yapar ve giderler. \u0130leti\u015fim resmidir, \u00e7al\u0131\u015fanlar y\u00f6neticilerine sadece sorulanlar\u0131 s\u00f6yler ve bunun tersi de ge\u00e7erlidir. Bunun \u00f6tesine ge\u00e7. \u00c7al\u0131\u015fanlar\u0131n\u0131z\u0131 daha yak\u0131ndan tan\u0131y\u0131n, \u00e7ay molalar\u0131nda gayri resmi sohbetler yap\u0131n, ekip gezileri d\u00fczenleyin. Bu durum, i\u015fyerindeki amir-ast ili\u015fkisinin dinamiklerini de\u011fi\u015ftirir. <\/span><\/p>\n

\"g\u00f6r\u00fcnt\u00fc\"<\/p>\n

\u00c7al\u0131\u015fanlar\u0131 elde tutma konusundaki efsaneler nelerdir?<\/b><\/h2>\n

Her ne kadar kurulu\u015flar\u0131n \u00e7al\u0131\u015fanlar\u0131n\u0131 elde tutmay\u0131 bir kurulu\u015fu y\u00f6netmede en \u00f6nemli fakt\u00f6rlerden biri olarak g\u00f6rmeleri gerekse de, yaln\u0131zca birka\u00e7\u0131 sonu\u00e7lar\u0131 \u00f6l\u00e7meye yard\u0131mc\u0131 olan etkili ve \u00f6l\u00e7\u00fclebilir stratejiler uygulamaktad\u0131r.<\/span><\/p>\n

Bunun temel nedenlerinden biri, bu terminoloji etraf\u0131nda \u00e7ok fazla genelle\u015ftirilmi\u015f ve \u00f6l\u00e7\u00fclemez ara\u00e7larla t\u00fcretilmi\u015f \u00e7ok say\u0131da yanl\u0131\u015f hikaye veya mitin varl\u0131\u011f\u0131d\u0131r.<\/span><\/p>\n

\u0130\u015fte kurulu\u015flar\u0131n \u00e7al\u0131\u015fanlar\u0131 elde tutmaya bak\u0131\u015f a\u00e7\u0131s\u0131n\u0131 de\u011fi\u015ftirmi\u015f olabilecek birka\u00e7 efsane. <\/span><\/p>\n

1. \u00c7al\u0131\u015fanlar bask\u0131yla ba\u015fa \u00e7\u0131kamad\u0131klar\u0131 i\u00e7in i\u015ften ayr\u0131l\u0131rlar:<\/b> Bask\u0131, \u00e7al\u0131\u015fanlar\u0131n i\u015ften ayr\u0131lmas\u0131n\u0131n bir\u00e7ok nedeninden biridir ancak tek nedeni de\u011fildir. <\/span> <\/p>\n

500’den fazla \u00e7al\u0131\u015fan\u0131 olan kurulu\u015flarda, \u00e7al\u0131\u015fanlar i\u015f temposuyla ba\u015fa \u00e7\u0131kamad\u0131klar\u0131 i\u00e7in de\u011fil, sorumluluk eksikli\u011fi nedeniyle i\u015ften ayr\u0131labilmektedir. <\/span><\/p>\n

2. T\u00fcm \u00e7al\u0131\u015fanlar daha iyi maa\u015fl\u0131 bir i\u015f i\u00e7in i\u015ften ayr\u0131l\u0131r:<\/b> Para cazip olsa da, i\u015fyerinde memnun, ba\u011fl\u0131 ve rahat olan \u00e7al\u0131\u015fanlar nadiren daha iyi maa\u015fl\u0131 bir i\u015f teklif edildi\u011fi i\u00e7in ayr\u0131l\u0131rlar. <\/span> <\/p>\n

E\u011fer b\u00fcy\u00fcme f\u0131rsatlar\u0131 sunuluyorsa, kurum i\u00e7inde \u00f6d\u00fcller ve takdir varsa, y\u0131pranma daha az olacakt\u0131r. <\/span><\/p>\n

3. \u00c7al\u0131\u015fanlar “korkun\u00e7 patronlar” y\u00fcz\u00fcnden i\u015ften ayr\u0131l\u0131yor:<\/b> Y\u00f6neticiler ve amirler de bir fakt\u00f6r olabilir ancak adil olmayan \u00fccret, i\u015fyerindeki kar\u0131\u015f\u0131kl\u0131k ve zay\u0131f ileti\u015fim de ayn\u0131 \u015fekilde. <\/span> <\/p>\n

Y\u00f6netimin somut bir fakt\u00f6r olabilece\u011fi do\u011frudur, ancak bunu temel neden olarak belirlemek de ayn\u0131 derecede adaletsizdir. <\/span><\/p>\n

4. \u00c7al\u0131\u015fanlar\u0131 elde tutmak \u00f6l\u00e7\u00fclemez bir g\u00f6revdir:<\/b> Bir kurulu\u015fta \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131 elde tutmak i\u00e7in her \u015feyi yanl\u0131\u015f yapmad\u0131\u011f\u0131n\u0131z s\u00fcrece (ki bunun olas\u0131l\u0131\u011f\u0131 nadirdir) \u00e7al\u0131\u015fanlar\u0131 elde tutmak \u00f6l\u00e7\u00fclemez bir g\u00f6rev de\u011fildir. <\/span> <\/p>\n

\u0130leti\u015fim, takdir ve \u00e7al\u0131\u015fma k\u00fclt\u00fcr\u00fc a\u00e7\u0131s\u0131ndan kurum genelinde g\u00f6zle g\u00f6r\u00fcl\u00fcr de\u011fi\u015fiklikler, \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n geri kalmas\u0131 i\u00e7in motive edici bir fakt\u00f6r olarak rol oynayabilir. <\/span><\/p>\n

\u00c7al\u0131\u015fanlar\u0131n elde tutulmas\u0131 neden bu kadar \u00f6nemli?<\/b><\/h2>\n

1. Kabul edelim ki i\u015fe al\u0131m kolay bir s\u00fcre\u00e7 de\u011fil:<\/b> Hi\u00e7bir kurulu\u015f, i\u015fe al\u0131m\u0131n s\u0131k\u0131c\u0131 bir s\u00fcre\u00e7 oldu\u011fu ger\u00e7e\u011finin fark\u0131nda de\u011fildir. Geni\u015f bir aday havuzundan, gerekli m\u00fczakerelerden sonra m\u00fckemmel aday se\u00e7ilir. <\/span><\/p>\n

Aday aramak ve onlar\u0131 ger\u00e7ekten i\u015fe almak aras\u0131nda uzun bir s\u00fcre\u00e7 vard\u0131r ve kesinlikle kolay bir s\u00fcre\u00e7 de\u011fildir. Bir kurulu\u015fun ayn\u0131 s\u00fcre\u00e7ten tekrar tekrar ge\u00e7ti\u011fini d\u00fc\u015f\u00fcn\u00fcn! Kabus, de\u011fil mi? <\/span><\/p>\n

2. Bu s\u00fcrece \u00e7ok fazla zaman, enerji ve para yat\u0131r\u0131lmaktad\u0131r: <\/b>\u00c7al\u0131\u015fan devri<\/a>, \u00f6zelde insan kaynaklar\u0131, genelde ise kurum i\u00e7in b\u00fcy\u00fck bir sorundur. \u0130\u015fe en uygun aday\u0131 bulmak i\u00e7in \u00e7ok fazla zaman ve kaynak harcan\u0131r. <\/span><\/p>\n

\u00c7al\u0131\u015fan tecr\u00fcbeliyse, bir beceri setiyle birlikte gelir ve fazla e\u011fitime ihtiya\u00e7 duymaz. Ancak \u00fcniversiteden yeni mezun olmu\u015f bir aday\u0131n e\u011fitilmesi i\u00e7in \u00e7ok s\u0131k\u0131 bir \u00e7al\u0131\u015fma gerekmektedir. Ve e\u011fer alt\u0131 ay ila bir y\u0131l i\u00e7inde kurumdan ayr\u0131l\u0131rlarsa, t\u00fcm bu s\u0131k\u0131 \u00e7al\u0131\u015fma bo\u015fa gider. <\/span><\/p>\n

3. Rakipler en iyi \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131 i\u015fe almak i\u00e7in bekliyor:<\/b> \u0130yi e\u011fitimli bir \u00e7al\u0131\u015fan, bir kurulu\u015f i\u00e7in bir de\u011ferdir. Ancak b\u00f6yle bir kadrodan bir \u00e7al\u0131\u015fan kurumdan ayr\u0131ld\u0131\u011f\u0131nda, b\u00fcy\u00fck olas\u0131l\u0131kla rakipler taraf\u0131ndan istihdam edilecektir, \u00e7\u00fcnk\u00fc bu t\u00fcr \u00e7al\u0131\u015fanlar strateji ve politikalar\u0131 iyi bilmektedir. <\/span><\/p>\n

Bu t\u00fcr durumlardan ka\u00e7\u0131nmak i\u00e7in kurulu\u015flar, \u00e7al\u0131\u015fanlar\u0131n\u0131 elde tutmak ve \u00f6nemli bilgileri rakiplerine aktarmalar\u0131n\u0131 engellemek i\u00e7in rekabet etmeme anla\u015fmas\u0131 imzalatmal\u0131d\u0131r. <\/span><\/p>\n

4. Sadakat zamanla gelir:<\/b> Bir ara\u015ft\u0131rmaya g\u00f6re, belirli bir kurulu\u015fta daha uzun s\u00fcre kalan \u00e7al\u0131\u015fanlar\u0131n sad\u0131k ve \u00e7al\u0131\u015fkan olma olas\u0131l\u0131\u011f\u0131, i\u015f de\u011fi\u015ftirmeye devam edenlere g\u00f6re daha y\u00fcksektir. <\/span> <\/p>\n

Meslekta\u015flar\u0131yla daha iyi bir uyum i\u00e7inde olduklar\u0131 g\u00f6r\u00fclmekte ve daha iyi y\u00f6netici ve raporlama yetkilisi olduklar\u0131 kan\u0131tlanmaktad\u0131r. Ayr\u0131ca daha iyi performans ve ba\u015far\u0131 g\u00f6sterirler. Bu, bir kurulu\u015fun \u00e7al\u0131\u015fanlar\u0131 elde tutmay\u0131 ciddiye almas\u0131n\u0131n bir ba\u015fka nedenidir.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

\u00c7al\u0131\u015fanlar\u0131 elde tutmak nedir? \u00c7al\u0131\u015fanlar\u0131 elde tutmaBu konuda a\u015f\u0131r\u0131ya ka\u00e7amazs\u0131n\u0131z ve bunu baltalayamazs\u0131n\u0131z. Bu dengeli bir s\u00fcre\u00e7 olmal\u0131d\u0131r, e\u011fer bir […]<\/p>\n","protected":false},"author":86,"featured_media":603712,"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":[1189],"tags":[],"yoast_head":"\n\u00c7al\u0131\u015fanlar\u0131 elde tutma stratejileri: en iyi uygulamalar ve yayg\u0131n mitler | QuestionPro<\/title>\n<meta name=\"description\" content=\"\u00c7al\u0131\u015fanlar\u0131 elde tutma, en etkili elde tutma stratejileri ve ara\u00e7lar\u0131 kullan\u0131larak \u00e7al\u0131\u015fanlar\u0131n uzun s\u00fcre kurumda kalmaya te\u015fvik edildi\u011fi bir s\u00fcre\u00e7tir. Bu, hem kurum hem de \u00e7al\u0131\u015fan i\u00e7in kar\u015f\u0131l\u0131kl\u0131 fayda sa\u011flayan bir faaliyettir.\" \/>\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\/calisanlari-elde-tutma-stratejileri-en-iyi-uygulamalar-ve-yaygin-mitler\/\" \/>\n<meta property=\"og:locale\" content=\"tr_TR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u00c7al\u0131\u015fanlar\u0131 elde tutma stratejileri: en iyi uygulamalar ve yayg\u0131n mitler | QuestionPro\" \/>\n<meta property=\"og:description\" content=\"\u00c7al\u0131\u015fanlar\u0131 elde tutma, en etkili elde tutma stratejileri ve ara\u00e7lar\u0131 kullan\u0131larak \u00e7al\u0131\u015fanlar\u0131n uzun s\u00fcre kurumda kalmaya te\u015fvik edildi\u011fi bir s\u00fcre\u00e7tir. 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