{"id":794782,"date":"2018-05-16T00:25:29","date_gmt":"2018-05-16T00:25:29","guid":{"rendered":"https:\/\/www.questionpro.com\/blog\/performans-degerlendirme-tanim-yontem-anket-sorulari-ve-ornek\/"},"modified":"2023-05-29T18:44:21","modified_gmt":"2023-05-29T18:44:21","slug":"performans-degerlendirme-tanim-yontem-anket-sorulari-ve-ornek","status":"publish","type":"post","link":"https:\/\/www.questionpro.com\/blog\/tr\/performans-degerlendirme-tanim-yontem-anket-sorulari-ve-ornek\/","title":{"rendered":"Performans de\u011ferlendirme &#8211; Tan\u0131m, y\u00f6ntem, anket sorular\u0131 ve \u00f6rnek"},"content":{"rendered":"\n<p>\u00c7al\u0131\u015fanlar\u0131na odaklanarak &#8220;i\u00e7eriden kazanma&#8221; sanat\u0131n\u0131 \u00f6\u011frenmi\u015f olan t\u00fcm kurulu\u015flar, <a href=\"https:\/\/www.questionpro.com\/blog\/employee-engagement-performance-relation\/\">\u00e7al\u0131\u015fan performans<\/a> \u0131n\u0131 d\u00fczenli olarak \u00f6l\u00e7mek ve de\u011ferlendirmek i\u00e7in sistematik bir performans de\u011ferlendirme s\u00fcrecine g\u00fcvenir.  <\/p>\n\n<p>\u0130deal olan, \u00e7al\u0131\u015fanlar\u0131n i\u015f y\u0131ld\u00f6n\u00fcmlerinde y\u0131ll\u0131k olarak notland\u0131r\u0131lmas\u0131 ve buna g\u00f6re terfi ettirilmesi ya da uygun maa\u015f zamm\u0131 da\u011f\u0131l\u0131m\u0131n\u0131n yap\u0131lmas\u0131d\u0131r. Performans de\u011ferlendirmesi ayn\u0131 zamanda \u00e7al\u0131\u015fanlara do\u011frudan periyodik geri bildirim sa\u011flar, b\u00f6ylece \u00e7al\u0131\u015fanlar performans \u00f6l\u00e7\u00fctleri a\u00e7\u0131s\u0131ndan kendilerinin daha fazla fark\u0131nda olurlar.  <\/p>\n\n<p>Bu blogda, performans de\u011ferlendirmesini, y\u00f6ntemlerini ve baz\u0131 anket sorular\u0131n\u0131 tart\u0131\u015faca\u011f\u0131z ve daha iyi anlaman\u0131z i\u00e7in size baz\u0131 \u00f6rnekler verece\u011fiz.<\/p>\n<div class=\"tags-wrap\">\n<p class=\"content-index\" style=\"margin-top: 0;\">\u0130\u00e7erik Dizini<\/p>\n<ol style=\"font-weight: 400; margin: 0 30px; line-height: 22px;\">\n<li><a href=\"#what_is_performance_evaluation?\">Performans de\u011ferlendirmesi nedir?<\/a><\/li>\n<li><a href=\"#what_is_the_purpose_of_performance_evaluation?\">Performans de\u011ferlendirmesinin amac\u0131 nedir?<\/a><\/li>\n<li><a href=\"#benefits_of_employee_performance_evaluation\">\u00c7al\u0131\u015fan performans de\u011ferlendirmesinin faydalar\u0131<\/a><\/li>\n<li><a href=\"#performance_evaluation_methods:_5_key_methods_to_consider\">Performans de\u011ferlendirme y\u00f6ntemleri: Dikkate al\u0131nmas\u0131 gereken 5 temel y\u00f6ntem<\/a><\/li>\n<li><a href=\"#performance_evaluation_process_and%20tips:_3_key_steps\">Performans de\u011ferlendirme s\u00fcreci ve ipu\u00e7lar\u0131: 3 temel ad\u0131m<\/a><\/li>\n<li><a href=\"#how_to_use_online_surveys_for_performance_evaluation\">Performans de\u011ferlendirmesi i\u00e7in \u00e7evrimi\u00e7i anketler nas\u0131l kullan\u0131l\u0131r?<\/a><\/li>\n<li><a href=\"#sample_performance_review_templates\">\u00d6rnek performans de\u011ferlendirme \u015fablonlar\u0131<\/a><\/li>\n<li><a href=\"#20_Effective_performance_evaluation_survey_questions\">20 Etkili performans de\u011ferlendirme anket sorular\u0131<\/a><\/li>\n<li><a href=\"#performance_evaluation_example\">Performans de\u011ferlendirme \u00f6rne\u011fi<\/a><\/li>\n<li><a href=\"#conclusion\">Sonu\u00e7<\/a><\/li>\n<\/ol>\n<\/div>\n\n<h2 class=\"wp-block-heading blankurl\" id=\"what_is_performance_evaluation?\">Performans de\u011ferlendirmesi nedir?<\/h2>\n\n<p>Performans De\u011ferlendirme, bir \u00e7al\u0131\u015fan\u0131n i\u015f sorumluluklar\u0131na dayal\u0131 olarak \u00e7al\u0131\u015fmalar\u0131n\u0131 ve sonu\u00e7lar\u0131n\u0131 \u00f6l\u00e7mek i\u00e7in resmi ve \u00fcretken bir prosed\u00fcr olarak tan\u0131mlan\u0131r. Sekt\u00f6r standartlar\u0131na k\u0131yasla artan i\u015fletme geliri ve genel \u00e7al\u0131\u015fan yat\u0131r\u0131m getirisi (ROI) a\u00e7\u0131s\u0131ndan bir \u00e7al\u0131\u015fan taraf\u0131ndan eklenen de\u011fer miktar\u0131n\u0131 \u00f6l\u00e7mek i\u00e7in kullan\u0131l\u0131r.<\/p>\n\n<h2 class=\"wp-block-heading blankurl\" id=\"what_is_the_purpose_of_performance_evaluation?\">Performans de\u011ferlendirmesinin amac\u0131 nedir?<\/h2>\n\n<p>Performans de\u011ferlendirme, sorumluluklar\u0131n\u0131 ne kadar iyi yerine getirdiklerini belirlemek i\u00e7in bir bireyin veya kurulu\u015fun i\u015f performans\u0131n\u0131 \u00f6l\u00e7meyi ama\u00e7lar. Bu b\u00f6l\u00fcmde performans de\u011ferlendirmesinin baz\u0131 \u00f6nemli ek ama\u00e7lar\u0131n\u0131 \u00f6\u011frenece\u011fiz:<\/p>\n\n<ul>\n<li>Periyodik performans de\u011ferlendirmesi, bir \u00e7al\u0131\u015fan\u0131n belirli bir s\u00fcre i\u00e7inde yapt\u0131\u011f\u0131 i\u015fi ve iyile\u015ftirme kapsam\u0131n\u0131 kabul eden y\u00f6neticisinden ald\u0131\u011f\u0131 karnedir.<\/li>\n\n\n\n<li>Bir i\u015fveren, bir \u00e7al\u0131\u015fan\u0131n g\u00fc\u00e7l\u00fc y\u00f6nleri hakk\u0131nda tutarl\u0131 <a href=\"https:\/\/www.questionpro.com\/blog\/tr\/calisan-geri-bildirimi-tanim-anket-sorulari-turleri-ve-en-iyi-uygulamalar\/\">geri bildirim<\/a> sa\u011flayabilir ve \u00e7al\u0131\u015fanlar\u0131n \u00fczerinde \u00e7al\u0131\u015fmas\u0131 gereken alanlarda iyile\u015ftirme i\u00e7in \u00e7aba g\u00f6sterebilir.<\/li>\n\n\n\n<li>Hem \u00e7al\u0131\u015fan hem de i\u015fveren i\u00e7in, her ikisinin de kaliteli bir performansa neyin yak\u0131\u015ft\u0131\u011f\u0131n\u0131 d\u00fc\u015f\u00fcnd\u00fckleri konusunda ortak bir zemine ula\u015fmalar\u0131 i\u00e7in entegre bir platformdur. Bu, ileti\u015fimin geli\u015ftirilmesine yard\u0131mc\u0131 olur, bu da genellikle daha iyi ve daha do\u011fru ekip \u00f6l\u00e7\u00fcmlerine ve dolay\u0131s\u0131yla daha iyi performans sonu\u00e7lar\u0131na yol a\u00e7ar.<\/li>\n\n\n\n<li>T\u00fcm bu performans de\u011ferlendirme s\u00fcreci, daha y\u00fcksek m\u00fc\u015fteri memnuniyeti seviyelerine ula\u015fmak i\u00e7in bir ekibin veya bir kurulu\u015fun nas\u0131l \u00e7al\u0131\u015ft\u0131\u011f\u0131n\u0131 iyile\u015ftirmeyi ama\u00e7lamaktad\u0131r.<\/li>\n\n\n\n<li>Bir y\u00f6netici, ekip \u00fcyesini y\u0131lda sadece bir kez de\u011fil, d\u00fczenli olarak de\u011ferlendirmelidir. Bu \u015fekilde ekip, yetkinlik ve verimlili\u011fi art\u0131rmak i\u00e7in s\u00fcrekli \u00e7al\u0131\u015farak yeni ve beklenmedik sorunlar\u0131n \u00f6n\u00fcne ge\u00e7ebilir.<\/li>\n\n\n\n<li>Bir kurulu\u015fun y\u00f6netimi, performans de\u011ferlendirme oturumunun ard\u0131ndan belirlenen geli\u015fim alanlar\u0131na dayal\u0131 olarak s\u0131k s\u0131k <a href=\"https:\/\/www.questionpro.com\/blog\/tr\/calisan-egitimi-nedir-ve-turleri\/\">\u00e7al\u0131\u015fan e\u011fitimi<\/a> ve beceri geli\u015ftirme oturumlar\u0131 d\u00fczenleyebilir.<\/li>\n\n\n\n<li>Y\u00f6netim, hedefleri ve \u00f6nceden belirlenmi\u015f performans standartlar\u0131n\u0131 de\u011ferlendirdikten sonra ekibi etkin bir \u015fekilde y\u00f6netebilir ve verimli kaynak tahsisi yapabilir.<\/li>\n\n\n\n<li>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.<\/li>\n\n\n\n<li>Performans de\u011ferlendirmesi, bir \u00e7al\u0131\u015fan\u0131n kurulu\u015ftaki di\u011fer \u00e7al\u0131\u015fanlara k\u0131yasla nerede durdu\u011funu anlamas\u0131n\u0131 sa\u011flar.<\/li>\n<\/ul>\n\n<p><\/p>\n\n<p><strong>Daha fazla<\/strong> bilgi edinin: <a href=\"https:\/\/www.questionpro.com\/survey-templates\/employee-review-survey-template\/\">\u00c7al\u0131\u015fan De\u011ferlendirme Anketi Sorular\u0131 + \u00d6rnek Anket \u015eablonu<\/a><\/p>\n\n<h2 class=\"wp-block-heading blankurl\" id=\"benefits_of_employee_performance_evaluation\">\u00c7al\u0131\u015fan performans de\u011ferlendirmesinin faydalar\u0131<\/h2>\n\n<p>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 bakal\u0131m.<\/p>\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"1410\" height=\"1182\" src=\"https:\/\/www.questionpro.com\/blog\/wp-content\/uploads\/2023\/02\/benefits-of-performane-evaluation.jpg\" alt=\"performans-de&#x11F;erlendi&#x307;rmesi&#x307;ni&#x307;n faydalari\" class=\"wp-image-778177\"\/><\/figure>\n\n<ul>\n<li><h3>Geli\u015ftirilmi\u015f ileti\u015fim<\/h3><\/li>\n<\/ul>\n\n<p>Personel performans de\u011ferlendirme s\u00fcre\u00e7lerinde, y\u00f6neticiler ekip \u00fcyelerine <a href=\"https:\/\/www.questionpro.com\/blog\/tr\/surekli-geri-bildirim-tanim-yonetim-ve-faydalar\/\">s\u00fcrekli geri bildirim<\/a> verir. Bu geri bildirim, \u00f6devlerine, \u00f6devleri anlamalar\u0131na, tamamlamalar\u0131na ve teslim etmelerine dayanmaktad\u0131r.  <\/p>\n\n<p>\u00c7al\u0131\u015fanlar bu geri bildirimleri kullanarak i\u015flerini geli\u015ftirebilir ve y\u00f6neticileri taraf\u0131ndan tespit edilen bo\u015fluklar\u0131 doldurabilirler. Ayr\u0131ca, \u00e7al\u0131\u015fanlar\u0131n sahip olabilece\u011fi ve ele al\u0131nmas\u0131 gereken bir\u00e7ok sorunu da g\u00fcn \u0131\u015f\u0131\u011f\u0131na \u00e7\u0131kar\u0131r. Y\u00f6netici ve ekip aras\u0131nda a\u00e7\u0131k ve d\u00fcr\u00fcst bir ileti\u015fim kurulmas\u0131na yard\u0131mc\u0131 olur.<\/p>\n\n<ul>\n<li><h3>Bir kariyer yolu olu\u015fturun<\/h3><\/li>\n<\/ul>\n\n<p>Y\u00f6neticiler, \u00e7al\u0131\u015fanlar\u0131na g\u00f6revler ve bunlar\u0131 nas\u0131l etkili bir \u015fekilde yapabilecekleri konusunda yard\u0131mc\u0131 olur. Performans de\u011ferlendirme toplant\u0131s\u0131, bir \u00e7al\u0131\u015fan\u0131n kariyer yolunu g\u00f6zden ge\u00e7irmek i\u00e7in m\u00fckemmel bir zamand\u0131r. \u00c7al\u0131\u015fan\u0131n gelecekteki hedeflerinin ne oldu\u011funu ve oraya ula\u015fmak i\u00e7in ne yapmas\u0131 gerekti\u011fini bilmesini sa\u011flar.  <\/p>\n\n<p>K\u00fc\u00e7\u00fck ve ula\u015f\u0131labilir hedefler olu\u015fturmalar\u0131na, bunlara son tarihler atamalar\u0131na ve tamamlamak i\u00e7in \u00e7al\u0131\u015fmalar\u0131na yard\u0131mc\u0131 olur. Ayr\u0131ca \u00e7al\u0131\u015fanlar\u0131n hiyerar\u015fide nerede durduklar\u0131n\u0131 ve gelecek y\u0131llarda nerede olacaklar\u0131n\u0131 bilmelerini sa\u011flar.<\/p>\n\n<ul>\n<li><h3>Kat\u0131l\u0131m d\u00fczeylerini kontrol edin<\/h3><\/li>\n<\/ul>\n\n<p>Ba\u011fl\u0131 \u00e7al\u0131\u015fanlar, benzerlerinden daha iyi performans g\u00f6sterir. Daha iyi tak\u0131m oyuncular\u0131d\u0131rlar, daha \u00fcretkendirler ve akranlar\u0131na aktif olarak yard\u0131mc\u0131 olurlar. Personel performans de\u011ferlendirmesi, bir \u00e7al\u0131\u015fan\u0131n ne kadar ba\u011fl\u0131 oldu\u011funu kontrol etmek i\u00e7in m\u00fckemmel bir zamand\u0131r.  <\/p>\n\n<p>Bu sadece \u00e7al\u0131\u015fan\u0131n ne kadar ba\u011fl\u0131 oldu\u011funu anlaman\u0131za yard\u0131mc\u0131 olmakla kalmayacak, ayn\u0131 zamanda y\u00fcksek ba\u011fl\u0131l\u0131k sa\u011flamak i\u00e7in hangi gerekli ad\u0131mlar\u0131 atman\u0131z gerekti\u011fini de size bildirecektir.<\/p>\n\n<ul>\n<li><h3>Kendiniz i\u00e7in geri bildirim al\u0131n<\/h3><\/li>\n<\/ul>\n\n<p>Performans de\u011ferlendirme toplant\u0131s\u0131 sadece geri bildirim vermek i\u00e7in de\u011fil; ekip \u00fcyelerinden performans\u0131n\u0131z hakk\u0131nda geri bildirim almak i\u00e7in de iyi bir f\u0131rsatt\u0131r. Bo\u015fluk alanlar\u0131n\u0131z\u0131n neler oldu\u011funu ve ekip \u00fcyelerinizin performans\u0131n\u0131 art\u0131rmak ve onlara iyi bir mentor olmak i\u00e7in daha fazla neler yapabilece\u011finizi anlay\u0131n.<\/p>\n\n<ul>\n<li><h3>Kaynak planlamas\u0131<\/h3><\/li>\n<\/ul>\n\n<p>Personel de\u011ferlendirmeleri, bir \u00e7al\u0131\u015fan\u0131n nas\u0131l performans g\u00f6sterdi\u011finin ve gelecekteki g\u00f6revlerinin veya hedeflerinin neler olabilece\u011finin anla\u015f\u0131lmas\u0131na yard\u0131mc\u0131 olur. Sadece etkili hedef y\u00f6netimine de\u011fil, ayn\u0131 zamanda kaynak planlamas\u0131na da yard\u0131mc\u0131 olur. Kaynaklar\u0131n\u0131z\u0131 etkili bir \u015fekilde yeniden tahsis edebilir veya ekibinize eklemek i\u00e7in yeni \u00fcyeler i\u015fe alabilirsiniz.<\/p>\n\n<p><strong>Daha fazla<\/strong> bilgi edinin: <a href=\"https:\/\/www.questionpro.com\/survey-templates\/evaluation-of-manager\/\">Y\u00f6netici Etkinli\u011fi De\u011ferlendirme Anketi Sorular\u0131 + \u00d6rnek Anket \u015eablonu<\/a><\/p>\n\n<h2 class=\"wp-block-heading blankurl\" id=\"performance_evaluation_methods:_5_key_methods_to_consider\">Performans de\u011ferlendirme y\u00f6ntemleri: Dikkate al\u0131nmas\u0131 gereken 5 temel y\u00f6ntem<\/h2>\n\n<p>En kritik 5 performans de\u011ferlendirme y\u00f6ntemi vard\u0131r. Bu performans de\u011ferlendirme y\u00f6ntemlerinden yaln\u0131zca birinin kullan\u0131lmas\u0131 bir kurulu\u015fun tek tarafl\u0131 bilgi edinmesine yard\u0131mc\u0131 olabilirken, birden fazla y\u00f6ntemin kullan\u0131lmas\u0131 tarafs\u0131z ve performans merkezli bir karar\u0131n olu\u015fturulmas\u0131nda etkili olacak \u00e7e\u015fitli perspektiflerden i\u00e7g\u00f6r\u00fc elde edilmesine yard\u0131mc\u0131 olur.<\/p>\n\n<ol>\n<li><h3>\u00d6z de\u011ferlendirme<\/h3><\/li>\n<\/ol>\n\n<p>\u00d6z de\u011ferlendirme, \u00e7al\u0131\u015fanlar\u0131n baz\u0131 de\u011ferlendirme kriterlerini g\u00f6z \u00f6n\u00fcnde bulundurarak \u00e7oktan se\u00e7meli veya a\u00e7\u0131k u\u00e7lu sorular kullanarak kendilerini de\u011ferlendirmelerinin beklendi\u011fi durumdur. Y\u00f6netim, \u00f6z de\u011ferlendirme yapt\u0131ktan sonra bir \u00e7al\u0131\u015fan\u0131n performans\u0131 hakk\u0131ndaki d\u00fc\u015f\u00fcncelerini dikkate alarak onu adil bir \u015fekilde de\u011ferlendirebilir.  <\/p>\n\n<p>\u00c7al\u0131\u015fan incelemelerine ba\u015flamak i\u00e7in harika bir y\u00f6ntemdir. Bir kurulu\u015fun y\u00f6netimi, her \u00e7al\u0131\u015fan\u0131n \u00f6z de\u011ferlendirmesini y\u00f6neticisinin verdi\u011fi puanla kar\u015f\u0131la\u015ft\u0131rabilir, bu da performans de\u011ferlendirme s\u00fcrecini kapsaml\u0131 ve etkili hale getirir.  <\/p>\n\n<p>Belirli bir \u015feffafl\u0131k d\u00fczeyini korumak i\u00e7in kendi de\u011ferlendirmeleri ile s\u00fcperviz\u00f6r\u00fcn de\u011ferlendirmeleri aras\u0131ndaki fark tart\u0131\u015f\u0131labilir.<\/p>\n\n<ol start=\"2\">\n<li><h3>360 derece \u00e7al\u0131\u015fan performans de\u011ferlendirmesi<\/h3><\/li>\n<\/ol>\n\n<p>Bu performans de\u011ferlendirme y\u00f6nteminde, bir \u00e7al\u0131\u015fan hem ekip i\u00e7inde hem de d\u0131\u015f ekiplerle kaydetti\u011fi ilerlemeler a\u00e7\u0131s\u0131ndan de\u011ferlendirilir. Farkl\u0131 departmanlar\u0131n amirlerinden gelen girdiler, do\u011frudan amirler ve yak\u0131n akranlar taraf\u0131ndan yap\u0131lan de\u011ferlendirmelerle birlikte dikkate al\u0131n\u0131r.  <\/p>\n\n<p>B\u00f6ylece <a href=\"https:\/\/www.questionpro.com\/blog\/tr\/360-geri-bildirim-araci-ne-anlama-geliyor-ve-neden-kullanilmali\/\">360 derece geri bildirimde<\/a> her bir \u00e7al\u0131\u015fan kendi i\u015f tan\u0131m\u0131na g\u00f6re yapt\u0131\u011f\u0131 i\u015f ve di\u011fer ekiplerle birlikte yapt\u0131\u011f\u0131 i\u015f i\u00e7in <a href=\"https:\/\/www.questionpro.com\/blog\/tr\/360-geri-bildirim-araci-ne-anlama-geliyor-ve-neden-kullanilmali\/\">derecelendirilir<\/a>.<\/p>\n\n<ol start=\"3\">\n<li><h3>Grafik derecelendirme \u00f6l\u00e7e\u011fi<\/h3><\/li>\n<\/ol>\n\n<p>Amirler taraf\u0131ndan en yayg\u0131n kullan\u0131lan performans de\u011ferlendirme y\u00f6ntemlerinden biridir. Bu \u00f6l\u00e7ekte zay\u0131ftan m\u00fckemmele kadar olan de\u011ferlere kar\u015f\u0131l\u0131k gelen say\u0131sal veya metin de\u011ferleri kullan\u0131labilir ve bu grafiksel \u00f6l\u00e7ek kullan\u0131larak birden fazla ekip \u00fcyesinin paralel de\u011ferlendirmesi yap\u0131labilir.  <\/p>\n\n<p>Bir ekipteki di\u011fer \u00e7al\u0131\u015fanlarla k\u0131yasland\u0131\u011f\u0131nda, \u00e7al\u0131\u015fan\u0131n becerileri, uzmanl\u0131\u011f\u0131, davran\u0131\u015flar\u0131 ve di\u011fer nitelikleri de\u011ferlendirilebilir. Her \u00e7al\u0131\u015fan\u0131n, ba\u015far\u0131 ve ba\u015far\u0131s\u0131zl\u0131k a\u00e7\u0131s\u0131ndan \u00f6l\u00e7ekteki her bir varl\u0131\u011f\u0131n de\u011ferini anlamas\u0131n\u0131 sa\u011flamak \u00f6nemlidir. Bu \u00f6l\u00e7ek ideal olarak her \u00e7al\u0131\u015fan i\u00e7in ayn\u0131 olmal\u0131d\u0131r.<\/p>\n\n<ol start=\"4\">\n<li><h3>Geli\u015fimsel kontrol listeleri<\/h3><\/li>\n<\/ol>\n\n<p>Her kurulu\u015fun, her \u00e7al\u0131\u015fan\u0131n\u0131n geli\u015fimi ve sergiledi\u011fi davran\u0131\u015flar i\u00e7in bir yol haritas\u0131 vard\u0131r. Geli\u015fim i\u00e7in bir kontrol listesi tutmak en basit performans de\u011ferlendirme y\u00f6ntemlerinden biridir.  <\/p>\n\n<p>Bu kontrol listesinde, cevaplar\u0131n\u0131n olumlu olmas\u0131 gereken birka\u00e7 ikili soru bulunmaktad\u0131r. De\u011filse, \u00e7al\u0131\u015fan\u0131n geli\u015fime ihtiya\u00e7 duydu\u011fu alanlarda baz\u0131 geli\u015fimsel e\u011fitimlere ihtiyac\u0131 vard\u0131r.<\/p>\n\n<ol start=\"5\">\n<li><h3>Zorlu etkinlikler kontrol listesi<\/h3><\/li>\n<\/ol>\n\n<p>Her \u00e7al\u0131\u015fan\u0131n bir kurulu\u015ftaki kariyerinde muazzam beceri ve uzmanl\u0131k sergilemesi gereken olaylar vard\u0131r. Ak\u0131ll\u0131 bir y\u00f6netici her zaman \u00e7al\u0131\u015fanlar\u0131n\u0131n iyi veya k\u00f6t\u00fc nitelikler sergiledi\u011fi zorlu olaylar\u0131n listesini tutar.<\/p>\n\n<p><strong>K\u00fct\u00fcphanemizi g\u00f6r\u00fcnt\u00fcleyin: <\/strong><a href=\"https:\/\/www.questionpro.com\/survey-templates\/employee-evaluation-surveys\">\u00c7al\u0131\u015fan de\u011ferlendirme anketi \u015fablonlar\u0131<\/a><\/p>\n\n<h2 class=\"wp-block-heading blankurl\" id=\"performance_evaluation_process_and tips:_3_key_steps\">Performans de\u011ferlendirme s\u00fcreci ve ipu\u00e7lar\u0131: 3 temel ad\u0131m<\/h2>\n\n<p>Performans de\u011ferlendirme s\u00fcrecinde, \u00e7al\u0131\u015fanlar\u0131n\u0131zla i\u015fyerindeki g\u00fc\u00e7l\u00fc ve zay\u0131f y\u00f6nleri hakk\u0131nda ayr\u0131nt\u0131l\u0131 g\u00f6r\u00fc\u015fmeler yapars\u0131n\u0131z. Burada, performans de\u011ferlendirme s\u00fcrecini basit bir \u015fekilde ele alaca\u011f\u0131z.<\/p>\n\n<h3 class=\"wp-block-heading\">Ad\u0131m 1<\/h3>\n\n<p>\u00c7o\u011fu kurulu\u015fta performans de\u011ferlendirme s\u00fcreci, \u00e7al\u0131\u015fan\u0131n bu s\u00fcre boyunca kurulu\u015fla s\u00fcrekli olarak \u00e7al\u0131\u015fm\u0131\u015f olmas\u0131 ko\u015fuluyla, her \u00fc\u00e7 ve alt\u0131 ayda bir \u00e7al\u0131\u015fan\u0131n performans\u0131n\u0131n takip edildi\u011fini belirtir.  <\/p>\n\n<p>\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.<\/p>\n\n<h3 class=\"wp-block-heading\">Ad\u0131m 2<\/h3>\n\n<p>\u00c7al\u0131\u015fan\u0131n ilk y\u00f6neticisi, y\u0131ll\u0131k performans\u0131 de\u011ferlendirdikten, \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 anketi yapt\u0131ktan ve nihayetinde y\u00fcz y\u00fcze bir toplant\u0131 yapt\u0131ktan sonra performans kalitesine karar verecektir.<\/p>\n\n<h3 class=\"wp-block-heading\">Ad\u0131m 3<\/h3>\n\n<p>\u00c7evrimi\u00e7i \u00e7al\u0131\u015fan memnuniyeti anketinden al\u0131nan geri bildirimler anonim tutulabilir. Bu geri bildirim, merkezi bir kontrol panelinden ger\u00e7ek zamanl\u0131 olarak analiz edilebilir. Y\u00f6netici, analize dayal\u0131 olarak y\u00fcz y\u00fcze performans de\u011ferlendirme toplant\u0131s\u0131 i\u00e7in ba\u015fka sorular haz\u0131rlayabilir.<\/p>\n\n<p>Deneme s\u00fcresindeki bir \u00e7al\u0131\u015fan\u0131n kadrolu \u00e7al\u0131\u015fan olarak adland\u0131r\u0131labilmesi i\u00e7in alt\u0131 ay boyunca amirinin beklentileri do\u011frultusunda performans g\u00f6stermesi gerekmektedir. Bir \u00e7al\u0131\u015fan\u0131n g\u00f6rev s\u00fcresinin ilk alt\u0131 ay\u0131 \u00e7ok \u00f6nemlidir, \u00e7\u00fcnk\u00fc y\u00f6netimin g\u00f6z\u00fc her zaman verilen g\u00f6revlere katk\u0131lar\u0131, sahiplenme becerileri ve g\u00f6rev tamamlamadaki dakiklikleri konusunda onlar\u0131n \u00fczerindedir.<\/p>\n\n<p>Onayland\u0131ktan sonra, bir \u00fcst y\u00f6netici ge\u00e7ici olmayan \u00e7al\u0131\u015fan\u0131 y\u0131ll\u0131k olarak de\u011ferlendirecektir.<\/p>\n\n<h3 class=\"wp-block-heading\">Sorunsuz bir performans de\u011ferlendirme s\u00fcreci i\u00e7in ipu\u00e7lar\u0131<\/h3>\n\n<p><a href=\"https:\/\/www.questionpro.com\/blog\/tr\/performance-appraisal-2\/\">Performans de\u011ferlendirmeleri<\/a>, bir \u00e7al\u0131\u015fan\u0131n mesleki geli\u015fiminin \u00f6nemli bir par\u00e7as\u0131 olabilir. Olumlu \u00e7al\u0131\u015fma ili\u015fkilerini geli\u015ftirmek ve performans iyile\u015ftirmelerini te\u015fvik etmek i\u00e7in, <a href=\"https:\/\/www.questionpro.com\/blog\/how-to-be-a-good-manager-and-the-best-way-to-evaluate-managerial-performance\/\">y\u00f6netim de\u011ferlendirme<\/a> s\u00fcreci sorunsuz, adil ve etkili olmal\u0131d\u0131r. \u0130\u015fte ba\u015far\u0131l\u0131 bir performans de\u011ferlendirmesi yapman\u0131za yard\u0131mc\u0131 olacak baz\u0131 ipu\u00e7lar\u0131:<\/p>\n\n<ul>\n<li>Amir, \u00e7al\u0131\u015fanlara kar\u015f\u0131 \u00e7ok olumsuz veya olumlu olmaktan ka\u00e7\u0131nmal\u0131 ve ho\u015fnutsuzlu\u011funu m\u00fcmk\u00fcn olan en olumlu \u015fekilde ifade etmelidir. G\u00f6zden ge\u00e7irme toplant\u0131s\u0131ndan \u00f6nce, amire y\u00f6neltebilecekleri sorular\u0131 haz\u0131rlamalar\u0131 konusunda \u00e7al\u0131\u015fanla ileti\u015fim kurmal\u0131d\u0131rlar.<\/li>\n\n\n\n<li>Bir y\u00f6neticinin ekip \u00fcyesiyle tart\u0131\u015fmak i\u00e7in 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.<\/li>\n\n\n\n<li>Her y\u00f6netici, performans de\u011ferlendirme toplant\u0131s\u0131nda \u00e7al\u0131\u015fan\u0131n kurumla ilgili gelecek planlar\u0131n\u0131 iletmelidir.<\/li>\n\n\n\n<li>Amir, de\u011ferlendirme s\u00fcrecini her zaman olumlu bir notla bitirmelidir.<\/li>\n<\/ul>\n\n<p><strong>Daha fazla<\/strong> bilgi edinin: <a href=\"https:\/\/www.questionpro.com\/survey-templates\/360-degree-review-survey-template\/\">360 Derece De\u011ferlendirme Anketi Sorular\u0131 + \u00d6rnek Anket \u015eablonu<\/a><\/p>\n\n<h2 class=\"wp-block-heading blankurl\" id=\"how_to_use_online_surveys_for_performance_evaluation\">Performans de\u011ferlendirmesi i\u00e7in \u00e7evrimi\u00e7i anketler nas\u0131l kullan\u0131l\u0131r?<\/h2>\n\n<p>Performans de\u011ferlendirme anketlerinizden elde edece\u011finiz \u00e7al\u0131\u015fan geri bildirimleri, e\u011fitim programlar\u0131n\u0131z\u0131, yedekleme <a href=\"https:\/\/www.questionpro.com\/blog\/succession-planning\/\">planlaman\u0131z\u0131<\/a> ve \u00f6\u011frenme giri\u015fimlerinizi iyile\u015ftirecektir.<\/p>\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/www.questionpro.com\/blog\/wp-content\/uploads\/2023\/02\/performance-evaluation-with-online-surveys.jpg\" alt=\"\"\/><\/figure>\n\n<ul>\n<li><h3>\u00d6z de\u011ferlendirme<\/h3><\/li>\n<\/ul>\n\n<p>\u00d6z de\u011ferlendirme anketlerinde, \u00e7al\u0131\u015fanlar\u0131n\u0131zdan i\u015f performanslar\u0131na g\u00f6re kendilerini de\u011ferlendirmelerini isteyin. Bu \u00f6z de\u011ferlendirme performans de\u011ferlendirme anketlerinde hedef y\u00f6netimi, ek sorumluluklar almaya isteklilik, e\u011fitim gereksinimleri gibi konular\u0131 ele alabilirsiniz.<\/p>\n\n<ul>\n<li><h3>Ekip de\u011ferlendirmesi<\/h3><\/li>\n<\/ul>\n\n<p>Ekip de\u011ferlendirme anketlerinde, y\u00f6netimin bireysel ve ekip performanslar\u0131 hakk\u0131nda ne d\u00fc\u015f\u00fcnd\u00fc\u011f\u00fc hakk\u0131nda bilgi edinebilirsiniz. \u00d6rt\u00fc\u015fen 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.<\/p>\n\n<ul>\n<li><h3>Y\u00f6netici de\u011ferlendirmesi<\/h3><\/li>\n<\/ul>\n\n<p>Y\u00f6netici performans de\u011ferlendirmesi, ekip \u00fcyelerinin amirleri hakk\u0131nda ne d\u00fc\u015f\u00fcnd\u00fcklerini g\u00f6rmek i\u00e7in gereklidir. \u0130yi ak\u0131l hocalar\u0131 ve liderler mi? Beklentiler net bir \u015fekilde aktar\u0131l\u0131yor mu? \u00c7al\u0131\u015fan hedefleri ve ekip hedefleri kurumsal hedeflerle uyumlu mu? Bu t\u00fcr bir de\u011ferlendirmeyi y\u00f6neticilerin etkinli\u011fini \u00f6l\u00e7mek i\u00e7in kullan\u0131n.<\/p>\n\n<ul>\n<li><h3>E\u011fitim ve geli\u015fim ihtiya\u00e7lar\u0131<\/h3><\/li>\n<\/ul>\n\n<p>\u00c7al\u0131\u015fanlar\u0131n\u0131z\u0131n \u00f6\u011frenme ve geli\u015fim giri\u015fimlerinizin sa\u011fl\u0131kl\u0131 oldu\u011funu ve kariyer e\u011fitim ve geli\u015fim ihtiya\u00e7lar\u0131n\u0131n kar\u015f\u0131lanaca\u011f\u0131n\u0131 hissetmeleri \u00e7ok \u00f6nemlidir. \u00c7al\u0131\u015fanlara e\u011fitim, beceri kazand\u0131rma ve yeniden beceri kazand\u0131rma ihtiya\u00e7lar\u0131 soruluyor mu?  <\/p>\n\n<p>Bir sonraki rolleri i\u00e7in becerilerini nas\u0131l geli\u015ftirebilirler ve kurum onlara nas\u0131l yard\u0131mc\u0131 olacak? Bu \u00f6nemli sorular, e\u011fitim ve geli\u015fim programlar\u0131n\u0131z\u0131 iyile\u015ftirmek ve yenilemek i\u00e7in kullan\u0131\u015fl\u0131 olacakt\u0131r.<\/p>\n\n<ul>\n<li><h3>Yeni rol haz\u0131rl\u0131\u011f\u0131<\/h3><\/li>\n<\/ul>\n\n<p>\u00c7al\u0131\u015fanlar\u0131n\u0131z, g\u00f6rev s\u00fcreleri boyunca daha y\u00fcksek sorumluluklara sahip yeni rollere ge\u00e7ecektir. Bir\u00e7o\u011fu y\u00f6netim rollerine ve ekip y\u00f6netimi rollerine ge\u00e7ecek ve buna haz\u0131r olmalar\u0131 gerekiyor. \u0130\u015f i\u00e7in gerekli beceri setine sahipler mi?  <\/p>\n\n<p>Daha fazla e\u011fitime ihtiya\u00e7lar\u0131 var m\u0131? Meslekta\u015flar\u0131, \u00fcstleri ve astlar\u0131 bu rol i\u00e7in do\u011fru ki\u015fi olduklar\u0131n\u0131 d\u00fc\u015f\u00fcn\u00fcyorlar m\u0131? Bu sorular\u0131, ilgili ekipler ve kurum i\u00e7in uyumun do\u011fru ve ideal olup olmad\u0131\u011f\u0131n\u0131 \u00f6l\u00e7mek i\u00e7in kullan\u0131n.<\/p>\n\n<p><strong>Daha fazla<\/strong> bilgi edinin: <a href=\"https:\/\/www.questionpro.com\/survey-templates\/Employee-Performance-Review-Survey-for-Growth-opportunities\/\">K\u0131sa \u00c7al\u0131\u015fan Performans De\u011ferlendirme Anketi Sorular\u0131 + \u00d6rnek Anket \u015eablonu<\/a><\/p>\n\n<h2 class=\"wp-block-heading blankurl\" id=\"sample_performance_review_templates\">\u00d6rnek performans de\u011ferlendirme \u015fablonlar\u0131<\/h2>\n\n<p>Sizin i\u00e7in baz\u0131 \u00fccretsiz \u00f6rnek performans de\u011ferlendirme \u015fablonlar\u0131n\u0131 bir araya getirdik; bunlar kurulu\u015funuzda oldu\u011fu gibi kullan\u0131labilir veya temalar\u0131n\u0131z\u0131 ve sorular\u0131n\u0131z\u0131 i\u00e7erecek \u015fekilde \u00f6zelle\u015ftirilebilir.<\/p>\n\n<h3 class=\"wp-block-heading\">360 derece inceleme<\/h3>\n\n<p><a href=\"https:\/\/www.questionpro.com\/blog\/360-degree-survey\/\">360 derece anket<\/a>, bir \u00e7al\u0131\u015fan\u0131n performans\u0131 hakk\u0131nda amirinden, akranlar\u0131ndan, i\u015f arkada\u015flar\u0131ndan ve astlar\u0131ndan en iyi bilgileri ve geri bildirimleri toplamaya yard\u0131mc\u0131 olan kapsaml\u0131 bir inceleme mekanizmas\u0131d\u0131r.<\/p>\n\n<h3 class=\"wp-block-heading\">S\u00fcperviz\u00f6r de\u011ferlendirmesi<\/h3>\n\n<p><a href=\"https:\/\/www.questionpro.com\/survey-templates\/supervision-evaluation\/\">S\u00fcperviz\u00f6r de\u011ferlendirme anketi<\/a>, \u00e7al\u0131\u015fanlar\u0131n <a href=\"https:\/\/www.questionpro.com\/survey-templates\/supervision-evaluation\/\">s\u00fcperviz\u00f6rleriyle<\/a> ilgili geri bildirimlerini ve bilgilerini toplamak i\u00e7in kullan\u0131lmaktad\u0131r. 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 ve ayr\u0131ca s\u00fcperviz\u00f6r\u00fcn ekibine ve bir b\u00fct\u00fcn olarak kurulu\u015fa katt\u0131\u011f\u0131 genel de\u011feri de\u011ferlendirmesine yard\u0131mc\u0131 olur.<\/p>\n\n<h3 class=\"wp-block-heading\">Y\u00f6netici performans de\u011ferlendirmesi<\/h3>\n\n<p><a href=\"https:\/\/www.questionpro.com\/survey-templates\/evaluation-of-manager\/\">Y\u00f6netici de\u011ferlendirme anketi<\/a>, \u00e7al\u0131\u015fanlar\u0131n do\u011frudan veya dolayl\u0131 y\u00f6neticilerinin i\u015fteki etkinli\u011fini de\u011ferlendirmek i\u00e7in yan\u0131tlad\u0131klar\u0131 bir dizi soru sunar. Bu anket, y\u00f6netimin y\u00f6neticinin performans\u0131n\u0131, i\u015fteki tutumunu, astlar\u0131na yard\u0131m etme iste\u011fini ve daha fazlas\u0131n\u0131 anlamas\u0131 i\u00e7in son derece yararl\u0131d\u0131r.<\/p>\n\n<h3 class=\"wp-block-heading\">\u00dcst y\u00f6netim de\u011ferlendirmesi<\/h3>\n\n<p><a href=\"https:\/\/www.questionpro.com\/survey-templates\/senior-management-evaluation\/\">\u00dcst y\u00f6netim de\u011ferlendirme anket<\/a> sorular\u0131, \u00e7al\u0131\u015fanlar\u0131n \u00fcst y\u00f6netime bak\u0131\u015f a\u00e7\u0131s\u0131n\u0131 anlamak ve kurumu sorunsuz bir \u015fekilde y\u00f6netme yeteneklerini de\u011ferlendirmek i\u00e7in kullan\u0131l\u0131r.  <\/p>\n\n<p>Bu ankette, bir kurulu\u015fun etkinlik, y\u00f6nlendirme, politika olu\u015fturma yetenekleri ve di\u011fer de\u011ferli \u00f6zellikler hakk\u0131nda bilgi toplamas\u0131na yard\u0131mc\u0131 olacak sorular bulunmal\u0131d\u0131r.<\/p>\n\n<p>\u00c7al\u0131\u015fan memnuniyeti ve ba\u011fl\u0131l\u0131\u011f\u0131 anketleri de performans de\u011ferlendirmeleri yapman\u0131n en iyi yollar\u0131ndan biridir. Memnun ve ba\u011fl\u0131 \u00e7al\u0131\u015fanlar\u0131n benzerlerine g\u00f6re %14 daha iyi performans g\u00f6sterme olas\u0131l\u0131\u011f\u0131 y\u00fcksektir (Gallup).<\/p>\n\n<h3 class=\"wp-block-heading\">\u00c7al\u0131\u015fan memnuniyeti<\/h3>\n\n<p><a href=\"https:\/\/www.questionpro.com\/survey-templates\/employee-satisfaction-survey-questions-template\/\">\u00c7al\u0131\u015fan memnun<\/a> iyeti <a href=\"https:\/\/www.questionpro.com\/survey-templates\/employee-satisfaction-survey-questions-template\/\">anketi<\/a>, i\u015fg\u00fcc\u00fcn\u00fcz\u00fcn ne kadar memnun veya memnuniyetsiz oldu\u011funu anlamak i\u00e7in kullan\u0131l\u0131r. \u00c7al\u0131\u015fan memnuniyetini \u00f6l\u00e7meniz \u00e7ok \u00f6nemlidir \u00e7\u00fcnk\u00fc memnuniyetsiz \u00e7al\u0131\u015fanlar sadece iyi performans g\u00f6stermemekle kalmaz, ayn\u0131 zamanda bir kurulu\u015fta y\u00fcksek d\u00fczeyde \u00e7al\u0131\u015fan kayb\u0131n\u0131n \u00f6nemli bir nedeni olabilir.  <\/p>\n\n<p>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. \u00c7o\u011fu zaman, \u00e7al\u0131\u015fanlar yeterince zorland\u0131klar\u0131n\u0131 hissetmezlerse, i\u015ften tatmin olmazlar. Performans de\u011ferlendirmesi, ki\u015finin \u015firkete katk\u0131s\u0131n\u0131n arkas\u0131ndaki nedenleri ve bunu art\u0131rman\u0131n yollar\u0131n\u0131 bulabilir.<\/p>\n\n<h3 class=\"wp-block-heading\">\u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131<\/h3>\n\n<p><a href=\"https:\/\/www.questionpro.com\/survey-templates\/employee-engagement-survey-questions-template\/\">\u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 anketi<\/a>, bir kurulu\u015f olarak \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n ba\u011fl\u0131l\u0131k d\u00fczeylerini test etmenize ve i\u015fyerinde iyi performans g\u00f6stermek i\u00e7in ne kadar motive olduklar\u0131n\u0131 anlaman\u0131za olanak tan\u0131r.  <\/p>\n\n<p>\u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 \u00e7o\u011fu kurulu\u015fu ilgilendirir ve ba\u011fl\u0131l\u0131\u011f\u0131 olmayan \u00e7al\u0131\u015fanlar di\u011fer \u00e7al\u0131\u015fanlar i\u00e7in olumsuz bir \u00f6rnek olu\u015fturur. Ba\u011flant\u0131s\u0131z \u00e7al\u0131\u015fanlar, meslekta\u015flar\u0131na k\u0131yasla daha d\u00fc\u015f\u00fck performans g\u00f6sterirler. B\u00f6ylece, bu anket bir \u00e7al\u0131\u015fan\u0131n performans d\u00fczeyini analiz etmek, g\u00f6zden ge\u00e7irmek ve derhal d\u00fczeltici \u00f6nlemler almak i\u00e7in kullan\u0131labilir.<\/p>\n\n<p><strong>Daha fazla<\/strong> bilgi edinin: <a href=\"https:\/\/www.questionpro.com\/survey-templates\/career-training-and-development\/\">Kariyer E\u011fitimi ve Geli\u015fimi + \u00d6rnek Anket \u015eablonu<\/a><\/p>\n\n<h2 class=\"wp-block-heading blankurl\" id=\"20_Effective_performance_evaluation_survey_questions\">20 Etkili performans de\u011ferlendirme anket sorular\u0131<\/h2>\n\n<p>Performans de\u011ferlendirmeleri bir \u00e7al\u0131\u015fan\u0131n g\u00fc\u00e7l\u00fc ve zay\u0131f y\u00f6nlerini analiz eder ve de\u011ferli geri bildirimler sa\u011flar. \u0130yi tasarlanm\u0131\u015f bir performans de\u011ferlendirme anketi, \u00e7al\u0131\u015fanlar\u0131n iyile\u015fmesine ve geli\u015fmesine yard\u0131mc\u0131 olabilir. \u0130\u015fte s\u00fcrecinize dahil etmeyi d\u00fc\u015f\u00fcnebilece\u011finiz 20 m\u00fckemmel performans de\u011ferlendirme anketi sorusu:<\/p>\n\n<p><\/p>\n\n<p><strong>\u0130\u015f memnuniyeti i\u00e7in anket sorular\u0131:<\/strong><\/p>\n\n<p>1. \u0130\u015finizi iyi yapman\u0131z i\u00e7in sizi ne motive eder?<\/p>\n\n<p>2. En \u00e7ok hangi g\u00f6revleri yapmaktan ho\u015flan\u0131yorsunuz?<\/p>\n\n<p>3. Hangi g\u00f6revlerden hi\u00e7 ho\u015flanm\u0131yorsunuz ve neden?<\/p>\n\n<p>4. Bir kurulu\u015f olarak daha iyi yapabilece\u011fimiz 3 \u015fey nedir?<\/p>\n\n<p>5. 0-10 aras\u0131 bir \u00f6l\u00e7ekte, bizi ailenize veya arkada\u015flar\u0131n\u0131za tavsiye etme olas\u0131l\u0131\u011f\u0131n\u0131z nedir?<\/p>\n\n<p><strong>Etkili liderlik i\u00e7in anket sorular\u0131<\/strong><\/p>\n\n<p>6. Bu kurumdaki liderli\u011fin herkese adil davrand\u0131\u011f\u0131n\u0131 d\u00fc\u015f\u00fcn\u00fcyor musunuz?<\/p>\n\n<p>7. Kendinizi hangi liderlik \u00f6zellikleriyle \u00f6zde\u015fle\u015ftiriyorsunuz?<\/p>\n\n<p>8. Bu kurulu\u015fta liderlik \u00f6zelliklerini kulland\u0131\u011f\u0131n\u0131z bir olaya \u00f6rnek verebilir misiniz?<\/p>\n\n<p>9. Sizce bu kurumda \u00e7al\u0131\u015fanlar ve liderlik aras\u0131nda etkili bir ileti\u015fim var m\u0131?<\/p>\n\n<p>10. Bu kurulu\u015ftaki liderlerden birinin yerine ge\u00e7seydiniz, \u00e7al\u0131\u015fanlara ne tavsiye ederdiniz?<\/p>\n\n<p><\/p>\n\n<p><strong>De\u011fer katmaya y\u00f6nelik anket sorular\u0131<\/strong><\/p>\n\n<p>11. Bu kurulu\u015fun genel ba\u015far\u0131s\u0131n\u0131 art\u0131rmak i\u00e7in yapt\u0131\u011f\u0131n\u0131z \u015feyler nelerdir?<\/p>\n\n<p>12. Sizin tan\u0131nma anlay\u0131\u015f\u0131n\u0131z nedir?<\/p>\n\n<p>13. Akranlar\u0131n\u0131zdan\/y\u00f6neticinizden\/denetmeninizden d\u00fczenli geri bildirim al\u0131yor musunuz?<\/p>\n\n<p>14. Kurulu\u015fla olan ili\u015fkinizde ka\u00e7 hassas projeyi ele ald\u0131n\u0131z?<\/p>\n\n<p>15. Bu kurumda size de\u011fer verildi\u011fini hissediyor musunuz?<\/p>\n\n<p><strong>\u0130\u015fyeri k\u00fclt\u00fcr\u00fc i\u00e7in anket sorular\u0131<\/strong><\/p>\n\n<p>16. Ofis politikalar\u0131 veya prosed\u00fcrlerinde etkili de\u011fi\u015fiklikler \u00f6nerdiniz mi?<\/p>\n\n<p>17. Y\u00f6neticiniz\/akranlar\u0131n\u0131z ile ne s\u0131kl\u0131kla ileti\u015fim kurars\u0131n\u0131z?<\/p>\n\n<p>18. Akranlar\u0131n\u0131za g\u00f6revlerini ba\u015far\u0131yla tamamlamalar\u0131 i\u00e7in ihtiya\u00e7 duyduklar\u0131 bilgiler konusunda yard\u0131mc\u0131 oluyor musunuz?<\/p>\n\n<p>19. Ekip \u00fcyeleriniz\/y\u00f6neticiniz\/amiriniz ile tats\u0131z tart\u0131\u015fmalar ya\u015fad\u0131n\u0131z m\u0131?<\/p>\n\n<p>20. \u0130\u015fyeri k\u00fclt\u00fcr\u00fcnde nas\u0131l olumlu bir de\u011fi\u015fim yaratabilece\u011finizi d\u00fc\u015f\u00fcn\u00fcyorsunuz?<\/p>\n\n<h2 class=\"wp-block-heading blankurl\" id=\"performance_evaluation_example\">Performans de\u011ferlendirme \u00f6rne\u011fi<\/h2>\n\n<p>Tart\u0131\u015f\u0131lan t\u00fcm noktalar\u0131 g\u00f6z \u00f6n\u00fcnde bulundurarak, i\u015fte bir performans de\u011ferlendirme \u00f6rne\u011fi:<\/p>\n\n<p>&#8220;John, yaz\u0131l\u0131m geli\u015ftirme ekibinin en \u00e7al\u0131\u015fkan \u00fcyelerinden biri oldu. K\u0131s\u0131tl\u0131 zaman dilimleri alt\u0131nda son derece iyi \u00e7al\u0131\u015f\u0131yor ve projenin talebine g\u00f6re ayarlamalar yap\u0131yor. Hemen sonu\u00e7 almak i\u00e7in endi\u015felerini her zaman zaman\u0131nda tart\u0131\u015f\u0131r ve di\u011fer ekip \u00fcyelerini de d\u00fczenli olarak motive eder.<\/p>\n\n<p>\u00dcretti\u011fi i\u015fin kalitesini takip eder ve \u00e7ok analitiktir. Bu nedenle kendini s\u00fcrekli geli\u015ftiriyor. \u015eu anda tek endi\u015fem, ek sorumluluklar\u0131n \u00fcstesinden gelip gelemeyece\u011fi.&#8221;<\/p>\n\n<p>Bu \u00f6rnekten de anla\u015f\u0131laca\u011f\u0131 \u00fczere, bir y\u00f6neticinin etkili bir performans de\u011ferlendirmesi yapabilmesi i\u00e7in, olumsuzluklar\u0131n olumluluklar\u0131n \u00f6n\u00fcne ge\u00e7memesini sa\u011flayarak koordinasyonu en profesyonel \u015fekilde sunmas\u0131 gerekmektedir. Bu, y\u00f6neticinin liderlik becerilerinin ve \u00e7al\u0131\u015fan\u0131n y\u0131ll\u0131k performans\u0131n\u0131n bir kan\u0131t\u0131d\u0131r.<\/p>\n\n<p><strong>Daha fazla<\/strong> bilgi edinin: <a href=\"https:\/\/www.questionpro.com\/survey-templates\/gender-discrimination-survey-template\/\">Cinsiyet Ayr\u0131mc\u0131l\u0131\u011f\u0131 Anket Sorular\u0131 + \u00d6rnek Anket \u015eablonu<\/a><\/p>\n\n<h2 class=\"wp-block-heading blankurl\" id=\"conclusion\">Sonu\u00e7<\/h2>\n\n<p>\u00d6zetlemek gerekirse, iyi yap\u0131lm\u0131\u015f bir performans de\u011ferlendirmesi hem \u00e7al\u0131\u015fan\u0131n profesyonel b\u00fcy\u00fcme ve geli\u015fiminin hem de kurumun genel ba\u015far\u0131s\u0131n\u0131n \u00f6nemli bir bile\u015fenidir. Kapsaml\u0131 ve adil bir de\u011ferlendirme s\u00fcreci, \u00e7al\u0131\u015fanlar\u0131n faydal\u0131 geri bildirimler almas\u0131na, geli\u015fim alanlar\u0131n\u0131 belirlemesine ve gelecekteki b\u00fcy\u00fcme i\u00e7in hedefler belirlemesine olanak tan\u0131r.  <\/p>\n\n<p>Kurulu\u015flar, beklentileri net bir \u015fekilde belirlemek, d\u00fczenli geri bildirim sa\u011flamak ve iyi performans\u0131 takdir edip \u00f6d\u00fcllendirmek gibi en iyi uygulamalara ba\u011fl\u0131 kalarak ilgili t\u00fcm taraflar i\u00e7in olumlu ve verimli bir de\u011ferlendirme deneyimi yaratabilir.  <\/p>\n\n<p>Performans de\u011ferlendirmesinin nihai amac\u0131, performans iyile\u015ftirmelerini te\u015fvik etmek, olumlu \u00e7al\u0131\u015fma ili\u015fkileri kurmak ve \u00e7al\u0131\u015fan\u0131n ve kurumun b\u00fcy\u00fcmesini ve ba\u015far\u0131s\u0131n\u0131 desteklemektir.<\/p>\n\n<p>QuestionPro, geri bildirim ve veri toplamak i\u00e7in anketler olu\u015fturmak ve da\u011f\u0131tmak i\u00e7in bir platform sa\u011flayarak performans de\u011ferlendirmesine yard\u0131mc\u0131 olan bir anket yaz\u0131l\u0131m\u0131d\u0131r. Anketler, performans\u0131n belirli y\u00f6nlerine odaklanacak ve<a href=\"https:\/\/www.questionpro.com\/blog\/job-satisfaction\/\"> i\u015f memnuniyeti<\/a>, \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 ve de\u011ferlendirme s\u00fcreci i\u00e7in \u00f6nemli olan di\u011fer \u00f6l\u00e7\u00fctler hakk\u0131nda veri toplayacak \u015fekilde \u00f6zelle\u015ftirilebilir.  <\/p>\n\n<p>Toplanan veriler daha sonra analiz edilebilir ve iyile\u015ftirme alanlar\u0131 hakk\u0131nda i\u00e7g\u00f6r\u00fc kazanmak, zaman i\u00e7indeki ilerlemeyi izlemek ve \u00e7al\u0131\u015fan geli\u015fimi ve performans y\u00f6netimi kararlar\u0131n\u0131 bilgilendirmek i\u00e7in kullan\u0131labilir. \u00d6yleyse, QuestionPro&#8217;yu bug\u00fcn deneyin!<\/p>\n\n<p><\/p><p style=\"text-align: center;\"><a href=\"https:\/\/www.questionpro.com\/workforce\/book-a-demo\/?sourceRef=blog\" target=\"_blank\" rel=\"noopener\">\n  <button>DEMO REZERVASYONU YAPIN<\/button>\n<\/a>       <a href=\"https:\/\/www.questionpro.com\/workforce\/\" rel=\"noopener\">\n  <button>DAHA FAZLA BI\u0307LGI\u0307 EDI\u0307NI\u0307N<\/button>\n<\/a><\/p><p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u00c7al\u0131\u015fanlar\u0131na odaklanarak &#8220;i\u00e7eriden kazanma&#8221; sanat\u0131n\u0131 \u00f6\u011frenmi\u015f olan t\u00fcm kurulu\u015flar, \u00e7al\u0131\u015fan performans \u0131n\u0131 d\u00fczenli olarak \u00f6l\u00e7mek ve de\u011ferlendirmek i\u00e7in sistematik bir [&hellip;]<\/p>\n","protected":false},"author":86,"featured_media":984887,"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":[1162],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Performans De\u011ferlendirme - Tan\u0131m, Y\u00f6ntem, Anket ve \u00d6rnek<\/title>\n<meta name=\"description\" content=\"Performans de\u011ferlendirme, i\u015fverenlerin i\u015f performans\u0131n\u0131 kaydetmelerine yard\u0131mc\u0131 olur. B\u00f6yle bir kay\u0131t, i\u015fverenlerin \u00e7al\u0131\u015fanlar\u0131n haks\u0131z fesih veya disiplin iddialar\u0131yla m\u00fccadele etmesine yard\u0131mc\u0131 olur.\" \/>\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\/performans-degerlendirme-tanim-yontem-anket-sorulari-ve-ornek\/\" \/>\n<meta property=\"og:locale\" content=\"tr_TR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Performans De\u011ferlendirme - Tan\u0131m, Y\u00f6ntem, Anket ve \u00d6rnek\" \/>\n<meta property=\"og:description\" content=\"Performans de\u011ferlendirme, i\u015fverenlerin i\u015f performans\u0131n\u0131 kaydetmelerine yard\u0131mc\u0131 olur. 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