{"id":1099,"date":"2024-02-01T10:16:00","date_gmt":"2024-02-01T10:16:00","guid":{"rendered":"https:\/\/famelifemagazin.com\/?p=1099"},"modified":"2024-02-01T12:53:56","modified_gmt":"2024-02-01T12:53:56","slug":"surdurulebilir-basari-hedefleyen-sirketlerin-2024-yili-ajandasinda-calisan-deneyimi-var","status":"publish","type":"post","link":"https:\/\/famelifemagazin.com\/?p=1099","title":{"rendered":"S\u00fcrd\u00fcr\u00fclebilir Ba\u015far\u0131 Hedefleyen \u015eirketlerin 2024 Y\u0131l\u0131 Ajandas\u0131nda \u201c\u00c7al\u0131\u015fan Deneyimi\u201d Var…"},"content":{"rendered":"\n

\u00d6zellikle pandemi sonras\u0131, de\u011fi\u015fen i\u015f d\u00fcnyas\u0131 dinamiklerinde \u00e7ok say\u0131da organizasyon, resesyon korkusuyla maliyetleri k\u0131st\u0131; inovasyon ve k\u00e2rl\u0131l\u0131k konusundaki hedefleri ise devam ediyor. Bu noktada pozitif \u00e7al\u0131\u015fan deneyimi olu\u015fturmak \u00f6nem kazan\u0131yor. \u00c7\u00fcnk\u00fc d\u00fc\u015f\u00fck maliyetle inovasyonu ve k\u00e2rl\u0131l\u0131\u011f\u0131 art\u0131rman\u0131n anahtar\u0131 \u201c\u00e7al\u0131\u015fan deneyimi.\u201d \u015eirketler i\u00e7in s\u00fcrd\u00fcr\u00fclebilir ba\u015far\u0131 ancak, kurum k\u00fclt\u00fcr\u00fcn\u00fc sa\u011flamla\u015ft\u0131r\u0131p, \u00e7al\u0131\u015fanlar\u0131 i\u00e7in g\u00fcvenli, istikrarl\u0131, geli\u015febilecekleri bir ortam sa\u011flayarak ve onlar\u0131 uzun vadede en y\u00fcksek potansiyellerini ortaya \u00e7\u0131karmalar\u0131 i\u00e7in destekleyerek m\u00fcmk\u00fcn. Bu sebeple \u201c\u00e7al\u0131\u015fan deneyimi\u201d, s\u00fcrd\u00fcr\u00fclebilir ba\u015far\u0131 hedefleyen \u015firketlerin 2024 y\u0131l\u0131 \u0130K stratejilerinde \u00e7oktan yerini ald\u0131.<\/strong><\/p>\n\n\n\n

30 y\u0131l\u0131 a\u015fk\u0131n s\u00fcredir i\u015fyeri k\u00fclt\u00fcr\u00fc ve \u00e7al\u0131\u015fan deneyimi konusunda uzman k\u00fcresel otorite olan Great Place To Work\u00ae pozitif \u00e7al\u0131\u015fan deneyiminin s\u00fcrd\u00fcr\u00fclebilir \u015firket ba\u015far\u0131s\u0131na katk\u0131lar\u0131n\u0131 d\u00fc\u015f\u00fck istifa oran\u0131, g\u00fc\u00e7l\u00fc psikolojik yap\u0131, inovasyon ve \u00fcretkenlik art\u0131\u015f\u0131, zor durumlar kar\u015f\u0131s\u0131nda dayan\u0131kl\u0131l\u0131k<\/strong> gibi fakt\u00f6rlerle a\u00e7\u0131kl\u0131yor. Organizasyonlar\u0131 \u00e7al\u0131\u015fan deneyimi a\u00e7\u0131s\u0131ndan de\u011ferlendirip, sertifikaland\u0131ran Kurum, bu a\u00e7\u0131klamas\u0131n\u0131 destekleyen ara\u015ft\u0131rma sonu\u00e7lar\u0131n\u0131 da payla\u015ft\u0131.<\/p>\n\n\n\n

En \u0130yi \u0130\u015fverenler\u2019de i\u015f g\u00fcc\u00fc devir h\u0131z\u0131 yar\u0131 yar\u0131ya daha d\u00fc\u015f\u00fck<\/strong><\/p>\n\n\n\n

\u0130\u015fe al\u0131m, e\u011fitim harcamalar\u0131, \u00fcretkenlik kay\u0131plar\u0131, kurumsal bilgi kayb\u0131 gibi maliyetler sebebiyle \u00e7al\u0131\u015fan devir h\u0131z\u0131, organizasyonlar i\u00e7in olduk\u00e7a maliyetli bir durum. Great Place To Work\u00ae\u2019\u00fcn her y\u0131l haz\u0131rlad\u0131\u011f\u0131 en \u00f6nemli liste olan T\u00fcrkiye\u2019nin En \u0130yi \u0130\u015fverenleri\u2122 listesine giren organizasyonlar\u0131n \u00e7al\u0131\u015fan devir h\u0131z\u0131, di\u011fer \u015firketlere k\u0131yasla yar\u0131 yar\u0131ya daha d\u00fc\u015f\u00fck. Amerika ve Avrupa ba\u015fta olmak \u00fczere t\u00fcm d\u00fcnyaya yay\u0131lan B\u00fcy\u00fck \u0130stifa Dalgas\u0131 d\u00f6neminden ge\u00e7ilirken; pozitif deneyim ya\u015fayan \u00e7al\u0131\u015fanlar, i\u015fte kalmaya devam ediyor ve i\u015fleri i\u00e7in en y\u00fcksek \u00e7abay\u0131 g\u00f6sterip, en y\u00fcksek katk\u0131y\u0131 sa\u011flamaktan ka\u00e7\u0131nm\u0131yorlar.<\/p>\n\n\n\n

En \u0130yi \u0130\u015fverenler\u2019de 10 \u00e7al\u0131\u015fandan 6\u2019s\u0131 mutlu<\/strong><\/p>\n\n\n\n

Great Place To Work\u00ae ara\u015ft\u0131rmas\u0131na g\u00f6re En \u0130yi \u0130\u015fverenler\u2122 listelerindeki organizasyonlar\u0131n \u00e7al\u0131\u015fanlar\u0131n\u0131n %58\u2019i, refah ve mutluluk seviyelerinin y\u00fcksek oldu\u011funu belirtiyor. Standart organizasyonlar i\u00e7in bu oran sadece %16. Refah seviyesi d\u00fc\u015f\u00fck, psikolojik olarak y\u0131pranm\u0131\u015f, t\u00fckenmi\u015flik ya\u015fayan \u00e7al\u0131\u015fanlar, s\u00fcrekli izin alarak, d\u00fc\u015f\u00fck i\u015f performans\u0131 g\u00f6stererek ya da i\u015ften ayr\u0131lma riskleriyle \u015firket i\u00e7in olumsuzluk te\u015fkil ediyorlar. Bu y\u00fczden \u00fcretkenlik i\u00e7in y\u00fcksek refah seviyesi olduk\u00e7a \u00f6nemli.<\/p>\n\n\n\n

Great Place To Work\u00ae\u2019\u00fcn globalde yapt\u0131\u011f\u0131 ara\u015ft\u0131rmaya g\u00f6re ise \u00e7al\u0131\u015fanlara psikolojik olarak g\u00fcvenli ve sa\u011fl\u0131kl\u0131 bir \u00e7al\u0131\u015fma ortam\u0131 sunabilen ve onlara \u00f6nem verdi\u011fini g\u00f6steren organizasyonlarda t\u00fckenmi\u015flik ya\u015fayan ebeveynlerin oran\u0131 daha d\u00fc\u015f\u00fck; be\u015f ebeveynden d\u00f6rd\u00fc i\u015fine devam etmek istedi\u011fini bildiriyor.<\/p>\n\n\n\n

En \u0130yi \u0130\u015fverenler\u2019de \u00e7al\u0131\u015fan inovasyonu ile gelir art\u0131\u015f\u0131 be\u015f kat fazla<\/strong><\/p>\n\n\n\n

Great Place To Work\u00ae ara\u015ft\u0131rmas\u0131na g\u00f6re, kendilerini iyi hisseden \u00e7al\u0131\u015fanlar, i\u015flerine daha fazla kat\u0131l\u0131m g\u00f6steriyor ve yeni fikirler \u00fcretme konusunda daha istekli oluyor. T\u00fcm \u00e7al\u0131\u015fanlar\u0131n inovasyon \u00e7al\u0131\u015fmalar\u0131na dahil olmaya te\u015fvik edildi\u011fi\u201d Innovation by All (Herkes Taraf\u0131ndan Yenilik)\u201d yakla\u015f\u0131m\u0131n\u0131 uygulayan organizasyonlar da en y\u00fcksek inovasyon seviyelerine ula\u015f\u0131yor. Daha fazla say\u0131da \u00e7al\u0131\u015fan\u0131n inovasyon s\u00fcre\u00e7lerine dahil edildi\u011fi ve kapsay\u0131c\u0131l\u0131\u011f\u0131n oldu\u011fu organizasyonlarda y\u0131ll\u0131k gelir art\u0131\u015f\u0131, \u00e7al\u0131\u015fanlar\u0131 inovasyon s\u00fcre\u00e7lerine dahil etme puan\u0131 daha d\u00fc\u015f\u00fck olan organizasyonlardan be\u015f kat daha fazla.<\/p>\n\n\n\n

Zorluklarda en h\u0131zl\u0131 toparlananlar, yine En \u0130yi \u0130\u015fverenler<\/strong><\/p>\n\n\n\n

Great Place To Work\u00ae\u2019\u00fcn y\u00fcr\u00fctt\u00fc\u011f\u00fc ara\u015ft\u0131rma sonu\u00e7lar\u0131; kad\u0131nlar, farkl\u0131 etnik yap\u0131ya sahip olanlar, yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fanlar, daha k\u0131demliler gibi farkl\u0131 ve \u00e7o\u011fu \u015firkette daha arka planda kalan \u00e7al\u0131\u015fanlara ekibin ger\u00e7ek bir \u00fcyesi gibi davranan organizasyonlar\u0131n b\u00fcy\u00fcd\u00fc\u011f\u00fcn\u00fc g\u00f6steriyor. Benzer \u015fekilde COVID-19 salg\u0131n\u0131n\u0131n ard\u0131ndan, 2020’de ba\u015flayan k\u00fcresel krizin beraberinde getirdi\u011fi zorluklara kar\u015f\u0131 en h\u0131zl\u0131 toparlanma, y\u00fcksek g\u00fcvene dayal\u0131 k\u00fclt\u00fcrlere sahip, kapsay\u0131c\u0131 bir \u00e7al\u0131\u015fma iklimi olu\u015fturmu\u015f organizasyonlarda g\u00f6zlendi.<\/p>\n\n\n\n

En \u0130yi \u0130\u015fverenler\u2019de 3,33 kat daha iyi finansal performans<\/strong><\/p>\n\n\n\n

\u0130stifa oran\u0131n\u0131n d\u00fc\u015f\u00fck olmas\u0131, \u00e7al\u0131\u015fanlar\u0131n \u00fcretken ve inovatif olmas\u0131, zorluklara kar\u015f\u0131 dayan\u0131kl\u0131l\u0131k gibi yukar\u0131da say\u0131lan etkenler \u015firketin uzun vadeli finansal ba\u015far\u0131lar\u0131na da olumlu yans\u0131yor. Ara\u015ft\u0131rma sonu\u00e7lar\u0131na g\u00f6re Great Place To Work\u00ae En \u0130yi \u0130\u015fverenler\u2122 listelerinde yer alan organizasyonlar, piyasan\u0131n geneline k\u0131yasla 3,33 kat daha iyi finansal performans g\u00f6steriyor.<\/p>\n\n\n\n

Avantajlardan faydalanmak i\u00e7in do\u011fru adres Great Place To Work\u00ae<\/strong><\/p>\n\n\n\n

2024 stratejilerine \u00e7al\u0131\u015fan deneyimini dahil ederek, \u201cEn \u0130yi \u0130\u015fveren\u201d olman\u0131n avantajlar\u0131ndan faydalanmak isteyen kurumlar Great Place To Work\u00ae\u2019ten destek alabilirler. 30 y\u0131ldan fazla s\u00fcredir t\u00fcm sahip oldu\u011fu kurum k\u00fclt\u00fcr\u00fc ve \u00e7al\u0131\u015fan deneyimi ile global \u00e7apta otorite olarak kabul edilen Great Place To Work\u2019\u00fcn ara\u015ft\u0131rmaya dayal\u0131 g\u00fc\u00e7l\u00fc metodolojisi ile \u201c\u00e7al\u0131\u015fan deneyimi\u201d a\u00e7\u0131s\u0131ndan de\u011ferlendirilen \u015firketler, g\u00fc\u00e7l\u00fc y\u00f6nlerini ve geli\u015ftirmeye a\u00e7\u0131k alanlar\u0131n\u0131 i\u00e7eren bir yol haritas\u0131 olu\u015fturuyor. Great Place To Work harika i\u015f yeri sertifikas\u0131 ve \u201cEn iyi \u0130\u015fveren\u201d unvan\u0131na sahip olan organizasyonlar; global \u00e7apta g\u00fcvenilir, adil, \u00e7al\u0131\u015fan memnuniyeti ve geli\u015fimini \u00f6nemseyen tescilli bir i\u015fyeri olarak \u00e7al\u0131\u015fanlar i\u00e7in cazip konuma geliyor.<\/p>\n\n\n\n

Great Place To Work\u00ae hakk\u0131nda<\/strong><\/p>\n\n\n\n

Great Place To Work\u00ae, i\u015fyeri k\u00fclt\u00fcr\u00fc ve \u00e7al\u0131\u015fan deneyimi konusunda uzman k\u00fcresel otoritedir. 1992’den beri d\u00fcnya \u00e7ap\u0131nda 100 milyondan fazla \u00e7al\u0131\u015fan\u0131n dahil oldu\u011fu Trust Index\u2122 anketinden elde etti\u011fi derin analizleri harika bir i\u015f yeri deneyimini neyin olu\u015fturdu\u011funu tan\u0131mlamak i\u00e7in kullanmaya devam ediyor. Her \u015feyin temelinde G\u00fcven vard\u0131r. T\u00fcm \u00e7al\u0131\u015fanlar i\u00e7in y\u00fcksek g\u00fcvene dayal\u0131 bir i\u015f deneyimi yaratarak organizasyonlar\u0131n k\u00fclt\u00fcrlerini \u00f6l\u00e7melerine ve daha iyi i\u015f sonu\u00e7lar\u0131 \u00fcretmelerine yard\u0131mc\u0131 oluyor. <\/p>\n\n\n\n

Kurum k\u00fclt\u00fcr\u00fc ve \u00e7al\u0131\u015fan deneyimi analiz platformu Emprising\u00ae, liderlere veri ve insan odakl\u0131 kararlar verebilmeleri i\u00e7in ihtiya\u00e7 duyduklar\u0131 anketler, ger\u00e7ek zamanl\u0131 raporlama ve i\u00e7g\u00f6r\u00fcler sa\u011flamaktad\u0131r. Great Place To Work\u00ae Ayn\u0131 zamanda Great Place to Work-Certified\u2122 \u015firketleri ve T\u00fcrkiye\u2019nin En iyi \u0130\u015fverenler Listeleri\u2019nin yan\u0131 s\u0131ra sekt\u00f6rel, b\u00f6lgesel listeler a\u00e7\u0131klayarak \u00e7al\u0131\u015fan deneyiminin en iyiler ile k\u0131yaslayabilece\u011fi benzersiz veri i\u00e7erikleri sa\u011flamaktad\u0131r. Great Place To Work\u00ae\u2019\u00fcn misyonu, organizasyonlar\u0131n herkes i\u00e7in harika i\u015f yerleri haline gelmesine yard\u0131mc\u0131 olarak daha iyi bir d\u00fcnya in\u015fa etmektir.<\/p>\n\n\n\n

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\u00d6zellikle pandemi sonras\u0131, de\u011fi\u015fen i\u015f d\u00fcnyas\u0131 dinamiklerinde \u00e7ok say\u0131da organizasyon, resesyon korkusuyla maliyetleri k\u0131st\u0131; inovasyon ve k\u00e2rl\u0131l\u0131k konusundaki hedefleri ise devam ediyor. Bu noktada pozitif \u00e7al\u0131\u015fan deneyimi olu\u015fturmak \u00f6nem kazan\u0131yor. \u00c7\u00fcnk\u00fc d\u00fc\u015f\u00fck maliyetle inovasyonu ve k\u00e2rl\u0131l\u0131\u011f\u0131 art\u0131rman\u0131n anahtar\u0131 \u201c\u00e7al\u0131\u015fan deneyimi.\u201d \u015eirketler i\u00e7in s\u00fcrd\u00fcr\u00fclebilir ba\u015far\u0131 ancak, kurum k\u00fclt\u00fcr\u00fcn\u00fc sa\u011flamla\u015ft\u0131r\u0131p, \u00e7al\u0131\u015fanlar\u0131 i\u00e7in g\u00fcvenli, istikrarl\u0131, geli\u015febilecekleri bir ortam […]<\/p>\n","protected":false},"author":1,"featured_media":1100,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[18,3],"tags":[],"class_list":["post-1099","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-sirketler-is-hayati","category-son-haberler"],"_links":{"self":[{"href":"https:\/\/famelifemagazin.com\/index.php?rest_route=\/wp\/v2\/posts\/1099","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/famelifemagazin.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/famelifemagazin.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/famelifemagazin.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/famelifemagazin.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=1099"}],"version-history":[{"count":2,"href":"https:\/\/famelifemagazin.com\/index.php?rest_route=\/wp\/v2\/posts\/1099\/revisions"}],"predecessor-version":[{"id":1118,"href":"https:\/\/famelifemagazin.com\/index.php?rest_route=\/wp\/v2\/posts\/1099\/revisions\/1118"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/famelifemagazin.com\/index.php?rest_route=\/wp\/v2\/media\/1100"}],"wp:attachment":[{"href":"https:\/\/famelifemagazin.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=1099"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/famelifemagazin.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=1099"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/famelifemagazin.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=1099"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}