{"id":27098,"date":"2024-05-22T16:55:32","date_gmt":"2024-05-22T14:55:32","guid":{"rendered":"https:\/\/persolog.com\/?p=27098"},"modified":"2024-05-23T14:27:23","modified_gmt":"2024-05-23T12:27:23","slug":"the-5-biggest-mistakes-in-appraisal-interviews","status":"publish","type":"post","link":"https:\/\/persolog.com\/pl\/blog\/the-5-biggest-mistakes-in-appraisal-interviews\/","title":{"rendered":"5 najwi\u0119kszych b\u0142\u0119d\u00f3w w rozmowach oceniaj\u0105cych"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"27098\" class=\"elementor elementor-27098\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-7b6658f e-flex e-con-boxed e-con e-parent\" data-id=\"7b6658f\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[]}\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-14632d8 elementor-widget elementor-widget-text-editor\" data-id=\"14632d8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Anne, mened\u017cer w \u015bredniej wielko\u015bci firmie, przygotowuje si\u0119 do corocznej oceny wynik\u00f3w pracy swojego cz\u0142onka zespo\u0142u, Maxa, odczuwaj\u0105c mieszank\u0119 podekscytowania i zdenerwowania. Anne wie, \u017ce skuteczna ocena wynik\u00f3w jest niezb\u0119dnym narz\u0119dziem do rozwoju i motywowania pracownik\u00f3w organizacji. Max jest utalentowanym pracownikiem z du\u017cym potencja\u0142em, ale ostatnie spotkania nie by\u0142y tak produktywne, jak by sobie tego \u017cyczy\u0142a. Zastanawia si\u0119, co mo\u017ce zrobi\u0107 inaczej nast\u0119pnym razem i co naprawd\u0119 ma znaczenie.<\/p><p>Anne nie jest sama. Wielu mened\u017cer\u00f3w ka\u017cdego dnia daje z siebie wszystko. Cz\u0119sto jednak pope\u0142niane s\u0105 b\u0142\u0119dy, kt\u00f3re zmniejszaj\u0105 skuteczno\u015b\u0107 rozm\u00f3w oceniaj\u0105cych. Niniejszy artyku\u0142 identyfikuje pi\u0119\u0107 z tych powszechnych b\u0142\u0119d\u00f3w. Jednocze\u015bnie artyku\u0142 zawiera porady, jak przezwyci\u0119\u017cy\u0107 te wyzwania. Kiedy unika si\u0119 tych b\u0142\u0119d\u00f3w, <a href=\"https:\/\/persolog.com\/pl\/blog\/7-tips-for-effective-employee-conversations\/\">wywiady oceniaj\u0105ce<\/a> mog\u0105 rozwin\u0105\u0107 swoj\u0105 pe\u0142n\u0105 moc i wp\u0142yw.<\/p><h2><strong>1. Brak przygotowania<\/strong><\/h2><p>Czasami mened\u017cerowie przyst\u0119puj\u0105 do rozm\u00f3w oceniaj\u0105cych nieprzygotowani, my\u015bl\u0105c jedynie o tym, jakie informacje zwrotne chc\u0105 przekaza\u0107 pracownikowi podczas rozmowy. Jednak skuteczna rozmowa oceniaj\u0105ca wymaga dok\u0142adnego <a href=\"https:\/\/shop.persolog.com\/en\/persolog-Management-Perfomance-Planner\/PL109\">przygotowanie<\/a> zapewni\u0107 <a href=\"https:\/\/persolog.com\/pl\/blog\/providing-feedback-appropriately\/\" target=\"_blank\" rel=\"noopener\">konstruktywna informacja zwrotna<\/a> i wyznaczy\u0107 konkretne cele rozwojowe.<\/p><p>Poni\u017csze pytania mog\u0105 pom\u00f3c w przygotowaniach:<\/p><ul><li>Co idzie dobrze? Z czego ty lub inni jeste\u015bcie zadowoleni?<\/li><li>Co nie idzie dobrze? Z czego nie jeste\u015b zadowolony?<\/li><li>Jak wygl\u0105da krzywa rozwoju pracownika od ostatniej rozmowy kwalifikacyjnej? Czy nast\u0105pi\u0142 pozytywny rozw\u00f3j, stagnacja czy nawet regres?<\/li><li>Jak mo\u017ce wygl\u0105da\u0107 przysz\u0142y rozw\u00f3j pracownika?<\/li><\/ul><p>Odpowied\u017a na te pytania wymaga uczciwego i refleksyjnego zbadania wydajno\u015bci i zachowania pracownika.<\/p><p>Innym aspektem przygotowa\u0144, kt\u00f3ry jest cz\u0119sto zaniedbywany, jest zaanga\u017cowanie pracownik\u00f3w. Pracownicy cz\u0119sto nie maj\u0105 mo\u017cliwo\u015bci przygotowania si\u0119 do spotkania lub wyra\u017cenia w\u0142asnych obaw i cel\u00f3w. Je\u015bli pracownik ma mo\u017cliwo\u015b\u0107 zastanowienia si\u0119 nad tym wcze\u015bniej, a mo\u017ce nawet wype\u0142nienia formularza samooceny, spotkanie mo\u017ce by\u0107 zorganizowane bardziej efektywnie i celowo.<\/p><h2><strong>2. Nie s\u0142uchanie<\/strong><\/h2><p>Innym cz\u0119stym b\u0142\u0119dem w ocenach pracowniczych jest to, \u017ce mened\u017cerowie nie daj\u0105 pracownikowi wystarczaj\u0105cej przestrzeni i nie s\u0142uchaj\u0105 go aktywnie. Jednak rozmowa oceniaj\u0105ca powinna by\u0107 dialogiem, w kt\u00f3rym obie strony maj\u0105 mo\u017cliwo\u015b\u0107 wyra\u017cenia swoich my\u015bli i obaw.<\/p><p>Podstawowym sposobem na zapewnienie pracownikowi przestrzeni jest otwarte rozpocz\u0119cie rozmowy. Pytania takie jak \"Co jest dla Ciebie wa\u017cne w naszej dzisiejszej rozmowie?\" lub \"Czy masz temat, o kt\u00f3rym mo\u017cemy dzisiaj porozmawia\u0107?\" pokazuj\u0105 pracownikowi, \u017ce jego opinie i obawy s\u0105 cenione, a rozmowa nie jest jednostronna.<\/p><p>Podczas rozmowy wa\u017cne jest, aby komunikowa\u0107 si\u0119 na poziomie oczu. Gdy traktujesz pracownika jak r\u00f3wnego sobie, tworzysz atmosfer\u0119 szacunku i otwarto\u015bci.<\/p><p>Pytania takie jak \"Co s\u0105dzisz o naszej wsp\u00f3\u0142pracy w zesz\u0142ym roku?\" pozwalaj\u0105 pracownikom opisa\u0107 swoj\u0105 perspektyw\u0119 i wyrazi\u0107 swoje przemy\u015blenia. To nie tylko wzmacnia poczucie zaanga\u017cowania i docenienia pracownika, ale tak\u017ce dostarcza cennych spostrze\u017ce\u0144, kt\u00f3re mo\u017cna wykorzysta\u0107 do dalszego rozwoju wsp\u00f3\u0142pracy.<\/p><p>Og\u00f3lnie rzecz bior\u0105c, wa\u017cne jest, aby rozmowy oceniaj\u0105ce by\u0142y postrzegane jako proces dialogowy, w kt\u00f3rym obie strony maj\u0105 mo\u017cliwo\u015b\u0107 wypowiedzenia si\u0119 i bycia wys\u0142uchanym.<\/p><h2><strong>3. Niespecyficzne i niekonstruktywne informacje zwrotne<\/strong><\/h2><p class=\"translation-block\">Cz\u0119stym b\u0142\u0119dem w ocenach pracowniczych jest udzielanie niekonkretnych i niekonstruktywnych <a href=\"https:\/\/persolog.com\/pl\/blog\/providing-feedback-appropriately\/\" target=\"_self\">informacji zwrotnych<\/a>. Problem polega na tym, \u017ce pracownik nie wie dok\u0142adnie w czym tkwi problem i co powinien zrobi\u0107 inaczej w przysz\u0142o\u015bci.<\/p><p>Wa\u017cne jest, aby pochwa\u0142y i krytyka nie by\u0142y powierzchowne, ale poparte konkretnymi przyk\u0142adami. Pokazuj\u0105c pracownikowi dok\u0142adnie, co posz\u0142o dobrze, a co mo\u017cna poprawi\u0107, informacja zwrotna staje si\u0119 zrozumia\u0142a i pomocna.<\/p><p>Jako menad\u017cer, powiniene\u015b tak\u017ce by\u0107 konkretny w kwestii tego, co chcia\u0142by\u015b, aby si\u0119 zmieni\u0142o lub jak pracownik m\u00f3g\u0142by si\u0119 poprawi\u0107. Zamiast by\u0107 niejasnym, wa\u017cne jest, aby sformu\u0142owa\u0107 jasne oczekiwania i wyznaczy\u0107 konkretne cele na przysz\u0142o\u015b\u0107. Wa\u017cne jest, aby pami\u0119ta\u0107, \u017ce pracownik musi by\u0107 w stanie osi\u0105gn\u0105\u0107 cel. Utopijne cele lub ca\u0142kowite zmiany w zachowaniu mog\u0105 demotywowa\u0107 pracownika. Pomocne mo\u017ce by\u0107 zdefiniowanie mniejszych krok\u00f3w po\u015brednich i ci\u0105g\u0142e \u015bledzenie osi\u0105gni\u0119\u0107 podczas kolejnych spotka\u0144.<\/p><p>Pracownik nie powinien by\u0107 pozostawiony sam sobie z wdro\u017ceniem. Pytaj\u0105c: \"Jak mog\u0119 Ci\u0119 wesprze\u0107?\" pokazujesz pracownikowi, \u017ce chcesz pom\u00f3c mu osi\u0105gn\u0105\u0107 jego cele i pokona\u0107 wyzwania.<\/p><h2><strong>4. Ignorowanie typowych b\u0142\u0119d\u00f3w w my\u015bleniu<\/strong><\/h2><p>Kolejn\u0105 przeszkod\u0105 w ocenie pracownik\u00f3w jest nierozpoznanie typowych b\u0142\u0119d\u00f3w w my\u015bleniu. B\u0142\u0119dy te mog\u0105 prowadzi\u0107 mened\u017cer\u00f3w do wydawania niedok\u0142adnych lub stronniczych os\u0105d\u00f3w na temat swoich pracownik\u00f3w. Poni\u017cej przedstawiono trzy b\u0142\u0119dy w my\u015bleniu:<\/p><ul><li><strong>Efekt halo:<\/strong> Gdy wybitna cecha lub wydajno\u015b\u0107 pracownika prowadzi do korzystniejszej og\u00f3lnej oceny jego osoby. Inne aspekty wydajno\u015bci lub zachowania pracownika s\u0105 pomijane lub postrzegane mniej krytycznie. Na przyk\u0142ad, je\u015bli sprzedawca dobrze sprzedaje, mo\u017ce to prowadzi\u0107 do tego, \u017ce inne aspekty, takie jak interakcje ze wsp\u00f3\u0142pracownikami, s\u0105 oceniane pozytywnie, nawet je\u015bli jego wyniki w tym obszarze mog\u0105 by\u0107 poni\u017cej \u015bredniej.<\/li><li><strong>Podobie\u0144stwo:<\/strong> Prze\u0142o\u017cony ocenia pracownika bardziej przychylnie ni\u017c by\u0142oby to obiektywnie uzasadnione ze wzgl\u0119du na osobiste podobie\u0144stwa lub sympatie.<\/li><li><strong>Tendencyjno\u015b\u0107:<\/strong> Dzieje si\u0119 tak, gdy ostatnie wydarzenia lub wyniki s\u0105 przeceniane, podczas gdy wydarzenia lub wyniki sprzed d\u0142u\u017cszego czasu s\u0105 pomijane. Na przyk\u0142ad, wyniki s\u0105 oceniane na podstawie ostatnich 1-2 tygodni zamiast ostatniego roku.<\/li><\/ul><p>Takie b\u0142\u0119dy w ocenie zdarzaj\u0105 si\u0119 ka\u017cdemu i nie mo\u017cna ich ca\u0142kowicie unikn\u0105\u0107. Dlatego wa\u017cne jest, aby mened\u017cerowie byli \u015bwiadomi w\u0142asnych uprzedze\u0144 i aktywnie starali si\u0119 ocenia\u0107 swoich pracownik\u00f3w obiektywnie i sprawiedliwie. Wymaga to ci\u0105g\u0142ego <a href=\"https:\/\/www.commma.de\/selbstreflexion-als-grundlage-guter-fuehrung\" target=\"_blank\" rel=\"noopener\">autorefleksja<\/a> i gotowo\u015b\u0107 do kwestionowania w\u0142asnego sposobu my\u015blenia.<\/p><h2><strong>5. Brak dokumentacji kolejnych krok\u00f3w i uzgodnie\u0144<\/strong><\/h2><p>Cz\u0119stym b\u0142\u0119dem w ocenach pracowniczych jest to, \u017ce kolejne kroki i ustalenia nie s\u0105 wystarczaj\u0105co zdefiniowane i udokumentowane. Mo\u017ce to prowadzi\u0107 do tego, \u017ce wa\u017cne decyzje i \u015brodki pozostan\u0105 niejasne z perspektywy czasu i nie zostan\u0105 wdro\u017cone.<\/p><p>Chocia\u017c na spotkaniu cz\u0119sto omawia si\u0119 zmiany lub ulepszenia, nie okre\u015bla si\u0119, co od teraz b\u0119dzie robione inaczej. W rezultacie poczynione ustalenia pozostaj\u0105 niejasne i mgliste, a prawdopodobie\u0144stwo ich wdro\u017cenia jest niskie. Nawet je\u015bli konkretne dzia\u0142ania zostan\u0105 uzgodnione podczas spotkania, istnieje ryzyko, \u017ce zostan\u0105 one zapomniane lub sfa\u0142szowane, je\u015bli nie zostan\u0105 zapisane. Brak wdro\u017cenia okre\u015blonych dzia\u0142a\u0144 mo\u017ce prowadzi\u0107 do frustracji i niezadowolenia po obu stronach.<\/p><p>Aby unikn\u0105\u0107 tego b\u0142\u0119du, wa\u017cne jest, aby wszystkie umowy i kolejne kroki by\u0142y rejestrowane na pi\u015bmie. Mo\u017ce to przybra\u0107 form\u0119 protoko\u0142u lub pisemnej umowy i powinno by\u0107 wi\u0105\u017c\u0105ce dla obu stron. Pomocne mo\u017ce by\u0107 natychmiastowe zorganizowanie spotkania w celu sprawdzenia, w jakim stopniu uzgodnione dzia\u0142ania zosta\u0142y wdro\u017cone (zar\u00f3wno przez mened\u017cera, jak i pracownika). Zapewni to, \u017ce nie zostan\u0105 one zapomniane i \u017ce zostan\u0105 faktycznie wdro\u017cone.<\/p><h3><strong>Konkrety: kolejne kroki<\/strong><\/h3><p>By\u0107 mo\u017ce ten artyku\u0142 zainspirowa\u0142 Ci\u0119 do oceny i optymalizacji rozm\u00f3w oceniaj\u0105cych. Nast\u0119pnie przejd\u017a do konkret\u00f3w: Zapisz na kartce papieru trzy konkretne pomys\u0142y lub obszary wymagaj\u0105ce poprawy, kt\u00f3rymi chcia\u0142by\u015b si\u0119 zaj\u0105\u0107 i kt\u00f3re chcia\u0142by\u015b wdro\u017cy\u0107.<\/p><p>Innym sposobem na przeniesienie rozm\u00f3w oceniaj\u0105cych na wy\u017cszy poziom jest skorzystanie z aplikacji<a href=\"https:\/\/www.commma.de\/fokus-karten-personalentwicklung\" target=\"_blank\" rel=\"noopener\"> karty fokusowe od commma Personalentenwicklung GmbH<\/a>. Zestaw kart fokusowych sk\u0142ada si\u0119 z 30 r\u00f3\u017cnych kart dotycz\u0105cych istotnych temat\u00f3w zwi\u0105zanych ze wsp\u00f3\u0142prac\u0105. U\u0142atwia to przygotowanie si\u0119 do rozm\u00f3w oceniaj\u0105cych. Karty fokusowe u\u0142atwiaj\u0105 uzyskanie jasno\u015bci co do tego, co jest naprawd\u0119 istotne i pomagaj\u0105 dotrze\u0107 do sedna tych temat\u00f3w. Dzi\u0119ki tematom i pytaniom opartym na psychologii, karty pomagaj\u0105 zaanga\u017cowa\u0107 si\u0119 w szczery dialog na poziomie oczu.<\/p><p><a href=\"http:\/\/: https:\/\/www.commma.de\/fokus-karten-personalentwicklung\" target=\"_blank\" rel=\"noopener\"><strong>Wi\u0119cej informacji mo\u017cna znale\u017a\u0107 tutaj.<\/strong><\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-8ed4054 e-flex e-con-boxed e-con e-parent\" data-id=\"8ed4054\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[]}\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-8927b5f elementor-widget elementor-widget-image\" data-id=\"8927b5f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<a href=\"https:\/\/www.commma.de\/fokus-karten-personalentwicklung\" target=\"_blank\">\n\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/persolog.com\/wp-content\/uploads\/2024\/05\/Anzeige_Fokus-Karten_commma-1-1024x512.jpg\" class=\"attachment-large size-large wp-image-27119\" alt=\"Focus-Cards_Commma\" srcset=\"https:\/\/persolog.com\/wp-content\/uploads\/2024\/05\/Anzeige_Fokus-Karten_commma-1-1024x512.jpg 1024w, https:\/\/persolog.com\/wp-content\/uploads\/2024\/05\/Anzeige_Fokus-Karten_commma-1-300x150.jpg 300w, https:\/\/persolog.com\/wp-content\/uploads\/2024\/05\/Anzeige_Fokus-Karten_commma-1-768x384.jpg 768w, https:\/\/persolog.com\/wp-content\/uploads\/2024\/05\/Anzeige_Fokus-Karten_commma-1-18x9.jpg 18w, https:\/\/persolog.com\/wp-content\/uploads\/2024\/05\/Anzeige_Fokus-Karten_commma-1.jpg 1250w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/>\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Wielu mened\u017cer\u00f3w ka\u017cdego dnia daje z siebie wszystko. Cz\u0119sto jednak pope\u0142niane s\u0105 b\u0142\u0119dy, kt\u00f3re zmniejszaj\u0105 skuteczno\u015b\u0107 rozm\u00f3w oceniaj\u0105cych. Niniejszy artyku\u0142 identyfikuje pi\u0119\u0107 z tych powszechnych b\u0142\u0119d\u00f3w. Jednocze\u015bnie artyku\u0142 zawiera porady, jak przezwyci\u0119\u017cy\u0107 te wyzwania. Gdy uniknie si\u0119 tych b\u0142\u0119d\u00f3w, rozmowy oceniaj\u0105ce mog\u0105 rozwin\u0105\u0107 swoj\u0105 pe\u0142n\u0105 moc i wp\u0142yw.<\/p>","protected":false},"author":20,"featured_media":27142,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center 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