{"id":138,"date":"2021-03-16T10:03:19","date_gmt":"2021-03-16T10:03:19","guid":{"rendered":"https:\/\/pulsulechipei.ro\/blog\/?p=138"},"modified":"2021-03-16T10:03:22","modified_gmt":"2021-03-16T10:03:22","slug":"secretul-sondajelor-de-tip-puls-pentru-angajati","status":"publish","type":"post","link":"https:\/\/pulsulechipei.ro\/blog\/secretul-sondajelor-de-tip-puls-pentru-angajati\/","title":{"rendered":"Secretul sondajelor de tip \u201epuls\u201d pentru angaja\u021bi"},"content":{"rendered":"\n

\u00cen ultimii ani, companiile \u0219i-au dat seama c\u0103 este mai bine s\u0103 utilizeze sondajele pentru angaja\u021bi pentru a avea, astfel, un feedback corect din partea lor.\u00a0<\/em><\/p>\n\n\n\n

Spre deosebire de metoda tipic\u0103 de sondare a opiniei angaja\u021bilor, care are loc anual \u0219i \u00een care se pun \u00een medie 30-40 de \u00eentreb\u0103ri pentru a ob\u021bine o perspectiv\u0103 asupra dimensiunii care influen\u021beaz\u0103 angajamentul angajatului (cum ar fi: influen\u021barea angajamentului, percep\u021bia asupra modului \u00een care se iau deciziile la nivelul conducerii, cum decurge munca \u00een echip\u0103, adecvarea informa\u021biilor \u0219i a resurelor folosite zi de zi), sondajele de tip \u201epuls\u201d sunt scurte (au 5-10 \u00eentreb\u0103ri la care po\u021bi r\u0103spunde \u00een c\u00e2teva minute) \u0219i pot fi f\u0103cute \u00eentr-un interval de 2-6 luni.<\/p>\n\n\n\n

Tr\u0103im vremuri \u00een care vrem s\u0103 ajungem imediat la rezultatul pe care ni-l dorim, a\u0219a c\u0103 angajatul va fi tentat s\u0103 completeze un sondaj cu mai pu\u021bine \u00eentreb\u0103ri, care \u00eei consum\u0103 doar c\u00e2teva minute, fa\u021b\u0103 de unul cu pagini \u00eentregi de chestionare.  <\/p>\n\n\n\n

Un sondaj de tip \u201epuls\u201d este adecvat epocii \u00een care tr\u0103im. Pentru c\u0103 acesta poate fi completat de pe orice dispozitiv, de pe telefon sau tablet\u0103, f\u0103r\u0103 ca angajatul s\u0103 fie nevoit s\u0103 r\u0103spund\u0103 zecilor de \u00eentreb\u0103ri. <\/p>\n\n\n\n

Sondajul de tip \u201epuls\u201d este util pentru companie, atunci c\u00e2nd dori\u021bi s\u0103 folosi\u021bi o modalitate u\u0219oar\u0103 \u0219i eficient\u0103 de a ob\u021bine o viziune despre modul \u00een care func\u021bioneaz\u0103 organiza\u021bia \u0219i vre\u021bi s\u0103 afla\u021bi nivelul angajamentului angaja\u021bilor.\u00a0<\/p>\n\n\n\n

\"\"<\/a><\/figure>\n\n\n\n

Pentru c\u0103 sondajele de \u201epuls\u201d pot fi administrate mai frecvent permit liderilor s\u0103 fie la curent cu sentimentele angaja\u021bilor, a\u0219a c\u0103 devin un fel de brometrul al mul\u021bumirilor \u0219i nemul\u021bumirilor. <\/p>\n\n\n\n

A\u0219adar, pare c\u0103 sondajele de tip \u201epuls\u201d aduc un c\u00e2\u0219tig \u0219i pentru departamentul de resurse umane \u0219i pentru angajator, \u00een general, dar \u0219i pentru angaja\u021bi. Trebuie s\u0103 \u021bine\u021bi cont de faptul c\u0103 aceste sondaje par a fi mai u\u0219or de gestionat, pentru c\u0103 sunt scurte \u0219i accesibile, dar s-ar putea s\u0103 nu fie chiar a\u0219a. <\/p>\n\n\n\n

Exist\u0103 dou\u0103 capcane ale sondajelor de tip \u201epuls\u201d.<\/strong><\/h2>\n\n\n\n

Nu exist\u0103 \u201ede ce\u201d<\/strong><\/h3>\n\n\n\n

Managerii de resurse umane cred c\u0103 acest instrument v\u0103 va ajuta s\u0103 stabiliza\u021bi cifra de afaceri \u0219i s\u0103 duce\u021bi cultura organiza\u021bional\u0103 pe drumul cel bun.<\/p>\n\n\n\n

Dar dac\u0103 nu v-a\u021bi g\u00e2ndit de ce ave\u021bi nevoie de acest feedback din partea angaja\u021bilor \u0219i de ce este momentul potrivit s\u0103 afla\u021bi despre angajamentul celor pe care \u00eei conduce\u021bi probabil c\u0103 nu ave\u021bi un plan clar cu privire la modul \u00een care ve\u021bi folosi datele furnizate de sondajul de tip \u201epuls\u201d.<\/p>\n\n\n\n

Adesea vedem organzia\u021bii care \u00eei \u00eendeamn\u0103 pe angaja\u021bi s\u0103 completeze aceste sondaje, dar nu mai anun\u021b\u0103 ce se \u00eent\u00e2mpl\u0103 cu datele colectate. <\/p>\n\n\n\n

C\u00e2nd dorim ca oamenii s\u0103 participe la sondaj f\u0103r\u0103 s\u0103 demonstr\u0103m c\u0103 ne pas\u0103, s-ar putea s\u0103 dea doar click pe unele \u00eentreb\u0103ri, s\u0103 completeze r\u0103spunsurile f\u0103r\u0103 aten\u021bia cuvenit\u0103 \u0219i f\u0103r\u0103 s\u0103 fie sinceri. <\/p>\n\n\n\n

Dac\u0103 oamenii simt c\u0103 nu are niciun rost sondajul, deoarece nimic nu se va \u00eent\u00e2mpla dup\u0103, atunci fi\u021bi siguri c\u0103 ve\u021bi pierde imediat angajamentul angajatului care se va g\u00e2ndi nu la ce se \u00eent\u00e2mpl\u0103 dup\u0103 ce parcurge sondajul, ci la cum s\u0103 r\u0103spund\u0103 mai repede \u00eentreb\u0103rilor, pentru a sc\u0103pa de aceast\u0103 nou\u0103 \u201ecerin\u021b\u0103\u201d din partea \u0219efului.\u00a0<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Lipsa ac\u021biunii\u00a0<\/strong><\/h3>\n\n\n\n

A\u0219a cum am scris \u0219i \u00een primul punct, este dificil s\u0103 lua\u021bi m\u0103suri dup\u0103 ce primi\u021bi feedback, dac\u0103 nu a\u021bi stabilit de ce face\u021bi acest sondaj \u0219i ce se \u00eent\u00e2mpl\u0103 mai departe, dac\u0103 ve\u021bi lua decizii \u00een firm\u0103 dup\u0103 ce ave\u021bi toate datele.\u00a0<\/p>\n\n\n\n

Mai precis, conducerea unei organiza\u021bii, care este \u00een proces de restructurare major\u0103, s-ar putea s\u0103-\u0219i doreasc\u0103 s\u0103 cunoasc\u0103 percep\u021biile angaja\u021bilor despre schimbare, dar s\u0103 nu aib\u0103 cum s\u0103 le implementeze, pentru c\u0103 vin foarte multe date \u0219i vor fi incapabili s\u0103 le transpun\u0103 pe toate, s\u0103 ia decizii pentru toate.\u00a0<\/p>\n\n\n\n

Exist\u0103 \u00eens\u0103, pericolul ca angaja\u021bii s\u0103 devin\u0103 frustra\u021bi, nemul\u021bumi\u021bi, pentru c\u0103 nu v\u0103d nicio schimbare dup\u0103 ce au completat sondajul, chiar dac\u0103 liderii au avut cele mai bune inten\u021bii c\u00e2nd au colectat datele.\u00a0<\/p>\n\n\n\n

Dar, din p\u0103cate, a nu face nimic cu feedback-ul primit \u00een urma sondajului de tip \u201epuls\u201d poate fi rezultatul unor practici ineficiente de HR. \u00cen prezent, majoritatea managerilor recunosc c\u0103 angaja\u021bii apreciaz\u0103 c\u0103 sunt auzi\u021bi, iar un sondaj de tip \u201epuls\u201d poate fi o solu\u021bie bun\u0103 pentru a bifa aceast\u0103 cerin\u021b\u0103. <\/p>\n\n\n\n

Dar aceste sondaje nu ar trebui s\u0103 \u00eenlocuiasc\u0103 conversa\u021bia, acestea ar trebui s\u0103 fie un catalizator pentru un dialog mai productiv \u0219i mai constructiv. <\/p>\n\n\n\n

Acum c\u0103 am identificat ce s\u0103 nu face\u021bi, iat\u0103, dou\u0103 bune practici pentru a ob\u021bine cel mau bun feedback \u00een urma sondajelor de tip \u201epuls\u201d.<\/strong><\/p>\n\n\n\n

\"\"<\/a><\/figure>\n\n\n\n

Completeaz\u0103, nu \u00eenlocuie\u0219te\u00a0<\/strong><\/h3>\n\n\n\n

Una dintre cele mai eficiente moduri de a \u00eencorpora un sondaj de tip \u201epuls\u201d \u00een strategia dumneavoastr\u0103 de resurse umane este de a-l utiliza ca o completare a unui sondaj anul pentru angaja\u021bi. De exemplu, s\u0103 presupunem c\u0103 firma dumneavoastr\u0103 descoper\u0103 din sondajul anual c\u0103 angaja\u021bii simt c\u0103 nu au un echilibru \u00eentre via\u021ba personal\u0103 \u0219i via\u021ba profesional\u0103. Poate vre\u021bi s\u0103 \u0219ti\u021bi de ce simt asta, a\u0219a c\u0103 un simplu sondaj de tip \u201epuls\u201d care va fi \u021bintit doar pe aceast\u0103 problem\u0103 poate ar\u0103ta ca angaja\u021bii vor mai mult\u0103 flexibilitate, fie c\u0103 este vorba despre programul de munc\u0103, fie de munca remote.\u00a0<\/p>\n\n\n\n

Modul \u00een care pute\u021bi rezolva aceast\u0103 problem\u0103 difer\u0103 enorm fa\u021b\u0103 de cum a\u021bi proceda dac\u0103 angajatul s-ar pl\u00e2nge de lipsa tehnologiei sau de necesitatea unei mai bune tehnologii pentru munca de la distan\u021b\u0103.<\/p>\n\n\n\n

Sondajele de tip \u201epuls\u201d pot transforma teme largi \u00een \u00eendemnuri la ac\u021biune. <\/p>\n\n\n\n

A\u0219adar, acest tip de sondaj poate veni \u00een completarea sondajului tradi\u021bional anual. Liderii pot stabili, astfel, dac\u0103 au dat roade eforturile de a aborda o anumit\u0103 problem\u0103 ap\u0103rut\u0103 \u00een urma sondajului anual. S-ar putea s\u0103 crede\u021bi c\u0103 a\u021bi g\u0103sit solu\u021bia excelent\u0103, dar, \u00een general, e o idee bun\u0103 s\u0103 v\u0103 adresa\u021bi celor care sunt direct afecta\u021bi, pentru a vedea dac\u0103 solu\u021bia func\u021bioneaz\u0103 cu adev\u0103rat. <\/p>\n\n\n\n

\u021aine\u021bi cont de momentele cheie<\/strong><\/h3>\n\n\n\n

O alt\u0103 modalitate de a efectua cu brio un sondaj de tip \u201epuls\u201d este s\u0103 \u00eel conecta\u021bi la evenimentele cheie din companie. Adic\u0103, poate a existat o achizi\u021bie de noi echipamente, care\u00a0 a schimbat modul \u00een care func\u021bioneaz\u0103 distribu\u021bia \u00een cadrul unei companii. Poate la o \u0219coal\u0103 privat\u0103 Consiliul de Administra\u021bie a decis s\u0103 aduc\u0103 o directoare nou\u0103 pentru a \u00eembun\u0103t\u0103\u021bii modul de organizare \u0219i practicile de marketing ale \u0219colii, cu scopul de a atrage noi familii.\u00a0<\/p>\n\n\n\n

Schimbarea poate avea multe forme, \u00een general, este bine s\u0103 v\u0103 adresa\u021bi angaja\u021bilor pentru a v\u0103 asigura c\u0103 \u00een\u021beleg de ce a fost f\u0103cut\u0103 acea schimbare, ce va \u00eensemna pentru munca lor \u0219i cum contribuie la procesul decizional pentru a v\u0103 asigura sau a-i asigura c\u0103 schimbarea are efect pozitiv.\u00a0<\/p>\n\n\n\n

A\u0219adar, \u00een concluzie, efectuarea unui sondaj de tip \u201epuls\u201d \u00eentr-un mod atent poate fi un instrument util de m\u0103surare a angajamentului angaja\u021bilor. A\u0219a c\u0103 asigura\u021bi-v\u0103 c\u0103 este urmat de comunicare \u0219i ac\u021biune!<\/strong><\/p>\n\n\n\n

\"\"<\/a><\/figure>\n","protected":false},"excerpt":{"rendered":"

\u00cen ultimii ani, companiile \u0219i-au dat seama c\u0103 este mai bine s\u0103 utilizeze sondajele pentru angaja\u021bi pentru a avea, astfel, un feedback corect din partea lor.\u00a0 Spre deosebire de metoda tipic\u0103 de sondare a opiniei angaja\u021bilor, care are loc anual \u0219i \u00een care se pun \u00een medie 30-40 de \u00eentreb\u0103ri pentru a ob\u021bine o perspectiv\u0103 […]<\/p>\n","protected":false},"author":1,"featured_media":140,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_jetpack_memberships_contains_paid_content":false},"categories":[3],"tags":[],"yoast_head":"\nSecretul sondajelor de tip \u201epuls\u201d pentru angaja\u021bi - Blog Pulsul Echipei<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/pulsulechipei.ro\/blog\/secretul-sondajelor-de-tip-puls-pentru-angajati\/\" \/>\n<meta property=\"og:locale\" content=\"ro_RO\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Secretul sondajelor de tip \u201epuls\u201d pentru angaja\u021bi - 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