Pandemia ka ndryshuar shum\u00eb gj\u00ebra n\u00eb bot\u00eb, duke p\u00ebrfshir\u00eb edhe ato q\u00eb mund t\u2019ju nevojiten nga drejtuesi juaj n\u00eb m\u00ebnyr\u00eb q\u00eb t\u00eb keni sukses.<\/p>\n
Rritja e ankthit dhe e stresit, si n\u00eb sht\u00ebpi, ashtu edhe n\u00eb pun\u00eb, q\u00eb nga fillimi i pandemis\u00eb Covid-19, kan\u00eb b\u00ebr\u00eb q\u00eb punonj\u00ebsit t\u00eb ken\u00eb nevoj\u00eb m\u00eb tep\u00ebr se kurr\u00eb p\u00ebr m\u00eb shum\u00eb mir\u00ebkuptim dhe fleksibilitet nga drejtuesit e tyre, sipas Caitlin Duffy, drejtoresh\u00eb e k\u00ebrkimeve n\u00eb kompanin\u00eb e konsulenc\u00ebs Gartner.<\/p>\n
Pandemia \u201cka b\u00ebr\u00eb q\u00eb jet\u00ebt e tyre personale dhe profesionale t\u00eb bashkohen me nj\u00ebra-tjetr\u00ebn\u201d, thot\u00eb Duffy p\u00ebr CNBC.<\/p>\n
Gartner ka kryer shum\u00eb studime n\u00eb lidhje me gj\u00ebrat q\u00eb punonj\u00ebsit presin nga menaxher\u00ebt e tyre tani q\u00eb kan\u00eb kaluar dy vite nga fillimi i pandemis\u00eb. Pas rishikimit t\u00eb artikujve akademik\u00eb, anketimit t\u00eb mij\u00ebra punonj\u00ebsve dhe kryerjes s\u00eb disa intervistave, Gartner zbuloi se gjith\u00e7ka mund t\u00eb p\u00ebrmblidhet me nj\u00eb koncept, t\u00eb quajtur\u00a0\u201clidershipi njer\u00ebzor\u201d.<\/p>\n
Kjo \u00ebsht\u00eb nj\u00eb fraz\u00eb e cila p\u00ebrshkruan lider\u00ebt q\u00eb drejtojn\u00eb duke shfaqur empati. Ata gjithashtu p\u00ebrshtaten n\u00eb m\u00ebnyr\u00eb q\u00eb t\u00eb p\u00ebrmbushin nevojat unike t\u00eb punonj\u00ebsve dhe i mund\u00ebsojn\u00eb atyre t\u00eb shprehen p\u00ebr problemet q\u00eb i shqet\u00ebsojn\u00eb, p\u00ebr t\u00eb krijuar nj\u00eb ambient pune m\u00eb t\u00eb lumtur dhe m\u00eb produktiv, thot\u00eb Duffy.<\/p>\n
Fatkeq\u00ebsisht, ky lloj lideri nuk \u00ebsht\u00eb drejtuesi tipik i \u00e7do kompanie. Vet\u00ebm pothuajse 1 n\u00eb 4 punonj\u00ebs, sakt\u00ebsisht 29% e tyre, deklaron se lider\u00ebt q\u00eb kan\u00eb, jan\u00eb efektiv\u00eb n\u00eb lidershipin njer\u00ebzor, sipas nj\u00eb sondazhi t\u00eb Gartner n\u00eb vitin 2022.<\/p>\n
Ky \u00ebsht\u00eb nj\u00eb problem madhor, thot\u00eb Duffy. Aspekti emocional i shkaktuar nga pandemia ka sjell\u00eb nj\u00eb \u201cndryshim t\u00eb p\u00ebrhersh\u00ebm n\u00eb fuqin\u00eb pun\u00ebtore\u201d, e cila tashm\u00eb k\u00ebrkon ndjeshm\u00ebrin\u00eb dhe fleksibilitetin e lidershipit njer\u00ebzor.<\/p>\n
\u201cPunonj\u00ebsit tani presin q\u00eb lider\u00ebt n\u00eb pun\u00eb duhet t\u00eb adresojn\u00eb t\u00eb gjitha nevojat e tyre personale, t\u00eb cilat jan\u00eb b\u00ebr\u00eb m\u00eb komplekse dhe m\u00eb sensitive gjat\u00eb viteve t\u00eb fundit,\u201d shton ajo.<\/p>\n
Dhe, nuk jan\u00eb thjesht punonj\u00ebsit q\u00eb p\u00ebrfitojn\u00eb nga kjo. Ambientet e pun\u00ebs ku drejtuesit shfaqin lidership njer\u00ebzor p\u00ebrgjith\u00ebsisht kan\u00eb punonj\u00ebs q\u00eb jan\u00eb shum\u00eb m\u00eb t\u00eb angazhuar me pun\u00ebn e tyre, duke sjell\u00eb nj\u00eb performanc\u00eb t\u00eb p\u00ebrgjithshme m\u00eb t\u00eb mir\u00eb, sipas studimit t\u00eb Gartner.<\/p>\n
Kjo kompani identifikoi p\u00ebrmir\u00ebsime n\u00eb mir\u00ebqenien e p\u00ebrgjithshme t\u00eb punonj\u00ebsve, duke rritur mund\u00ebsit\u00eb q\u00eb ata t\u00eb q\u00ebndrojn\u00eb n\u00eb kompanin\u00eb ku jan\u00eb, n\u00eb vend q\u00eb t\u00eb k\u00ebrkojn\u00eb p\u00ebr pun\u00eb t\u00eb re.<\/p>\n
\u201cKjo nuk prek vet\u00ebm punonj\u00ebsit, por ka nj\u00eb ndikim n\u00eb t\u00eb gjitha aspektet e biznesit,\u201d thot\u00eb Duffy.<\/p>\n
Pavar\u00ebsisht n\u00ebse jeni duke k\u00ebrkuar p\u00ebr nj\u00eb lider q\u00eb ju mb\u00ebshtet m\u00eb shum\u00eb, ose n\u00ebse jeni vet\u00eb nj\u00eb drejtues q\u00eb po k\u00ebrkoni p\u00ebr m\u00ebnyra p\u00ebr t\u2019i sh\u00ebrbyer m\u00eb mir\u00eb nevojave t\u00eb punonj\u00ebsve tuaj, k\u00ebtu jan\u00eb tre cil\u00ebsit\u00eb kryesore t\u00eb lidershipit njer\u00ebzor, sipas Duffy.<\/p>\n
\u00a0<\/p>\n
Autenticiteti<\/p>\n
Nj\u00eb lider q\u00eb i mund\u00ebson punonj\u00ebsve t\u00eb shprehin problemet e tyre, ju inkurajon q\u00eb t\u00eb jeni m\u00eb t\u00eb v\u00ebrtet\u00eb aty ku punoni. P\u00ebr shembull, nj\u00eb menaxher autentik mund t\u2019i ftoj\u00eb punonj\u00ebsit q\u00eb t\u00eb ndajn\u00eb me ekipin idet\u00eb e reja q\u00eb mund t\u00eb ken\u00eb, ose t\u00eb shprehin ndjenjat e tyre gjat\u00eb ngjarjeve t\u00eb tensionuara sociale dhe politike q\u00eb ndodhin n\u00eb bot\u00eb.<\/p>\n
Drejtuesi mund t\u00eb b\u00ebj\u00eb punonj\u00ebsit q\u00eb t\u00eb mos ndihen keq p\u00ebr t\u00eb ndar\u00eb mendimet dhe ndjenjat e tyre, duke u hapur vet\u00eb fillimisht me ta. \u201cPunonj\u00ebsit duan t\u00eb jen\u00eb n\u00eb gjendje t\u00eb sjellin t\u00eb gjith\u00eb qenien e tyre n\u00eb pun\u00eb dhe lider\u00ebt duhet t\u2019i ftojn\u00eb ata p\u00ebr t\u00eb b\u00ebr\u00eb pik\u00ebrisht k\u00ebt\u00eb gj\u00eb,\u201d thot\u00eb Duffy. \u201cSi fillim, jan\u00eb lider\u00ebt ata q\u00eb duhet ta b\u00ebjn\u00eb k\u00ebt\u00eb gj\u00eb t\u00eb par\u00ebt.\u201d<\/p>\n
\u00a0<\/p>\n
Empatia<\/p>\n
Ky lloj menaxheri shfaq p\u00ebrkujdesje, respekt dhe shqet\u00ebsohet realisht p\u00ebr mir\u00ebqenien e punonj\u00ebsve.<\/p>\n
T\u00eb qenit nj\u00eb drejtues empatik do t\u00eb thot\u00eb t\u00eb kuptosh v\u00ebshtir\u00ebsist\u00eb e punonj\u00ebsve, si ato q\u00eb lidhen me vendin e pun\u00ebs, ashtu edhe ato q\u00eb vijn\u00eb nga jasht\u00eb tij, duke p\u00ebrfshir\u00eb burnout-in, problemet e sh\u00ebndetit mendor apo nj\u00eb emergjenc\u00eb familjare. Gjithashtu, nj\u00eb lider i till\u00eb krijon kushte t\u00eb sigurta n\u00eb pun\u00eb, ku punonj\u00ebsit mund t\u00eb flasin p\u00ebr problemet dhe p\u00ebrvojat e tyre personale.<\/p>\n
\u00a0<\/p>\n
P\u00ebrshtatshm\u00ebria<\/p>\n
Cil\u00ebsia e fundit \u00ebsht\u00eb p\u00ebrshtatshm\u00ebria, e cila n\u00ebnkupton t\u00eb qenit nj\u00eb lider q\u00eb ofron fleksibilitet p\u00ebr punonj\u00ebsit e tu, thot\u00eb Duffy. Kjo p\u00ebrfshin t\u00eb kuptuarit se cilat jan\u00eb nevojat unike t\u00eb secilit prej punonj\u00ebsve dhe mb\u00ebshtetjen e tyre n\u00eb nj\u00eb m\u00ebnyr\u00eb q\u00eb i p\u00ebrshtatet m\u00eb shum\u00eb secilit prej punonj\u00ebsve.<\/p>\n
P\u00ebr shembull, nj\u00eb shef q\u00eb p\u00ebrshtatet me punonj\u00ebsit e tij mund t\u2019i ofroj\u00eb nj\u00ebrit prej punonj\u00ebsve m\u00eb shum\u00eb fleksibilitet kur b\u00ebhet fjal\u00eb p\u00ebr t\u00eb punuar nga sht\u00ebpia, sepse ata duhet t\u00eb kujdesen p\u00ebr nj\u00eb familjar q\u00eb \u00ebsht\u00eb i s\u00ebmur\u00eb. Ose, nj\u00eb drejtues i till\u00eb mund t\u00eb lejoj\u00eb nj\u00eb punonj\u00ebs tjet\u00ebr q\u00eb t\u00eb b\u00ebj\u00eb m\u00eb shum\u00eb pushime gjat\u00eb dit\u00ebve t\u00eb pun\u00ebs, n\u00ebse ata jan\u00eb t\u00eb lodhur psikologjikisht.<\/p>\n
\u201cPunonj\u00ebsit k\u00ebrkojn\u00eb nj\u00eb p\u00ebrvoj\u00eb t\u00eb personalizuar dhe lider\u00ebt duhet t\u00eb p\u00ebrshtaten me k\u00ebt\u00eb gj\u00eb,\u201d thot\u00eb Duffy. \u201cK\u00ebto cil\u00ebsi mund t\u00eb ken\u00eb qen\u00eb t\u00eb r\u00ebnd\u00ebsishme p\u00ebr lidershipin n\u00eb t\u00eb kaluar\u00ebn, por, n\u00eb koh\u00ebt e sotme, ato jan\u00eb t\u00eb panegociueshme.\u201d \/ CNBC<\/p>\n","protected":false},"excerpt":{"rendered":"
Pandemia ka ndryshuar shum\u00eb gj\u00ebra n\u00eb bot\u00eb, duke p\u00ebrfshir\u00eb edhe ato q\u00eb mund t\u2019ju nevojiten nga drejtuesi juaj n\u00eb m\u00ebnyr\u00eb q\u00eb t\u00eb keni sukses. Rritja e ankthit dhe e stresit, si n\u00eb sht\u00ebpi, ashtu edhe n\u00eb pun\u00eb, q\u00eb nga fillimi i pandemis\u00eb Covid-19, kan\u00eb b\u00ebr\u00eb q\u00eb punonj\u00ebsit t\u00eb ken\u00eb nevoj\u00eb m\u00eb tep\u00ebr se kurr\u00eb p\u00ebr […]<\/p>\n","protected":false},"author":2,"featured_media":21708,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":{"0":"post-21707","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-te-tjera"},"_links":{"self":[{"href":"https:\/\/neutrale.al\/index.php\/wp-json\/wp\/v2\/posts\/21707","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/neutrale.al\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/neutrale.al\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/neutrale.al\/index.php\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/neutrale.al\/index.php\/wp-json\/wp\/v2\/comments?post=21707"}],"version-history":[{"count":1,"href":"https:\/\/neutrale.al\/index.php\/wp-json\/wp\/v2\/posts\/21707\/revisions"}],"predecessor-version":[{"id":21709,"href":"https:\/\/neutrale.al\/index.php\/wp-json\/wp\/v2\/posts\/21707\/revisions\/21709"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/neutrale.al\/index.php\/wp-json\/wp\/v2\/media\/21708"}],"wp:attachment":[{"href":"https:\/\/neutrale.al\/index.php\/wp-json\/wp\/v2\/media?parent=21707"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/neutrale.al\/index.php\/wp-json\/wp\/v2\/categories?post=21707"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/neutrale.al\/index.php\/wp-json\/wp\/v2\/tags?post=21707"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}