{"id":5792,"date":"2020-03-19T16:44:16","date_gmt":"2020-03-19T14:44:16","guid":{"rendered":"https:\/\/teamdeck.io\/?p=5792"},"modified":"2024-09-04T16:05:18","modified_gmt":"2024-09-04T14:05:18","slug":"how-to-build-trust-with-your-team","status":"publish","type":"post","link":"https:\/\/teamdeck.io\/ro\/fericirea-echipei\/cum-sa-construiti-incredere-in-echipa-dvs\/","title":{"rendered":"Cum s\u0103 consolida\u021bi \u00eencrederea \u00een echip\u0103 atunci c\u00e2nd lucra\u021bi la un proiect?"},"content":{"rendered":"
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\u00cencrederea este fundamentul rela\u021biilor pozitive dintre angaja\u021bi \u0219i managerii lor. Mai mult, aceasta se traduce direct \u00een satisfac\u021bia membrilor echipei la locul de munc\u0103. Conform Studiu na\u021bional privind experien\u021ba angaja\u021bilor<\/a>, <\/span>74% dintre angaja\u021bi ar p\u0103r\u0103si o organiza\u021bie dac\u0103 nu ar avea \u00eencredere \u00een conducerea acesteia<\/b>. \u00cen mod clar, importan\u021ba \u00eencrederii \u00eentre echipe \u0219i managerii acestora nu ar trebui ignorat\u0103. \u00cen acest articol, vom \u00eemp\u0103rt\u0103\u0219i o mul\u021bime de sfaturi pentru construirea \u00eencrederii cu echipa dvs. de proiect, indiferent dac\u0103 sunte\u021bi manager de proiect sau lider tehnic.<\/span><\/p>\n

\u00cenainte de construirea \u00eencrederii \u00eentr-o echip\u0103<\/strong><\/h2>\n

\u00cenainte de a \u00eencepe, s\u0103 facem c\u00e2teva presupuneri cu privire la termenul principal. De ce? Pentru a evita ne\u00een\u021belegerile, ar trebui s\u0103 avem o \u00een\u021belegere \u0219i o viziune similar\u0103 (poate experien\u021b\u0103) a termenului \"\u00eencredere\".<\/p>\n

Conform binecunoscutului dic\u021bionar Brittanica, \u00eencrederea poate fi considerat\u0103 ca<\/p>\n

\nconvingerea c\u0103 cineva sau ceva este de \u00eencredere, bun, onest, eficient etc.\n<\/p><\/blockquote>\n

C\u00e2nd ne g\u00e2ndim la \"credin\u021b\u0103\", \u0219tim c\u0103 este vorba \u0219i despre \u00eencredere \u0219i sentimente; despre speran\u021b\u0103, a\u0219teptare, dar \u0219i despre valori \u0219i importan\u021ba lucrurilor.<\/p>\n

Ultima parte a frazei de mai sus atrage aten\u021bia \u00een mod special. De ce? Ea sugereaz\u0103 c\u0103 num\u0103rul adjectivelor \u0219i adverbelor poate fi nenum\u0103rabil. Sau - ceea ce este mai probabil - vom g\u0103si multe diferen\u021be \u00eentre oameni dac\u0103 vine vorba de importan\u021ba \u0219i semnifica\u021bia unora dintre aceste adjective.<\/p>\n

Cu toate acestea, f\u0103r\u0103 a c\u0103dea \u00eentr-un relativism extrem (\u0219i inutil aici), putem spune cu u\u0219urin\u021b\u0103 c\u0103, \u00een rela\u021bii, ceea ce determin\u0103 abord\u0103rile oamenilor sunt unele r\u0103sp\u00e2ndiri generale, mondiale, care apar dac\u0103 nu \u00een toate, atunci \u00een aproape toate culturile.<\/p>\n

Onestitate \u0219i construirea \u00eencrederii \u00een echip\u0103<\/strong><\/h2>\n

Aceasta trebuie s\u0103 fie una dintre cele mai importante modalit\u0103\u021bi de a stabili \u00eencrederea. P\u00e2n\u0103 la urm\u0103, trebuie s\u0103 fii demn de \u00eencredere ca coleg \u0219i ca manager. Care sunt elementele de baz\u0103 ale onestit\u0103\u021bii la locul de munc\u0103?<\/span><\/p>\n

\u021aine-\u021bi echipa la curent<\/b>\u00a0<\/span><\/h3>\n

Am creat o postare separat\u0103 pe blog despre transparen\u021ba proiectului<\/a> pentru c\u0103 noi credem c\u0103 este extrem de important atunci c\u00e2nd \u00eencerc\u0103m s\u0103 men\u021bine\u021bi-v\u0103 echipa fericit\u0103<\/a> \u0219i productiv. Oamenii apreciaz\u0103 atunci c\u00e2nd le \u00eemp\u0103rt\u0103\u0219i\u021bi informa\u021bii, mai ales atunci c\u00e2nd acestea le afecteaz\u0103 munca. Desigur, nu ave\u021bi \u00eentotdeauna voie s\u0103 le dezv\u0103lui\u021bi unele planuri confiden\u021biale, dar acorda\u021bi prioritate sincerit\u0103\u021bii cu echipa dvs.<\/span><\/p>\n

Asuma\u021bi-v\u0103 gre\u0219elile<\/b>\u00a0<\/span><\/h3>\n

Sigur, dori\u021bi s\u0103 fi\u021bi perceput ca un profesionist competent, dar chiar \u0219i cei mai buni speciali\u0219ti fac erori. Membrii echipei dvs. le vor observa probabil oricum, a\u0219a c\u0103 pute\u021bi construi mai mult\u0103 \u00eencredere \u0219i stabili o rela\u021bie mai bun\u0103 cu ei prin asumarea gre\u0219elilor dvs. \u0219i \u00eencercarea de a trece peste ele. Liderii care \u00eencearc\u0103 s\u0103 \u00ee\u0219i acopere pa\u0219ii gre\u0219i\u021bi ajung adesea s\u0103 fie poanta glumelor \u00eemp\u0103rt\u0103\u0219ite la birou. Pe de alt\u0103 parte, cei care \u00ee\u0219i recunosc gre\u0219elile \u0219i dau dovad\u0103 de vulnerabilitate \u00eei inspir\u0103 pe oameni.<\/span><\/p>\n

Nu vorbi de r\u0103u oamenii<\/b>\u00a0<\/span><\/h3>\n

Chiar dac\u0103 pare o glum\u0103 de birou amuzant\u0103, nu ar trebui s\u0103 te implici \u00een sesiuni de b\u00e2rfe sau de vorbe rele. Dac\u0103 vorbe\u0219ti de r\u0103u membrii echipei tale, le va fi greu s\u0103 aib\u0103 \u00eencredere \u00een tine. Chiar dac\u0103 vorbe\u0219ti de r\u0103u pe cineva din afara echipei, tot nu este grozav: arat\u0103 c\u0103 e\u0219ti capabil s\u0103 fii intrigant \u0219i necinstit. Este suficient s\u0103 spunem c\u0103 acestea nu sunt calit\u0103\u021bile pe care oamenii le caut\u0103 la liderii lor.\u00a0<\/span><\/p>\n

Oferi\u021bi \u0219i \u00eencuraja\u021bi feedback-ul<\/b>\u00a0<\/span><\/h3>\n

Membrii echipei dumneavoastr\u0103 vor aprecia feedback-ul constructiv, deoarece acesta le permite s\u0103 devin\u0103 mai buni \u00een munca lor. Uneori, managerii prefer\u0103 s\u0103 nu spun\u0103 nimic, deoarece nu vor s\u0103 par\u0103 critici. Cu toate acestea, dac\u0103 feedback-ul dumneavoastr\u0103 este bazat pe fapte \u0219i perspicace, va fi foarte valoros pentru echipa dumneavoastr\u0103. Ce leg\u0103tur\u0103 are aceasta cu construirea \u00eencrederii? De fapt, foarte mult. Un lider care nu \u00ee\u0219i \u00eemp\u0103rt\u0103\u0219e\u0219te feedback-ul poate p\u0103rea distant \u0219i poate provoca g\u00e2nduri de genul: \"nu \u00ee\u0219i \u00eemp\u0103rt\u0103\u0219esc feedback-ul pentru c\u0103 nu au unul sau pentru c\u0103 ur\u0103sc \u00een secret munca noastr\u0103, dar nu vor s\u0103 o exprime?\"<\/span><\/p>\n

Oferi\u021bi recunoa\u0219tere acolo unde este cazul<\/b>\u00a0<\/span><\/h3>\n

Acum, trebuie s\u0103 recunoa\u0219tem c\u0103 aceasta nu este singura (sau chiar cea mai eficient\u0103) modalitate de a crea \u00eencredere \u00een echipa dvs., deoarece crearea \u00eencrederii nu \u00eenseamn\u0103 s\u0103 inunda\u021bi oamenii cu complimente. Cu toate acestea, dac\u0103 oferi\u021bi recompense \u00een mod chibzuit \u0219i sunte\u021bi corect \u00een aceast\u0103 privin\u021b\u0103, acest lucru v\u0103 va ajuta s\u0103 v\u0103 pozi\u021biona\u021bi ca un lider bun \u0219i de \u00eencredere.<\/span><\/p>\n

Explic\u0103-\u021bi clar a\u0219tept\u0103rile<\/b>\u00a0<\/span><\/h3>\n

Acesta este cel mai bun mod de a v\u0103 asigura c\u0103 membrii echipei dvs. \u0219tiu ce s\u0103 fac\u0103 \u0219i cum. De asemenea, este imperativ atunci c\u00e2nd dori\u021bi s\u0103 aborda\u021bi aceste a\u0219tept\u0103ri mai t\u00e2rziu, de exemplu, \u00een timpul unei \u00eent\u00e2lniri 1 la 1: dac\u0103 nu le-a\u021bi fi spus oamenilor dvs. ce a\u0219tepta\u021bi de la ei, nu ar fi fost capabili s\u0103 reu\u0219easc\u0103.<\/span><\/p>\n

Fi\u021bi de \u00eencredere<\/strong><\/h3>\n

Respecta\u021bi-v\u0103 promisiunile. Persoanele care nu \u00ee\u0219i respect\u0103 promisiunile nu sunt considerate demne de \u00eencredere, \u00een interiorul sau \u00een afara biroului. Dac\u0103 face\u021bi promisiuni echipei dumneavoastr\u0103, aminti\u021bi-v\u0103 c\u0103 se a\u0219teapt\u0103 s\u0103 le \u00eendeplini\u021bi sau cel pu\u021bin s\u0103 le explica\u021bi de ce nu pot fi \u00eendeplinite p\u00e2n\u0103 la urm\u0103.<\/span><\/p>\n

Mergi pe jos\u00a0<\/b><\/h3>\n

Dac\u0103 solicita\u021bi munc\u0103 asidu\u0103 \u00een calitate de manager de echip\u0103, trebuie s\u0103 conduce\u021bi prin exemplu. Oricare ar fi stilul dumneavoastr\u0103 de conducere \u0219i etica muncii, trebuie s\u0103 \u00eentruchipa\u021bi principiile acestora dac\u0103 dori\u021bi s\u0103 fi\u021bi perceput ca demn de \u00eencredere de c\u0103tre angaja\u021bii dumneavoastr\u0103. Oamenii nu vor putea avea \u00eencredere \u00eentr-un lider care spune un lucru, dar comportamentul s\u0103u indic\u0103 un lucru complet diferit.<\/span><\/p>\n

Prioritizeaz\u0103 bun\u0103starea echipei tale<\/b><\/h3>\n

\u00cen calitate de lider sau de PM, ave\u021bi o influen\u021b\u0103 mai semnificativ\u0103 asupra \u00eentregii organiza\u021bii. Asigura\u021bi-v\u0103 c\u0103 r\u0103m\u00e2ne\u021bi \u00eentotdeauna \u00een col\u021bul echipei dvs. S\u0103 spunem c\u0103 exist\u0103 o anumit\u0103 tensiune \u00een echipa dvs. de proiect, deoarece ave\u021bi de-a face cu un client foarte dificil. Managerul dvs. se va a\u0219tepta probabil s\u0103 livra\u021bi proiectul la timp, chiar dac\u0103 asta \u00eenseamn\u0103 c\u0103 membrii echipei dvs. trebuie s\u0103 fac\u0103 multe ore suplimentare. Dac\u0103 sim\u021bi\u021bi c\u0103 acest lucru este nedrept \u0219i ave\u021bi o idee alternativ\u0103 care s\u0103 \u021bin\u0103 cont de fericirea echipei dumneavoastr\u0103, trebuie s\u0103 o \u00eemp\u0103rt\u0103\u0219i\u021bi. Lu\u00e2nd ap\u0103rarea oamenilor t\u0103i, vei c\u00e2\u0219tiga mult\u0103 \u00eencredere din partea lor. Atunci c\u00e2nd ave\u021bi ocazia s\u0103 investi\u021bi \u00een bun\u0103starea echipei dumneavoastr\u0103, face\u021bi-o.<\/span><\/p>\n

Fii consecvent \u00een comportamentul t\u0103u\u00a0<\/b><\/h3>\n

Ridica\u021bi m\u00e2na dac\u0103 v-ar pl\u0103cea s\u0103 ave\u021bi un manager care se comport\u0103 \u00eentr-un fel lunea, iar mar\u021bea apare ca o persoan\u0103 complet diferit\u0103? Nu este grozav \u0219i cu siguran\u021b\u0103 nu este o modalitate de a construi o rela\u021bie bazat\u0103 pe \u00eencredere cu angaja\u021bii dumneavoastr\u0103. Consecven\u021ba \u00een conducerea dvs. \u00eei va face pe oameni s\u0103 se simt\u0103 mai confortabil.<\/span><\/p>\n

Nu l\u0103sa\u021bi oamenii s\u0103 a\u0219tepte<\/b>\u00a0<\/span><\/h3>\n

Respecta\u021bi-v\u0103 angajamentele. Uneori, aceste angajamente pot p\u0103rea minore: s\u0103 spunem c\u0103 un coleg de munc\u0103 v-a \u00eentrebat dac\u0103 \u00ee\u0219i poate lua o zi liber\u0103 \u00een s\u0103pt\u0103m\u00e2na urm\u0103toare \u0219i a\u021bi uitat s\u0103 r\u0103spunde\u021bi la aceast\u0103 solicitare. Este posibil s\u0103 nu fi fost prioritatea dumneavoastr\u0103, dar este clar c\u0103 este important pentru acel angajat. Oamenii nu tind s\u0103 aib\u0103 \u00eencredere \u00een liderii care sunt \"numai vorbe\" \u0219i nimic mai mult.\u00a0<\/span><\/p>\n

Ce pute\u021bi face pentru a v\u0103 aminti de angajamentele pe care le-a\u021bi luat? Lua\u021bi noti\u021be sau configura\u021bi un sistem de notific\u0103ri prin e-mail sau Slack prin intermediul, de exemplu, Zapier. Pute\u021bi crea un flux de lucru automat care s\u0103 v\u0103 dicteze s\u0103 primi\u021bi un ping pe Slack de fiecare dat\u0103 c\u00e2nd cineva solicit\u0103 o vacan\u021b\u0103 \u00een Teamdeck - software-ul de gestionare a resurselor. Fi\u021bi proactivi! O automatizare similar\u0103 ar putea s\u0103 v\u0103 informeze ori de c\u00e2te ori cineva \u00eenregistreaz\u0103 ni\u0219te ore suplimentare \u00een fi\u0219ele de pontaj (Citi\u021bi despre gestionarea orelor suplimentare<\/a>). Pute\u021bi apoi s\u0103 contacta\u021bi \u0219i s\u0103 v\u0103 asigura\u021bi c\u0103 totul este \u00een regul\u0103.<\/span><\/p>\n

Apreciaz\u0103-\u021bi echipa<\/strong><\/h3>\n

S-ar putea s\u0103 fi\u021bi responsabil de acea echip\u0103 de la \u00eenceputul proiectului.<\/span><\/p>\n

Sau este posibil s\u0103 fi fost repartizat undeva la mijlocul procesului. Oricum ar fi, \u00eencepe\u021bi prin a v\u0103 reuni echipa \u0219i a discuta c\u00e2teva lucruri importante: proiectul, a\u0219tept\u0103rile dumneavoastr\u0103, procesele dumneavoastr\u0103, a\u0219tept\u0103rile echipei dumneavoastr\u0103 \u0219i procesele preferate ale acesteia.\u00a0<\/span><\/p>\n

\u00cencerca\u021bi s\u0103 afla\u021bi mai multe despre membrii echipei dvs. \u00een acest proces. Un astfel de \u00eenceput va ar\u0103ta c\u0103 v\u0103 pas\u0103 de angaja\u021bii dvs. \u0219i c\u0103 dori\u021bi s\u0103 finaliza\u021bi proiectul men\u021bin\u00e2nd \u00een acela\u0219i timp o atmosfer\u0103 s\u0103n\u0103toas\u0103.<\/span><\/p>\n

Oferi\u021bi angaja\u021bilor dvs. o anumit\u0103 autonomie\u00a0<\/b><\/h3>\n

Dori\u021bi s\u0103 crea\u021bi \u00eencredere \u00een echipa dvs. de proiect? Ar\u0103ta\u021bi-le c\u0103 ave\u021bi \u00eencredere \u00een primul r\u00e2nd oferindu-le spa\u021biu \u0219i timp pentru decizii \u0219i activit\u0103\u021bi autonome.<\/span><\/p>\n

Exprima\u021bi empatie<\/b><\/h3>\n

Acest lucru merge m\u00e2n\u0103 \u00een m\u00e2n\u0103 cu cunoa\u0219terea angaja\u021bilor dumneavoastr\u0103: odat\u0103 ce \u00een\u021belege\u021bi de unde vin, pute\u021bi fi mai empatic fa\u021b\u0103 de sentimentele \u0219i ac\u021biunile lor. De asemenea, ve\u021bi putea distribui mai bine munca \u00een cadrul echipei dac\u0103 cunoa\u0219te\u021bi punctele forte ale fiec\u0103rui membru al echipei. Empatia \u00eenseamn\u0103 s\u0103 ai o leg\u0103tur\u0103 cu ceilal\u021bi \u0219i s\u0103 fii atent: cere-le oamenilor s\u0103-\u0219i exprime opiniile, arat\u0103 mai mult\u0103 r\u0103bdare din partea ta \u0219i, cel mai important:<\/span><\/p>\n

Asculta\u021bi-v\u0103 echipa\u00a0<\/b><\/h3>\n

F\u0103-\u021bi timp pentru conversa\u021bii sincere cu membrii echipei tale. \u00cent\u00e2lni\u021bi-v\u0103 cu ei pentru \u00eent\u00e2lniri 1 la 1 \u00een timpul c\u0103rora \u00ee\u0219i pot exprima \u00eengrijor\u0103rile \u0219i pot pune \u00eentreb\u0103ri. Ar trebui s\u0103 exersa\u021bi ascultarea activ\u0103 \u0219i \u00een timpul \u00eent\u00e2lnirilor tuturor echipelor. Aceast\u0103 practic\u0103 v\u0103 va ajuta s\u0103 cultiva\u021bi empatia, dar \u0219i s\u0103 c\u00e2\u0219tiga\u021bi mai mult\u0103 \u00eencredere.<\/span><\/p>\n

\u00cenv\u0103\u021ba\u021bi s\u0103 aprecia\u021bi fiecare membru al echipei<\/b>\u00a0<\/span><\/h3>\n

Pe m\u0103sur\u0103 ce lucra\u021bi mai mult cu echipa dvs. \u0219i afla\u021bi mai multe despre performan\u021ba lor la locul de munc\u0103, \u00eencerca\u021bi s\u0103 g\u0103si\u021bi elemente care sunt unice \u0219i valoroase la fiecare dintre ei. Dezvolta\u021bi un sentiment de apreciere \u0219i ve\u021bi putea p\u0103rea mai autentic \u0219i mai demn de \u00eencredere atunci c\u00e2nd oferi\u021bi recunoa\u0219tere sau feedback.<\/span><\/p>\n

Nu se poate nega faptul c\u0103 este dificil s\u0103 construie\u0219ti \u00eencredere \u0219i foarte simplu s\u0103 o pierzi. \u00cencerca\u021bi s\u0103 \u00eencorpora\u021bi sfaturile pe care le-am enumerat ast\u0103zi \u00een stilul dvs. de management \u0219i ve\u021bi fi mult mai aproape de a ob\u021bine o rela\u021bie bazat\u0103 pe \u00eencredere cu subordona\u021bii dvs. direc\u021bi. Cu timpul, este posibil s\u0103 observa\u021bi \u0219i alte beneficii ale unei astfel de abord\u0103ri: membrii echipei dvs. vor comunica mai deschis \u0219i vor contribui cu ideile lor. \u00cen cele din urm\u0103, ac\u021biunile dvs. se pot reflecta direct \u0219i \u00een rezultatele financiare ale companiei dvs., deoarece companiile cu niveluri ridicate de \u00eencredere sunt mai susceptibile de a avea venituri mari dec\u00e2t organiza\u021biile cu \u00eencredere sc\u0103zut\u0103<\/a>. Succes!<\/span><\/p>\n\n\t\t<\/div>\n\t<\/div>\n<\/div><\/div><\/div><\/div>

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Dori\u021bi s\u0103 \u00eembun\u0103t\u0103\u021bi\u021bi cooperarea \u00een echip\u0103 \u0219i s\u0103 consolida\u021bi \u00eencrederea \u00een calitate de manager?<\/h2>\n

<\/h3>\n\n\t\t<\/div>\n\t<\/div>\nOb\u021bine\u021bi o perioad\u0103 de testare GRATUIT\u0102 de 30 de zile<\/a>
<\/span><\/div>\n<\/div><\/div><\/div><\/div>","protected":false},"excerpt":{"rendered":"Trust is the foundation of positive relationships between employees and their managers. What's more, it translates directly to team members' work satisfaction. According to the National Study of Employee Experience, 74% of employees would leave an organization...","protected":false},"author":6,"featured_media":8631,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[],"class_list":["post-5792","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-team-happiness"],"yoast_head":"\nHow to Build Trust in Team When Working on a Project - Teamdeck<\/title>\n<meta name=\"description\" content=\"Whether you're a project manager or a team leader, you want to build trust with your team in order to get the best results. 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