{"id":80480,"date":"2021-11-19T03:01:35","date_gmt":"2021-11-19T02:01:35","guid":{"rendered":"https:\/\/blog.bluebeam.com\/se\/?p=80480"},"modified":"2021-11-15T10:16:53","modified_gmt":"2021-11-15T09:16:53","slug":"performance-feedback-construction","status":"publish","type":"post","link":"https:\/\/blog.bluebeam.com\/se\/performance-feedback-construction\/","title":{"rendered":"S\u00e5 kan ledare i byggbranschen ge sina medarbetare feedback \u2013 s\u00e5v\u00e4l bra som d\u00e5lig"},"content":{"rendered":"\n<p><em>Illustration av FOES Artlab<\/em><\/p>\n\n\n\n<p class=\"has-drop-cap\">De \u00e5rliga utvecklingssamtalen \u00e4r en gammal tradition i f\u00f6retagsv\u00e4rlden. De inneb\u00e4r en m\u00f6jlighet f\u00f6r chefer att s\u00e4tta sig ner med sina medarbetare och utv\u00e4rdera deras arbete, s\u00e4tta upp nya m\u00e5l f\u00f6r det kommande \u00e5ret och prata om l\u00e5ngsiktig karri\u00e4rutveckling.<\/p>\n\n\n\n<p>Men eftersom utvecklingssamtalen \u00e4r formella kan de ocks\u00e5 vara kr\u00e4vande \u2013 cheferna och deras direkt underst\u00e4llda medarbetare m\u00e5ste g\u00e5 ifr\u00e5n sina dagliga uppgifter och gr\u00e4va i det som har varit bra och d\u00e5ligt under \u00e5ret som g\u00e5tt. Och sedan \u00e4r det f\u00f6rst\u00e5s allt pappersarbete som normalt f\u00f6ljer p\u00e5 den formella resultatutv\u00e4rderingen \u2013 vid \u00e5rets slut brukar chefer och ledare drunkna i administration.<\/p>\n\n\n\n<p>F\u00f6r en del medarbetare \u2013 och ledare \u2013 \u00e4r hela processen allt annat \u00e4n uppmuntrande. Gallup rapporterar om <a href=\"https:\/\/psycnet.apa.org\/record\/1996-02773-003?utm_source=link_wwwv9&amp;utm_campaign=item_249332&amp;utm_medium=copy\" target=\"_blank\" rel=\"noreferrer noopener\">en unders\u00f6kning<\/a> som visar att de traditionella utvecklingssamtalen faktiskt minskar arbetarnas produktivitet i ungef\u00e4r 30&nbsp;% av fallen. Och i en <a href=\"https:\/\/www.gallup.com\/workplace\/249332\/harm-good-truth-performance-reviews.aspx\" target=\"_blank\" rel=\"noreferrer noopener\">Gallup-unders\u00f6kning fr\u00e5n 2019<\/a> var det bara 14&nbsp;% av de anst\u00e4llda som helt h\u00f6ll med om att utvecklingssamtal leder till n\u00e5gon f\u00f6rb\u00e4ttring av det faktiska resultatet.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-background has-accent-background-color has-accent-color\" \/>\n\n\n\n<h4 class=\"wp-block-heading\">OCKS\u00c5 P\u00c5 BUILT:<\/h4>\n\n\n\n\t<!-- SE Blog -->\n\t<figure class=\"wp-block-embed-youtube wp-block-embed is-type-video is-provider-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio wp-block-audio\">\n\t    <div class=\"wp-block-embed__wrapper\">\n\t    \t<iframe width=\"560\" height=\"315\" src=\"https:\/\/www.youtube.com\/embed\/QK4RWjZVXfY?cc_load_policy=1&#038;cc_lang_pref=sv\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture\" allowfullscreen=\"\"><\/iframe>\n\t   \t<\/div>\n\t    \t<\/figure>\n\t\n\n\n\n<hr class=\"wp-block-separator has-text-color has-background has-accent-background-color has-accent-color\" \/>\n\n\n\n<p>Men det betyder inte att medarbetarna inte v\u00e4rdes\u00e4tter feedback. Faktum \u00e4r att de vill ha mer feedback, oftare. Och n\u00e4r de f\u00e5r det presterar de b\u00e4ttre. <a href=\"https:\/\/www.gallup.com\/workplace\/249332\/harm-good-truth-performance-reviews.aspx\" target=\"_blank\" rel=\"noreferrer noopener\">Gallup<\/a> uppt\u00e4ckte ocks\u00e5 att n\u00e4r chefer erbjuder feedback varje vecka, ist\u00e4llet f\u00f6r bara genom \u00e5rliga utvecklingssamtal, \u00e4r medarbetarna tre g\u00e5nger mer ben\u00e4gna att g\u00f6ra ett utm\u00e4rkt arbete, och n\u00e4stan tre g\u00e5nger mer ben\u00e4gna att engagera sig p\u00e5 jobbet.&nbsp;&nbsp;&nbsp;<\/p>\n\n\n\n<p>Det traditionella utvecklingssamtalet som prestationsutv\u00e4rdering kan vara extra sv\u00e5r att lyckas med \u2013 och f\u00e5 ut n\u00e5got av \u2013 i byggbranschen, d\u00e4r en stor del av arbetsstyrkan \u00e4r uppdelad mellan kontor och byggarbetsplatser. Dessutom \u00e4r det troligt att man inte bara anlitar ett enda f\u00f6retag, utan en rad olika underleverant\u00f6rer och hantverkare f\u00f6r varje specifikt jobb.<\/p>\n\n\n\n<p>Till sist g\u00f6r det hektiska och h\u00f6ga tempot p\u00e5 de flesta byggarbetsplatser att det inte finns s\u00e5 mycket koncentrerad tid d\u00e5 projektledare och chefer kan ha djupg\u00e5ende samtal med varje medarbetare om hens resultat. Det g\u00f6r det \u00e5rliga utvecklingssamtalet opraktiskt.<\/p>\n\n\n\n<p>Brett Walsh, Executive Vice President of Human Resources and Organizational Development p\u00e5 <a href=\"https:\/\/www.graycor.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">Graycor<\/a>, ett nationellt byggf\u00f6retag i USA, ser regelbunden feedback \u2013 b\u00e5de ber\u00f6m och kritik \u2013 som avg\u00f6rande f\u00f6r aff\u00e4rstillv\u00e4xten.<\/p>\n\n\n\n<p>\u201dV\u00e5r f\u00f6rm\u00e5ga att v\u00e4xa och utveckla verksamheten \u00e4r helt beroende av vi har duktig personal som \u00e4r beredd att ta steget in i en ny roll\u201d, s\u00e4ger Brett. \u201dS\u00e5 om man inte ger personlig feedback om den aktuella arbetsrollen blir det sv\u00e5rt f\u00f6r personen att lyckas p\u00e5 sitt nuvarande jobb. Och personen f\u00e5r \u00e4nnu sv\u00e5rare att visa sin potential f\u00f6r att g\u00f6ra bra ifr\u00e5n sig p\u00e5 n\u00e4sta jobb.\u201d<\/p>\n\n\n\n<p>Om man dessutom v\u00e4ntar ett helt \u00e5r med att ge feedback kommer de anst\u00e4llda inte att ha en aning om hur det g\u00e5r f\u00f6r dem. \u201dDet finns ingen b\u00e4ttre plats f\u00f6r l\u00e4rande \u00e4n p\u00e5 jobbet\u201d, s\u00e4ger Brett. \u201dAtt erbjuda feedback och coachning och f\u00f6rst\u00e4rka det r\u00e4tta beteendet s\u00e5 fort man ser det \u2013 det \u00e4r beteendevetenskap p\u00e5 grundl\u00e4ggande niv\u00e5.\u201d<\/p>\n\n\n\n<p>Samtidigt \u00e4r det inte alltid s\u00e5 l\u00e4tt att fira framg\u00e5ngar och notera misstag n\u00e4r det \u00e4r hektiskt p\u00e5 byggarbetsplatsen och tidsschemat \u00e4r pressat. H\u00e4r \u00e4r n\u00e5gra tips fr\u00e5n proffs inom byggande och personalarbete p\u00e5 hur man delar med sig av b\u00e5de bra och d\u00e5ligt.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Undvik inte det som \u00e4r d\u00e5ligt<\/strong><\/h3>\n\n\n\n<p>F\u00e5 m\u00e4nniskor tycker om att beh\u00f6va f\u00f6rmedla d\u00e5liga nyheter. Men medarbetare kan inte utvecklas om de till\u00e5ts g\u00f6ra samma misstag om och om igen. Och i en kultur som byggbranschens, d\u00e4r <a href=\"https:\/\/blog.bluebeam.com\/se\/soft-skills-construction-leadership\/\" target=\"_blank\" rel=\"noreferrer noopener\">mjuka f\u00e4rdigheter<\/a> kan vara en bristvara och gap och skrik \u00e4r vanligare, \u00e4r det viktigt att t\u00e4nka noga p\u00e5 hur man kommunicerar.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>H\u00e4r \u00e4r tre strategier f\u00f6r att framf\u00f6ra kritik:<\/strong><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Lyssna efter urs\u00e4kter och orsaker \u2013 och observera skillnaden<\/strong><\/h3>\n\n\n\n<p>N\u00e4r man inleder ett samtal \u00f6ga mot \u00f6ga b\u00f6r man utg\u00e5 ifr\u00e5n att medarbetaren f\u00f6rs\u00f6ker g\u00f6ra sitt b\u00e4sta och f\u00f6rst\u00e5 att hen f\u00f6rmodligen \u00e4r nerv\u00f6s, s\u00e4ger Ashley Cox, grundare och CEO f\u00f6r HR-konsulten <a href=\"https:\/\/www.sprouthr.co\/\" target=\"_blank\" rel=\"noreferrer noopener\">SproutHR<\/a>. N\u00e4r samtalet kommer ig\u00e5ng b\u00f6r man lyssna efter urs\u00e4kter och orsaker.<\/p>\n\n\n\n<p>Om en medarbetare ofta kommer f\u00f6r sent till jobbet kan urs\u00e4kten vara att hen inte kommer upp ur s\u00e4ngen i tid. I s\u00e5 fall b\u00f6r chefen hj\u00e4lpa medarbetaren att hitta s\u00e4tt att ta eget ansvar, s\u00e4ger Ashley.<\/p>\n\n\n\n<p>Men om medarbetaren hela tiden kommer senare \u00e4n starttiden klockan nio f\u00f6r att barnens skola inte \u00f6ppnar f\u00f6rr\u00e4n klockan nio, s\u00e5 \u00e4r det en orsak och inte en urs\u00e4kt. Det \u00e4r v\u00e4rt att diskutera och f\u00f6rs\u00f6ka hitta en l\u00f6sning p\u00e5, s\u00e4ger Ashley. Om man vill ha engagerade och n\u00f6jda medarbetare \u00e4r det viktigt att se till hela m\u00e4nniskan. \u201dOm du verkligen tar hand om personalen s\u00e5 kommer personalen att ta hand om ditt f\u00f6retag\u201d, s\u00e4ger hon.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Banna inte<\/strong><\/h3>\n\n\n\n<p>Wes Guckert, vd och CEO f\u00f6r trafikteknikf\u00f6retaget <a href=\"https:\/\/trafficgroup.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">The Traffic Group<\/a>, l\u00e5nar metoder fr\u00e5n parterapi n\u00e4r det g\u00e4ller att h\u00e5lla utvecklingssamtal. Ist\u00e4llet f\u00f6r att banna medarbetaren inleder han ett samtal om hur han sj\u00e4lv k\u00e4nner och hur medarbetarens beteende p\u00e5verkar verksamheten.<\/p>\n\n\n\n<p>\u201dMan kan s\u00e4ga: \u2019F\u00f6r mig k\u00e4nns det som om du utnyttjar att jag accepterar att du ibland kommer n\u00e5gra minuter sent. Det k\u00e4nns som om du kommer sent oftare och oftare\u2019\u201d, s\u00e4ger Wes. \u201d&#8230;&nbsp;det k\u00e4nns inte som att du h\u00e5ller din del av \u00f6verenskommelsen.\u201d<\/p>\n\n\n\n<p>N\u00e4r man ramar in fr\u00e5gan p\u00e5 det h\u00e4r s\u00e4ttet \u00e4r risken mindre f\u00f6r att medarbetaren hamnar i f\u00f6rsvarsposition n\u00e4r man ska fundera ut n\u00e4sta steg menar Wes.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Se m\u00f6jligheter till l\u00e4rande<\/strong><\/h3>\n\n\n\n<p>Thomas Merritt, Regional Managing Director p\u00e5 projektr\u00e5dgivningsf\u00f6retaget <a href=\"https:\/\/anseradvisory.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">Anser Advisory<\/a> inleder tuffa samtal genom att st\u00e4lla \u00f6ppna fr\u00e5gor, till exempel om hur en medarbetare kunde ha hanterat en viss situation b\u00e4ttre. \u201dDet \u00e4r mer en m\u00f6jlighet till l\u00e4rande, inte till skuldbel\u00e4ggning\u201d, s\u00e4ger han. \u201dOm det h\u00e4nder m\u00e5nga g\u00e5nger och beteendet inte f\u00f6r\u00e4ndras, d\u00e5 f\u00e5r man vara mer best\u00e4md.\u201d<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Gl\u00f6m inte bort det som \u00e4r bra<\/strong><\/h3>\n\n\n\n<p>N\u00e4r det g\u00e4ller medarbetares engagemang och att beh\u00e5lla personal \u00e4r det ocks\u00e5 viktigt att uppm\u00e4rksamma ett bra arbete, s\u00e4ger Ashley Cox.<\/p>\n\n\n\n<p>Om du ger positiv feedback f\u00e5r medarbetarna veta att de g\u00f6r ett j\u00e4ttebra jobb och att de \u00e4r p\u00e5 v\u00e4g att uppn\u00e5 sina m\u00e5l, s\u00e4ger hon. Det beh\u00f6ver inte vara sv\u00e5rare \u00e4n att ge n\u00e5gon en klapp p\u00e5 axeln, ber\u00e4tta det p\u00e5 ett veckom\u00f6te med teamet eller till och med l\u00e4gga upp utm\u00e4rkelser i f\u00f6retagets sociala medier.<\/p>\n\n\n\n<p>\u201dDet enklaste \u00e4r alltid att g\u00f6ra det i stunden och att helt enkelt s\u00e4ga vad man verkligen k\u00e4nner\u201d, s\u00e4ger Ashley. \u201dOm du k\u00e4nner dig tacksam, s\u00e4g d\u00e5 det. Om du k\u00e4nner dig l\u00e4ttad, s\u00e4g det. Det handlar om m\u00e4nsklig anknytning.\u201d<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Allt handlar om m\u00e4nniskor<\/strong><\/h3>\n\n\n\n<p>Formella utvecklingssamtal kan fortfarande vara till nytta, s\u00e4ger Ashley. De ger arbetsledare en m\u00f6jlighet att prata med medarbetarna om f\u00f6retagets m\u00e5l och hur individen har gjort skillnad. Om de h\u00e5lls en g\u00e5ng om \u00e5ret eller en g\u00e5ng i kvartalet beror p\u00e5 f\u00f6retaget.<\/p>\n\n\n\n<p>Graycor har till exempel inf\u00f6rt en plattform f\u00f6r resultatutv\u00e4rdering och l\u00e4rande d\u00e4r man sp\u00e5rar m\u00e5l och andra riktm\u00e4rken f\u00f6r de anst\u00e4llda. Arbetsledare uppmuntras att kolla hur det g\u00e5r f\u00f6r medarbetarna var tredje till fj\u00e4rde m\u00e5nad \u2013 eller n\u00e4r det beh\u00f6vs. \u201dV\u00e5ra mest framg\u00e5ngsrika chefer med de h\u00f6gst presterande teamen anv\u00e4nder plattformen regelbundet med gott resultat\u201d, s\u00e4ger Brett Walsh.<\/p>\n\n\n\n<p>Han menar att n\u00e4r det g\u00e4ller att ge feedback till en annan person handlar det inte s\u00e5 mycket om de system som anv\u00e4nds utan om de personer som framf\u00f6r budskapen.<\/p>\n\n\n\n<p>\u201dDet \u00e4r l\u00e4ttare att ta emot feedback fr\u00e5n n\u00e5gon som \u00e4r \u00f6ppen med sina egna brister och s\u00e5rbarheter, och att man kan lita p\u00e5 budskapet och att det grundar i n\u00e5gonting positivt och v\u00e4lmenande\u201d, s\u00e4ger han. \u201dInte: \u2019Du m\u00e5ste bli mer som jag, f\u00f6r jag kan allt.\u2019 De som pratar p\u00e5 det s\u00e4ttet blir inte l\u00e5ngvariga h\u00e4r.\u201d<\/p>\n\n\n\n<div style=\"background-color:#111;text-align:center\" class=\"wp-block-atomic-blocks-ab-cta ab-block-cta\"><div class=\"ab-cta-image-wrap\"><img decoding=\"async\" class=\"ab-cta-image has-background-dim-60 has-background-dim\" src=\"https:\/\/blog.bluebeam.com\/se\/wp-content\/uploads\/2021\/07\/mentorshipsInConstruction_feature.jpg\" alt=\"Mentorskap i byggbranschen\" \/><\/div><div class=\"ab-cta-content\"><h2 class=\"ab-cta-title ab-font-size-32\" style=\"color:#FFF\"><strong>Varf\u00f6r formella mentorprogram l\u00f6nar sig i byggbranschen.<\/strong><\/h2><div class=\"ab-cta-text ab-font-size-32\" style=\"color:#FFF\"><\/div><\/div><div class=\"ab-cta-button\"><a href=\"https:\/\/blog.bluebeam.com\/se\/mentorship-in-construction\/\" target=\"_blank\" rel=\"noopener noreferrer\" class=\"ab-button ab-button-shape-rounded ab-button-size-medium\" style=\"color:#ffffff;background-color:#3373dc\">VISA MIG<\/a><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Det kan vara sv\u00e5rt f\u00f6r arbetsledare att ge medarbetare feedback om deras kortsiktiga prestationer och l\u00e5ngsiktiga karri\u00e4rm\u00e5l. H\u00e4r \u00e4r n\u00e5gra tips som kan g\u00f6ra det l\u00e4ttare.<\/p>\n","protected":false},"author":651,"featured_media":80481,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[16679],"tags":[16752],"class_list":["post-80480","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tips-and-tricks","tag-leadership","category-16679","description-off"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Ledarskap i byggbranschen och utvecklingssamtal - Built | SE<\/title>\n<meta name=\"description\" content=\"En av de viktigaste ledarf\u00e4rdigheterna i byggbranschen \u00e4r att kunna ge v\u00e4rdefull feedback till medarbetarna om deras prestationer.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" 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