{"id":1173,"date":"2017-07-26T11:15:01","date_gmt":"2017-07-26T09:15:01","guid":{"rendered":"https:\/\/egn.com\/se\/?p=1173"},"modified":"2020-10-09T13:06:09","modified_gmt":"2020-10-09T11:06:09","slug":"skapa-forandring-med-ratt-kpier","status":"publish","type":"post","link":"https:\/\/egn.com\/se\/skapa-forandring-med-ratt-kpier\/","title":{"rendered":"Skapa f\u00f6r\u00e4ndring med r\u00e4tt KPI:er"},"content":{"rendered":"<h1 class=\"main-title\">Vilken typ av f\u00f6r\u00e4ndring f\u00f6rv\u00e4ntar du dig av dina anst\u00e4llda?<\/h1>\n<div class=\"col-md-8\">\n<div class=\"node__content\">\n<div class=\"col-md-8\">\n<div class=\"node__content\">\n<div>\n<p>&#8221;Om ett f\u00f6retag beh\u00f6ver fortl\u00f6pande utveckling, m\u00e5ste alla anst\u00e4llda utvecklas individuellt ocks\u00e5, men inte inom samma omr\u00e5den. Och om du som ledare forts\u00e4tter att arbeta med samma procedurer, kommer medarbetarna ocks\u00e5 g\u00f6ra s\u00e5. &#8221;<\/p>\n<p>Dessa ord kommer fr\u00e5n danske Change Management-expert Thomas Leer-Jacobsen, som fokuserar p\u00e5 hur man \u00e4ndrar traditionella m\u00e5l och hur KPI:er formuleras n\u00e4r man driver f\u00f6r\u00e4ndringar i organisationer.\u00a0Historiskt har vi alltid m\u00e4tt produktivitet n\u00e4r det g\u00e4ller arbetare. Men hur m\u00e4ter vi till exempel genomf\u00f6randet av en ny HR-strategi? Vi m\u00e5ste flytta mentaliteten fr\u00e5n &#8221;f\u00f6rs\u00e4ljnings-KPI:er&#8221; till &#8221;f\u00f6r\u00e4ndrings-KPI:er&#8221;.<\/p>\n<p>Thomas Leer-Jacobsen uppmuntrar chefer p\u00e5 alla niv\u00e5er att leda sina medarbetare utifr\u00e5n sina individuella f\u00f6rm\u00e5gor och fokusera p\u00e5 deras potential f\u00f6r utveckling.<\/p>\n<p>&#8221;Det \u00e4r inte l\u00e4tt att uppt\u00e4cka potentialen f\u00f6r utveckling bland dina anst\u00e4llda, men det \u00e4r n\u00f6dv\u00e4ndigt. Som chef ska du veta vilka specifika f\u00f6r\u00e4ndringar du vill se fr\u00e5n dina anst\u00e4llda &#8211; och se till att f\u00f6r\u00e4ndringen sker. Det \u00e4r ditt ansvar att samarbeta med medarbetaren. Det tar tid, f\u00f6r det finns ingen s\u00e5dan sak som en quick-fix\u201d,\u00a0s\u00e4ger Thomas.<\/p>\n<p><strong>Samma f\u00f6rv\u00e4ntningar<\/strong><br \/>\nIdag \u00e4r det vanligt att chefer skickar sina anst\u00e4llda p\u00e5 ad hoc-kurser och utbildningsprogram utan n\u00e5got specifikt syfte.<\/p>\n<p>&#8221;Jag f\u00f6resl\u00e5r alltid att de anst\u00e4llda och chefen f\u00e5r tid att komma \u00f6verens om n\u00e5gon form av kontrakt innan de b\u00f6rjar en utbildning och f\u00f6r\u00e4ndring &#8211; ett dokument som beskriver vad varje person f\u00f6rv\u00e4ntar sig av varandra. Vad \u00e4r nytt? Vad ska vi forts\u00e4tta att g\u00f6ra &#8211; och vad ska vi sluta g\u00f6ra fr\u00e5n och med nu? &#8221;<\/p>\n<p>Thomas utvecklar senare:<\/p>\n<p>&#8221;Endast i mycket s\u00e4llsynta fall t\u00e4nker m\u00e4nniskor om vad de beh\u00f6ver f\u00f6r att sluta g\u00f6ra n\u00e5got. F\u00f6r\u00e4ndring l\u00e4ggs alltid till de gamla rutinerna och det \u00e4r ett misstag.&#8221;<\/p>\n<p>Det viktigaste jobbet f\u00f6r en chef varje g\u00e5ng nya uppgifter eller kompetenser tillkommer \u00e4r att t\u00e4nka p\u00e5 vilka uppgifter, vanor och tillv\u00e4gag\u00e5ngss\u00e4tt som den anst\u00e4llda inte ska forts\u00e4tta med.<\/p>\n<p><strong>Styr mot m\u00e5let<\/strong><br \/>\nGod kommunikation \u00e4r nyckeln. Du m\u00e5ste ange tydliga m\u00e5l och KPI:er p\u00e5 vad du f\u00f6rv\u00e4ntar dig mer av och vad du vill att anst\u00e4llda ska sluta g\u00f6ra.<\/p>\n<p>&#8221;Om du inte kan uttrycka dig tydligt, kommer ingenting att f\u00f6r\u00e4ndras och alla kommer att falla tillbaka i sina gamla vanor. Du har i grund och botten tv\u00e5 val: vill du vara en chef i kontroll, eller vill du att anst\u00e4llda ska kontrollera dig? Det finns ingen anledning att vara r\u00e4dd f\u00f6r att st\u00e4lla in en tydlig riktning och anv\u00e4nda kontrollen. De flesta anst\u00e4llda saknar tydlig riktning fr\u00e5n sina chefer och de \u00e4r ofta okej med ett v\u00e4largumenterat nej.\u201d<\/p>\n<p>KPI-f\u00f6r\u00e4ndringarna ska vara b\u00e5de personliga och teamrelaterade.<\/p>\n<p><strong>\u00c4ndra &#8221;hur gynnar det mig?&#8221; Till &#8221;hur gynnar det oss?&#8221;<\/strong><br \/>\nResultatet blir ofta b\u00e4ttre om du prioriterar laganda \u00f6ver konkurrens mellan anst\u00e4llda. Men det kan givetvis variera fr\u00e5n f\u00f6retag till f\u00f6retag.<\/p>\n<p>&#8221;Ledarskap handlar om att g\u00f6ra de popul\u00e4ra s\u00e5v\u00e4l som impopul\u00e4ra besluten. Vill du ha teamanda eller en t\u00e4vlingsanda bland dina anst\u00e4llda? Du best\u00e4mmer. Men f\u00f6rst m\u00e5ste du f\u00f6rst\u00e5 dilemmat, f\u00f6rdelarna och nackdelarna, sedan fatta beslutet\u201d,\u00a0avslutar Change Management experten Thomas Leer Jacobsen fr\u00e5n Leer Coaching and Consulting.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>God kommunikation \u00e4r nyckeln. Du m\u00e5ste ange tydliga m\u00e5l och KPI:er p\u00e5 vad du f\u00f6rv\u00e4ntar dig mer av och vad du vill att anst\u00e4llda ska sluta g\u00f6ra.<\/p>\n","protected":false},"author":36,"featured_media":1174,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[11],"tags":[],"class_list":["post-1173","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-insights"],"acf":[],"yoast_head":"<title>Skapa f\u00f6r\u00e4ndring med r\u00e4tt KPI:er | EGN Sverige<\/title>\n<meta name=\"description\" content=\"EGN Sverige skriver artiklar och kr\u00f6nikor f\u00f6r att l\u00e5ta dig inspireras till att v\u00e4xa som chef och ledare. 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