{"id":245229,"date":"2026-02-16T08:30:00","date_gmt":"2026-02-16T08:30:00","guid":{"rendered":"https:\/\/bm.dev.synology.me\/?p=245229"},"modified":"2026-02-16T08:30:00","modified_gmt":"2026-02-16T08:30:00","slug":"cand-toata-lumea-are-incendii-de-stins-cat-de-important-mai-este-feedbackul","status":"publish","type":"post","link":"https:\/\/bm.dev.synology.me\/?p=245229","title":{"rendered":"C\u00e2nd toat\u0103 lumea are \u201eincendii\u201d de stins, c\u00e2t de important mai este feedbackul?"},"content":{"rendered":"

\n\u00cen sondajul f\u0103cut pe paginile de LinkedIn ale BM \u015fi ZF \u00een s\u0103pt\u0103m\u00e2na care a trecut, am constatat c\u0103 o majoritate surprinz\u0103toare, cel pu\u0163in pentru mine, a r\u0103spuns c\u0103 feedbackul este important pentru motiva\u0163ie \u015fi claritate. \u00cen economia de azi, m-am bucurat s\u0103 aflu c\u0103 oamenilor le pas\u0103 – de munca lor, de ce spune superiorul, de direc\u0163ia bun\u0103 a responsabilit\u0103\u0163ilor pe care le au. Gluma care circul\u0103 prin companii spune c\u0103 feedbackul func\u0163ioneaz\u0103 ca Wi-Fi-ul: to\u0163i spun c\u0103 e esen\u0163ial, dar \u00ee\u0163i dai seama c\u00e2t de prost e abia c\u00e2nd ai nevoie urgent de el. Iar parola e mereu aceea\u015fi: \u201evorbim dup\u0103 ce trece perioada asta\u201d. Problema e c\u0103 \u201eperioada asta\u201d nu trece niciodat\u0103. \u00cen realitate, feedbackul nu e un moft de HR \u015fi, chiar dac\u0103 pare c\u0103 nu accelereaz\u0103 neap\u0103rat lucrurile, previne derapajele. \u00centr-o perioad\u0103 dominat\u0103 de incertitudine \u015fi de fenomenul job hugging \u2014 acea tendin\u0163\u0103 de a r\u0103m\u00e2ne \u00eentr-un job din pruden\u0163\u0103 \u2014 lipsa feedbackului devine combustibil pentru retragerea oamenilor \u00een defensiv\u0103. Octavian Panti\u015f (speaker, trainer, autor, cofondator al Qualians) observa, \u00eentr-un articol anterior, c\u0103 problema nu e lipsa de bun\u0103voin\u0163\u0103 a liderilor, ci lipsa de timp \u015fi de inten\u0163ie: \u201eMul\u0163i lideri nu au timp s\u0103 se ocupe de oameni sau nu consider\u0103 suficient de important s\u0103 discute cu ei altceva dec\u00e2t sarcinile curente\u201d. Feedbackul \u015fi discu\u0163iile despre viitor sunt am\u00e2nate pentru c\u0103 exist\u0103 mereu \u201eincendii\u201d. Iar \u00een absen\u0163a dialogului, oamenii \u00eenva\u0163\u0103 s\u0103 joace la siguran\u0163\u0103: suficient de bine c\u00e2t s\u0103 nu gre\u015feasc\u0103, suficient de discret c\u00e2t s\u0103 nu ias\u0103 \u00een fa\u0163\u0103. Paradoxul este c\u0103 exact atunci c\u00e2nd organiza\u0163ia arde cel mai tare, feedbackul devine cel mai necesar. Oamenii nu mai au energie s\u0103 ghiceasc\u0103 \u015fi vor repere, vor \u00eencuraj\u0103ri ca s\u0103 mearg\u0103 mai departe \u015fi, cel mai important, s\u0103 afle \u00een ce direc\u0163ie s\u0103 mearg\u0103 mai departe. Rom\u00e2nii pare c\u0103 nu au o rela\u0163ie natural\u0103 cu feedbackul direct. \u00cen multe organiza\u0163ii locale, feedbackul e \u00eenc\u0103 perceput ca o form\u0103 de critic\u0103 personal\u0103, nu ca instrument profesional, dup\u0103 cum reiese \u015fi din sondajul nostru. Exist\u0103 o mo\u015ftenire cultural\u0103 a evit\u0103rii confrunt\u0103rii: prefer\u0103m s\u0103 \u201enu sup\u0103r\u0103m\u201d, s\u0103 nu tension\u0103m atmosfera \u015fi s\u0103 nu p\u0103rem agresivi. Rezultatul este un stil de comunicare indirect, ambiguu, \u00een care problemele reale se discut\u0103 pe hol sau \u201ela \u0163igar\u0103\u201d, nu \u00een conversa\u0163ii deschise. De aici apare o dubl\u0103 distorsiune. Pe de o parte, feedbackul pozitiv e subestimat \u2014 pentru c\u0103 \u201ee normal s\u0103-\u0163i faci treaba\u201d. Pe de alt\u0103 parte, feedbackul negativ e am\u00e2nat p\u00e2n\u0103 devine exploziv. Iar c\u00e2nd, \u00een sf\u00e2r\u015fit, apare feedbackul, el nu mai sun\u0103 ca orientare, ci ca repro\u015f. \u00cen organiza\u0163iile occidentale cu culturi mature de feedback, acesta e tratat ca o rutin\u0103 de igien\u0103 profesional\u0103. \u00cen lipsa unei culturi s\u0103n\u0103toase a feedbackului, apare t\u0103cerea func\u0163ional\u0103: oamenii v\u0103d probleme, dar nu le spun; liderii observ\u0103 derapaje, dar le tolereaz\u0103; echipele continu\u0103 s\u0103 mearg\u0103 \u00eenainte pe pilot automat. Dac\u0103 ar fi s\u0103 extragem o concluzie simpl\u0103 din felul \u00een care ne raport\u0103m noi la feedback, ar fi aceasta: \u00een Rom\u00e2nia avem \u00eenc\u0103 o rela\u0163ie emo\u0163ional\u0103 cu feedbackul, nu una profesional\u0103. \u00cel asociem cu vina, nu cu orientarea sau chiar \u015fi cu aprecierea. Iar \u00eentr-o perioad\u0103 \u00een care \u201eincendiile\u201d sunt noul normal, aceast\u0103 confuzie ne cost\u0103 scump. Feedbackul ar putea fi \u00eens\u0103 chiar \u015fi o metod\u0103 mai \u201eieftin\u0103\u201d de recompensare a angaja\u0163ilor, tocmai \u00een perioade precum este cea pe care o travers\u0103m.  <\/p>\n

\n\"\"<\/p>\n

\nIoana Matei este editor-\u015fef, Business Magazin<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"

\u00cen sondajul f\u0103cut pe paginile de LinkedIn ale BM \u015fi ZF \u00een s\u0103pt\u0103m\u00e2na care a trecut, am constatat c\u0103 o majoritate surprinz\u0103toare, cel pu\u0163in pentru mine, a r\u0103spuns c\u0103 feedbackul este important pentru motiva\u0163ie \u015fi claritate. \u00cen economia de azi, m-am bucurat s\u0103 aflu c\u0103 oamenilor le pas\u0103 – de munca lor, de ce spune […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[510,529,7218],"tags":[49,53249,87,7536],"class_list":["post-245229","post","type-post","status-publish","format-standard","hentry","category-actualitate","category-opinii","category-resurse-umane","tag-business-magazin","tag-feedback","tag-opinie","tag-organizatii"],"_links":{"self":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/posts\/245229","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=245229"}],"version-history":[{"count":0,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/posts\/245229\/revisions"}],"wp:attachment":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=245229"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=245229"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=245229"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}