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Für beide Seiten keine einfache Situation – dabei muss die Lösung gar nicht schwierig sein."/><meta data-rh="true" name="twitter:image" content="https://dore1iyaqsclk.cloudfront.net/306595/917dba3b-22fc-4066-8a78-f6bf3d91f28d"/><meta data-rh="true" property="og:title" content="Jahresgespräche: Es gibt keine Underperformer – nur falsche Jobs | XING"/><meta data-rh="true" property="og:description" content="In vielen Unternehmen stehen aktuell wieder Jahresgespräche an. Und immer mal wieder gibt es Mitarbeitende, die im vergangenen Jahr nicht die erhoffte Leistung gebracht und die vereinbarten Ziele nicht erreicht haben. Für beide Seiten keine einfache Situation – dabei muss die Lösung gar nicht schwierig sein."/><meta data-rh="true" property="og:image" content="https://dore1iyaqsclk.cloudfront.net/306595/917dba3b-22fc-4066-8a78-f6bf3d91f28d"/> <title data-rh="true">Jahresgespräche: Es gibt keine Underperformer – nur falsche Jobs | XING</title> <script src="https://static.xingcdn.com/crate/runtime/main-4af924128ea1e90b.js" defer></script> <link rel="preload" href="https://static.xingcdn.com/crate/runtime/main-4af924128ea1e90b.js" as="script" /> <link rel="preload" href="https://static.xingcdn.com/crate/runtime/chunk-30539bf0494dfdc8.js" as="script" /> <link rel="preload" href="https://static.xingcdn.com/crate/entry-2b26b930/main-0e3c621455179aa5.js" as="script" /> <link rel="preload" href="https://static.xingcdn.com/crate/runtime/chunk-40e74d163af665b9.js" as="script" /> <link rel="preload" href="https://static.xingcdn.com/crate/runtime/chunk-aab52eed5458da42.js" as="script" /> <link rel="preload" 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class="styles__HeaderImageCaption-sc-81448a90-2 fjeuDs">Gutes Feedback bereitet den Boden für Veränderungsbereitschaft | © pressfoto/Freepik</figcaption></figure><div class="styles__ArticleAuthorProfileWrapper-sc-370c717-0 cMIVbx" data-qa="article-viewer-author-profile"><p class="body-copy-styles__BodyCopy-sc-b3916c1b-0 jFMnaE meta-styles__Meta-sc-a99b77c0-0 jalkJh styles__ArticleAuthorPublishedAtMeta-sc-370c717-6 ifcBUD" data-xds="Meta">Veröffentlicht am 16. November 2023</p><div class="styles__ArticleAuthorProfileContainer-sc-370c717-1 kxXFne"><div class="styles__ArticleAuthorInfoContainer-sc-370c717-2 dTGRLB"><a href="/profile/Sabrina_Zeplin" class="styles__ArticleAuthorLink-sc-370c717-7 QGrXG"><div class="profile-image-styles__Container-sc-19364873-0 glhxXy" data-xds="ProfileImage"><div class="super-ellipse-styles__SuperEllipse-sc-1e25ca8d-0 cgzzDI" data-xds="SuperEllipse"><div class="super-ellipse-styles__ImageContainer-sc-1e25ca8d-1 bWPZyU"><img src="https://profile-images.xing.com/images/0cdc3b48959cc6ff6a2a20a236b3146d-8/sabrina-zeplin.256x256.jpg" class="super-ellipse-styles__Image-sc-1e25ca8d-2 FFhOJ"/></div><svg viewBox="0 0 256 256" class="super-ellipse-styles__ImageSvgBorder-sc-1e25ca8d-3 cVmegZ"><path class="strokeWidth" d="M18.947 18.947C5.627 32.267 1 61.517 1 128s4.626 95.732 17.947 109.053C32.267 250.373 61.517 255 128 255s95.732-4.626 109.053-17.947C250.373 223.733 255 194.483 255 128s-4.626-95.732-17.947-109.053C223.733 5.627 194.483 1 128 1S32.268 5.626 18.947 18.947z" fill="transparent" stroke="transparent" vector-effect="non-scaling-stroke"></path></svg></div></div></a><div class="styles__ArticleAuthorInfoContentContainer-sc-370c717-3 ljTnor"><h2 class="headline-styles__Headline-sc-339d833d-0 jDFMo styles__ArticleAuthorTitle-sc-370c717-4 eHNvWd" data-xds="Headline"><span><a href="/profile/Sabrina_Zeplin" class="styles__ArticleAuthorLink-sc-370c717-7 QGrXG">Dr. Sabrina Zeplin</a></span><span class="flag-styles__Flag-sc-4bcff4cb-0 bieXXW" data-xds="Flag" data-qa="article-author-user-flag"><span class="body-copy-styles__BodyCopy-sc-b3916c1b-0 gdfBgr flag-styles__Text-sc-4bcff4cb-1 jqKFHp" data-xds="BodyCopy">Insider</span></span></h2><p class="body-copy-styles__BodyCopy-sc-b3916c1b-0 glmVQm styles__ArticleAuthorTagline-sc-370c717-5 bUjNIn" data-xds="BodyCopy">Job & Karriere, Digitale Plattformen, Gründung</p><p class="body-copy-styles__BodyCopy-sc-b3916c1b-0 glmVQm meta-styles__Meta-sc-a99b77c0-0 jalkJh" data-xds="Meta">19 Artikel · 4082 Follower</p></div></div><div><button data-xds="Button" class="button-styles__Button-sc-a3a636b5-1 cMSQvX styles__ArticleAuthorButton-sc-370c717-8 cCJsWd"><div class="button-styles__InnerContent-sc-a3a636b5-3 iBaIxx"><span class="button-styles__Text-sc-a3a636b5-5 jdOGLy">Folgen</span></div></button></div></div></div><div data-qa="article-viewer-content" class="styles__ArticleContentContainer-sc-e52e06f9-0 hhwsPZ"><h1 class="hero-styles__Hero-sc-3d821a90-0 hrMrVZ styles__ArticleHeadline-sc-e52e06f9-2 ivHUen" data-xds="Hero">Jahresgespräche: Es gibt keine Underperformer – nur falsche Jobs</h1><p class="body-copy-styles__BodyCopy-sc-b3916c1b-0 cWUzrO styles__ArticleSubtitleCopy-sc-e52e06f9-3 ggFLiV" data-xds="BodyCopy">In vielen Unternehmen stehen aktuell wieder Jahresgespräche an. Und immer mal wieder gibt es Mitarbeitende, die im vergangenen Jahr nicht die erhoffte Leistung gebracht und die vereinbarten Ziele nicht erreicht haben. Für beide Seiten keine einfache Situation – dabei muss die Lösung gar nicht schwierig sein.</p><div data-qa="article-viewer-content-editor" data-top="top" class="styles__ContentContainer-sc-e52e06f9-4 cGhiVd"><div class="tiptap"><p><strong>„Leider hast Du nur eine Zielerreichung von 50 %.“</strong> Diesen Satz auszusprechen, erfordert als Führungskraft einige Überwindung. Und als Mitarbeiter ist er ein Schlag ist Gesicht. Vorausgegangen ist meist schon eine längere Zeit der wechselseitigen Unzufriedenheit. Als Führungskraft bist Du wieder und wieder enttäuscht von den Ergebnissen Deines Mitarbeiters. Als Mitarbeiter fühlst Du Dich unverstanden und zu wenig unterstützt. Traurigerweise geht das manchmal jahrelang so. Laut einer aktuellen Studie von EY sind 17 % aller Mitarbeiter mit ihrem Job unzufrieden, 29 % sind nicht mehr motiviert. Aus umfangreicher qualitativer Marktforschung weiß ich, dass es häufig erst einen (externen) Trigger braucht, bis Mitarbeiter wirklich etwas an dieser Situation verändern. Teils fehlt der Mut, teils die Perspektive. </p><h2>Viele Mitarbeiter verharren im falschen Job</h2><p>Das ist individuell, aber auch volkswirtschaftlich gesehen eine Katastrophe. Wenn zusätzlich zum allgegenwärtigen Fachkräftemangel fast ein Drittel aller Mitarbeiter unzureichende Leistungen im Job bringt, dann lassen wir ein riesiges Potential ungenutzt. Denn aus Erfahrung weiß ich: Es gibt keine per se ‚schlechten‘ Mitarbeiter, nur Mitarbeiter im falschen Job. Ich hatte einmal eine Mitarbeiterin, die mich mit ihrer Unselbständigkeit zur Verzweiflung gebracht hat. Bei jeder neuen strategischen Aufgabe kam sie nicht voran und musste unzählige Male nachfragen, wie sie es angehen solle. Trotz meiner Frustration habe ich mich entschieden, in sie zu investieren, und sie gebeten, gemeinsam mit einem Coach herauszufinden, wo das Problem liegt. </p><p>Tatsächlich stellte sich durch einen wissenschaftlich fundierten Persönlichkeits- und Arbeitspräferenztest heraus, dass ihr kreativ-strategische Aufgaben überhaupt nicht liegen und sie eher stabilisierende Aufgaben mit klaren Vorgaben präferiert. Ihr selbst war das gar nicht bewusst, und sie hatte jahrelang versucht, sich zu verbiegen. Nach dieser Erkenntnis konnten wir ihr eine neue Stelle in der Qualitätssicherung anbieten, wo uns genau dieses Profil fehlte. In dieser Rolle blühte sie auf und entwickelte sich zu einer unverzichtbaren Stütze des Bereichs. </p><h2>Professionelle Hilfe bei der Neuorientierung als Geschenk</h2><p>Das Beispiel zeigt, dass professionelle Unterstützung zum richtigen Zeitpunkt helfen kann, für beide Seiten neue Perspektiven aufzuzeigen. Für das Unternehmen bedeutet das mehr Produktivität, für den Mitarbeiter ganz neue Lebensqualität. Um das zu erreichen, braucht es drei Zutaten: </p><ol><li><p>Klares, konstruktives Feedback</p></li><li><p>Bereitschaft zur Veränderung</p></li><li><p>Professionelle Unterstützung </p></li></ol><h3> 1. Gutes Feedback als Trigger</h3><p>Vielen Führungskräften fällt es schwer, kritisches Feedback zu geben. Sie verpacken es so lange in weichgespülten Formulierungen, bis es beim Mitarbeiter nicht mehr ankommt. Die durchschnittliche Zielerreichung liegt in vielen Unternehmen weit über 100 %, eine Normalverteilung ist nicht erkennbar. Das liegt oft nicht an der großen Zahl von Top-Performern, sondern an der Unfähigkeit auszusprechen, dass die Leistung einfach nicht den Erwartungen entspricht. Wir schrecken vor klaren Worten zurück, da wir niemandem wehtun wollen. Damit tun wir uns und dem Mitarbeiter aber keinen Gefallen. Entweder quälen sich beide Seiten lange mit der unausgesprochenen Wahrheit, oder es kommt ganz plötzlich zu einem Aufhebungsangebot, bei dem der Mitarbeiter aus allen Wolken fällt. Konstruktives Feedback basiert auf der Grundhaltung, durch die Rückmeldung eine Reflexion und positive Entwicklung auszulösen. Das geht am besten, wenn man diese Regeln beachtet: </p><ul><li><p><strong>Konkret:</strong> Nicht über Eigenschaften urteilen <em>(„Du bist so …“),</em> sondern konkrete Handlungen und ihre Effekte beschreiben <em>(„Dein Verhalten in der Situation hat dazu geführt, dass …“)</em></p></li><li><p><strong>Subjektiv:</strong> Nicht allgemein werten <em>(„Das ist schlecht …“),</em> sondern aus der persönlichen Perspektive berichten <em>(„Bei mir erzeugt das den Eindruck, dass …“</em> oder <em>„Für mich als Führungskraft erzeugt so was das folgende Problem …“)</em></p></li><li><p><strong>Dialogorientiert: </strong>Nicht direkt mit Veränderungswünschen oder -vorschlägen überrumpeln, sondern nachfragen <em>(„Kannst Du das nachvollziehen?“ , „Woran glaubst Du liegt das?“, „Wie kann ich Dir helfen?“)</em></p></li></ul><h3> 2. Veränderung erfordert eine Investition auf beiden Seiten</h3><p>Häufig sind Mitarbeiter nicht ohne Weiteres in der Lage, wirklich kritisches Feedback in Veränderung umzusetzen. Auf Seiten der Führungskraft/des Arbeitgebers braucht es die Bereitschaft, </p><ul><li><p>dem Mitarbeiter Zeit für Selbsterkenntnis und Zielfindung zu geben, </p></li><li><p>Budget für eine professionelle Unterstützung des Mitarbeiters bereitzustellen,</p></li><li><p>möglicherweise innerhalb des Unternehmens eine andere Rolle anzubieten. </p></li></ul><p>Aber auch auf Mitarbeiterseite braucht es eine Investition, nämlich die Bereitschaft, sich intensiv mit sich selbst und dem Feedback des Umfelds auseinanderzusetzen, daraus zu lernen und sich aktiv einer Veränderung zu stellen. Das erfordert Mut und Resilienz.</p><h3>3. Professionelle Unterstützung erleichtert den Prozess</h3><p>Eine Begleitung durch ein spezialisiertes Coaching oder Orientierungsprogramm kann diesen Prozess für beide Seiten deutlich erleichtern. Häufig erkennen wir uns selbst erst, wenn uns jemand den Spiegel vorhält. Erst durch professionell unterstützte Selbstreflexion entdecken wir unsere Stärken, und in welchen Umfeldern und Rahmenbedingungen wir sie erfolgreich einsetzen können. Und meist hilft ein externes Sparring immens dabei, den Mut für eine Veränderung aufzubringen. Auch für die Führungskraft ist dies eine Entlastung, da sie diese individuelle Entwicklung häufig gar nicht systematisch unterstützen kann. Ihr fehlt meist sowohl die Zeit, die Erfahrung und die emotionale Distanz. </p><h2>Auch eine Aufhebung kann eine Chance für beide Seiten sein</h2><p>In manchen Fällen reicht das Angebot einer begleiteten beruflichen Neu-Orientierung nicht aus. Dann kann auch das Angebot einer Aufhebung eine Chance für beide Seiten beinhalten. Auch wenn sowohl die Entscheidung als auch der Prozess der Trennung zu den schwierigsten Momenten einer Führungskraft gehören, ist ein „Ende mit Schrecken“ manchmal besser als ein „Schrecken ohne Ende“. Ich selbst habe als Führungskraft drei Mal diese harte Entscheidung im Einzelfall treffen müssen. Zu allen drei ehemaligen Mitarbeitern habe ich guten Kontakt, und sie sind mir dankbar, dass ich sie damals zu einer Veränderung gebracht habe. Alle waren im Folge-Job deutlich glücklicher und haben letztlich erfolgreich Karriere gemacht.</p><blockquote><p>Hast Du bei Dir selbst oder bei Kollegen schon einmal erlebt, wie aus einer beruflichen Sackgasse heraus ein Neustart für die Karriere gelungen ist? Was war der Auslöser? Schreib mir gern in den Kommentaren!</p></blockquote></div></div></div><div data-qa="article-viewer-social-interactions" class="styles__ArticleSocialInteractionsContainer-sc-e00dd3f2-0 fEjOfK"><div class="social-bar-skeleton__Container-sc-fe1e50b8-0 bEpcXj" data-qa="social-bar-skeleton"><div class="skeleton-base-styles__SkeletonBase-sc-60102090-0 skeleton-pill-shape-styles__SkeletonPillShape-sc-45e3555-0 kSaBeO citkue skeleton-button-styles__Button-sc-c7ab5467-0 gzuzha social-bar-skeleton__Button-sc-fe1e50b8-1 cBHQOx" data-xds="SkeletonButton"></div><div class="skeleton-base-styles__SkeletonBase-sc-60102090-0 skeleton-pill-shape-styles__SkeletonPillShape-sc-45e3555-0 kSaBeO citkue skeleton-button-styles__Button-sc-c7ab5467-0 gzuzha social-bar-skeleton__Button-sc-fe1e50b8-1 cBHQOx" data-xds="SkeletonButton"></div><div class="skeleton-base-styles__SkeletonBase-sc-60102090-0 skeleton-pill-shape-styles__SkeletonPillShape-sc-45e3555-0 kSaBeO citkue skeleton-button-styles__Button-sc-c7ab5467-0 gzuzha social-bar-skeleton__Button-sc-fe1e50b8-1 cBHQOx" data-xds="SkeletonButton"></div></div><div class="styles__CommentsContainer-sc-e00dd3f2-1 gDtaxo"><h2 class="headline-styles__Headline-sc-339d833d-0 ehVSvV styles__CommentsHeadline-sc-e00dd3f2-2 gGKnNd" data-xds="Headline">Kommentare</h2><div id="commentListContainer"><div class="skeleton-headline-styles__Headline-sc-5d244760-0 hFPFKz" data-xds="SkeletonHeadline" data-qa="social-comment-list-skeleton"><div class="skeleton-base-styles__SkeletonBase-sc-60102090-0 skeleton-rectangle-styles__SkeletonRectangle-sc-b052e428-0 kSaBeO hClERs skeleton-headline-styles__HeadlineRow-sc-5d244760-1 eREOqC" data-xds="SkeletonRectangle"></div></div></div></div></div><div class="styles__ArticleAuthorProfileWrapper-sc-370c717-0 cMIVbx" data-qa="article-viewer-author-profile"><div class="styles__ArticleAuthorProfileContainer-sc-370c717-1 kxXFne"><div class="styles__ArticleAuthorInfoContainer-sc-370c717-2 dTGRLB"><a href="/profile/Sabrina_Zeplin" class="styles__ArticleAuthorLink-sc-370c717-7 QGrXG"><div class="profile-image-styles__Container-sc-19364873-0 glhxXy" data-xds="ProfileImage"><div class="super-ellipse-styles__SuperEllipse-sc-1e25ca8d-0 cgzzDI" data-xds="SuperEllipse"><div class="super-ellipse-styles__ImageContainer-sc-1e25ca8d-1 bWPZyU"><img src="https://profile-images.xing.com/images/0cdc3b48959cc6ff6a2a20a236b3146d-8/sabrina-zeplin.256x256.jpg" class="super-ellipse-styles__Image-sc-1e25ca8d-2 FFhOJ"/></div><svg viewBox="0 0 256 256" class="super-ellipse-styles__ImageSvgBorder-sc-1e25ca8d-3 cVmegZ"><path class="strokeWidth" d="M18.947 18.947C5.627 32.267 1 61.517 1 128s4.626 95.732 17.947 109.053C32.267 250.373 61.517 255 128 255s95.732-4.626 109.053-17.947C250.373 223.733 255 194.483 255 128s-4.626-95.732-17.947-109.053C223.733 5.627 194.483 1 128 1S32.268 5.626 18.947 18.947z" fill="transparent" stroke="transparent" vector-effect="non-scaling-stroke"></path></svg></div></div></a><div class="styles__ArticleAuthorInfoContentContainer-sc-370c717-3 ljTnor"><h2 class="headline-styles__Headline-sc-339d833d-0 jDFMo styles__ArticleAuthorTitle-sc-370c717-4 eHNvWd" data-xds="Headline"><span><a href="/profile/Sabrina_Zeplin" class="styles__ArticleAuthorLink-sc-370c717-7 QGrXG">Dr. Sabrina Zeplin</a></span><span class="flag-styles__Flag-sc-4bcff4cb-0 bieXXW" data-xds="Flag" data-qa="article-author-user-flag"><span class="body-copy-styles__BodyCopy-sc-b3916c1b-0 gdfBgr flag-styles__Text-sc-4bcff4cb-1 jqKFHp" data-xds="BodyCopy">Insider</span></span></h2><p class="body-copy-styles__BodyCopy-sc-b3916c1b-0 glmVQm styles__ArticleAuthorTagline-sc-370c717-5 bUjNIn" data-xds="BodyCopy">Job & Karriere, Digitale Plattformen, Gründung</p><p class="body-copy-styles__BodyCopy-sc-b3916c1b-0 glmVQm meta-styles__Meta-sc-a99b77c0-0 jalkJh" data-xds="Meta">19 Artikel · 4082 Follower</p></div></div><div><button data-xds="Button" class="button-styles__Button-sc-a3a636b5-1 cMSQvX styles__ArticleAuthorButton-sc-370c717-8 cCJsWd"><div class="button-styles__InnerContent-sc-a3a636b5-3 iBaIxx"><span class="button-styles__Text-sc-a3a636b5-5 jdOGLy">Folgen</span></div></button></div></div></div><div data-xds="ContentBanner" data-qa="article-viewer-author-infobox" class="content-banner-styles__ContentBanner-sc-5fd90586-0 hThRus styles__AuthorInfoBoxContainer-sc-fd2ffb85-0 MJjQc"><div class="styles__AuthorInfoBoxContentContainer-sc-fd2ffb85-1 hYDvzJ"><p class="body-copy-styles__BodyCopy-sc-b3916c1b-0 jFMnaE" data-xds="BodyCopy">Dr. Sabrina Zeplin schreibt über Job & Karriere, Digitale Plattformen, Gründung</p><p class="body-copy-styles__BodyCopy-sc-b3916c1b-0 embLVR" data-xds="BodyCopy">Dr. Sabrina Zeplin ist Digital-Unternehmerin und Gründerin von RestartCareer, der digitalen Plattform für berufliche Neuorientierung nach arbeitgeberseitiger Trennung. 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Mit ihrer Plattform möchte sie Menschen ermutigen und inspirieren, berufliche Veränderungssituation als persönliche Chance zu nutzen","interactions":null},"ArticlesArticle:306595.ec8f63":{"__typename":"ArticlesArticle","slug":"jahresgespraeche-es-gibt-keine-underperformer-nur-falsche-jobs","id":"306595.ec8f63","globalId":"surn:x-xing:articles:article:306595.ec8f63","contextGlobalId":"surn:x-xing:content:insider:356508.f1dcf9","socialInteractionTargetUrn":"surn:x-xing:articles:article:306595.ec8f63","visitUrl":"https:\u002F\u002Fwww.xing.com\u002Fnews\u002Farticle\u002Fjahresgespraeche-es-gibt-keine-underperformer-nur-falsche-jobs","content":"{\"type\":\"doc\",\"content\":[{\"type\":\"paragraph\",\"content\":[{\"text\":\"„Leider hast Du nur eine Zielerreichung von 50 %.“\",\"type\":\"text\",\"marks\":[{\"type\":\"bold\"}]},{\"text\":\" Diesen Satz auszusprechen, erfordert als Führungskraft einige Überwindung. Und als Mitarbeiter ist er ein Schlag ist Gesicht. Vorausgegangen ist meist schon eine längere Zeit der wechselseitigen Unzufriedenheit. Als Führungskraft bist Du wieder und wieder enttäuscht von den Ergebnissen Deines Mitarbeiters. Als Mitarbeiter fühlst Du Dich unverstanden und zu wenig unterstützt. Traurigerweise geht das manchmal jahrelang so. \\n\\nLaut einer aktuellen Studie von EY sind 17 % aller Mitarbeiter mit ihrem Job unzufrieden, 29 % sind nicht mehr motiviert. Aus umfangreicher qualitativer Marktforschung weiß ich, dass es häufig erst einen (externen) Trigger braucht, bis Mitarbeiter wirklich etwas an dieser Situation verändern. Teils fehlt der Mut, teils die Perspektive. \",\"type\":\"text\"}]},{\"type\":\"heading\",\"attrs\":{\"level\":2},\"content\":[{\"text\":\"Viele Mitarbeiter verharren im falschen Job\",\"type\":\"text\"}]},{\"type\":\"paragraph\",\"content\":[{\"text\":\"Das ist individuell, aber auch volkswirtschaftlich gesehen eine Katastrophe. Wenn zusätzlich zum allgegenwärtigen Fachkräftemangel fast ein Drittel aller Mitarbeiter unzureichende Leistungen im Job bringt, dann lassen wir ein riesiges Potential ungenutzt. Denn aus Erfahrung weiß ich: Es gibt keine per se ‚schlechten‘ Mitarbeiter, nur Mitarbeiter im falschen Job. \\n\\nIch hatte einmal eine Mitarbeiterin, die mich mit ihrer Unselbständigkeit zur Verzweiflung gebracht hat. Bei jeder neuen strategischen Aufgabe kam sie nicht voran und musste unzählige Male nachfragen, wie sie es angehen solle. Trotz meiner Frustration habe ich mich entschieden, in sie zu investieren, und sie gebeten, gemeinsam mit einem Coach herauszufinden, wo das Problem liegt. \",\"type\":\"text\"}]},{\"type\":\"paragraph\",\"content\":[{\"text\":\"Tatsächlich stellte sich durch einen wissenschaftlich fundierten Persönlichkeits- und Arbeitspräferenztest heraus, dass ihr kreativ-strategische Aufgaben überhaupt nicht liegen und sie eher stabilisierende Aufgaben mit klaren Vorgaben präferiert. Ihr selbst war das gar nicht bewusst, und sie hatte jahrelang versucht, sich zu verbiegen. Nach dieser Erkenntnis konnten wir ihr eine neue Stelle in der Qualitätssicherung anbieten, wo uns genau dieses Profil fehlte. In dieser Rolle blühte sie auf und entwickelte sich zu einer unverzichtbaren Stütze des Bereichs. \",\"type\":\"text\"}]},{\"type\":\"heading\",\"attrs\":{\"level\":2},\"content\":[{\"text\":\"Professionelle Hilfe bei der Neuorientierung als Geschenk\",\"type\":\"text\"}]},{\"type\":\"paragraph\",\"content\":[{\"text\":\"Das Beispiel zeigt, dass professionelle Unterstützung zum richtigen Zeitpunkt helfen kann, für beide Seiten neue Perspektiven aufzuzeigen. Für das Unternehmen bedeutet das mehr Produktivität, für den Mitarbeiter ganz neue Lebensqualität. \\n\\nUm das zu erreichen, braucht es drei Zutaten: \",\"type\":\"text\"}]},{\"type\":\"orderedList\",\"content\":[{\"type\":\"listItem\",\"content\":[{\"type\":\"paragraph\",\"content\":[{\"text\":\"Klares, konstruktives Feedback\",\"type\":\"text\"}]}]},{\"type\":\"listItem\",\"content\":[{\"type\":\"paragraph\",\"content\":[{\"text\":\"Bereitschaft zur Veränderung\",\"type\":\"text\"}]}]},{\"type\":\"listItem\",\"content\":[{\"type\":\"paragraph\",\"content\":[{\"text\":\"Professionelle Unterstützung\\n\",\"type\":\"text\"}]}]}]},{\"type\":\"heading\",\"attrs\":{\"level\":3},\"content\":[{\"text\":\"\\n1. Gutes Feedback als Trigger\",\"type\":\"text\"}]},{\"type\":\"paragraph\",\"content\":[{\"text\":\"Vielen Führungskräften fällt es schwer, kritisches Feedback zu geben. Sie verpacken es so lange in weichgespülten Formulierungen, bis es beim Mitarbeiter nicht mehr ankommt. Die durchschnittliche Zielerreichung liegt in vielen Unternehmen weit über 100 %, eine Normalverteilung ist nicht erkennbar. Das liegt oft nicht an der großen Zahl von Top-Performern, sondern an der Unfähigkeit auszusprechen, dass die Leistung einfach nicht den Erwartungen entspricht. \\n\\nWir schrecken vor klaren Worten zurück, da wir niemandem wehtun wollen. Damit tun wir uns und dem Mitarbeiter aber keinen Gefallen. Entweder quälen sich beide Seiten lange mit der unausgesprochenen Wahrheit, oder es kommt ganz plötzlich zu einem Aufhebungsangebot, bei dem der Mitarbeiter aus allen Wolken fällt. \\n\\nKonstruktives Feedback basiert auf der Grundhaltung, durch die Rückmeldung eine Reflexion und positive Entwicklung auszulösen. Das geht am besten, wenn man diese Regeln beachtet: \",\"type\":\"text\"}]},{\"type\":\"bulletList\",\"content\":[{\"type\":\"listItem\",\"content\":[{\"type\":\"paragraph\",\"content\":[{\"text\":\"Konkret:\",\"type\":\"text\",\"marks\":[{\"type\":\"bold\"}]},{\"text\":\" Nicht über Eigenschaften urteilen \",\"type\":\"text\"},{\"text\":\"(„Du bist so …“),\",\"type\":\"text\",\"marks\":[{\"type\":\"italic\"}]},{\"text\":\" sondern konkrete Handlungen und ihre Effekte beschreiben \",\"type\":\"text\"},{\"text\":\"(„Dein Verhalten in der Situation hat dazu geführt, dass …“)\",\"type\":\"text\",\"marks\":[{\"type\":\"italic\"}]}]}]},{\"type\":\"listItem\",\"content\":[{\"type\":\"paragraph\",\"content\":[{\"text\":\"Subjektiv:\",\"type\":\"text\",\"marks\":[{\"type\":\"bold\"}]},{\"text\":\" Nicht allgemein werten \",\"type\":\"text\"},{\"text\":\"(„Das ist schlecht …“),\",\"type\":\"text\",\"marks\":[{\"type\":\"italic\"}]},{\"text\":\" sondern aus der persönlichen Perspektive berichten \",\"type\":\"text\"},{\"text\":\"(„Bei mir erzeugt das den Eindruck, dass …“\",\"type\":\"text\",\"marks\":[{\"type\":\"italic\"}]},{\"text\":\" oder \",\"type\":\"text\"},{\"text\":\"„Für mich als Führungskraft erzeugt so was das folgende Problem …“)\",\"type\":\"text\",\"marks\":[{\"type\":\"italic\"}]}]}]},{\"type\":\"listItem\",\"content\":[{\"type\":\"paragraph\",\"content\":[{\"text\":\"Dialogorientiert: \",\"type\":\"text\",\"marks\":[{\"type\":\"bold\"}]},{\"text\":\"Nicht direkt mit Veränderungswünschen oder -vorschlägen überrumpeln, sondern nachfragen \",\"type\":\"text\"},{\"text\":\"(„Kannst Du das nachvollziehen?“ , „Woran glaubst Du liegt das?“, „Wie kann ich Dir helfen?“)\",\"type\":\"text\",\"marks\":[{\"type\":\"italic\"}]}]}]}]},{\"type\":\"heading\",\"attrs\":{\"level\":3},\"content\":[{\"text\":\"\\n2. Veränderung erfordert eine Investition auf beiden Seiten\",\"type\":\"text\"}]},{\"type\":\"paragraph\",\"content\":[{\"text\":\"Häufig sind Mitarbeiter nicht ohne Weiteres in der Lage, wirklich kritisches Feedback in Veränderung umzusetzen. Auf Seiten der Führungskraft\u002Fdes Arbeitgebers braucht es die Bereitschaft, \",\"type\":\"text\"}]},{\"type\":\"bulletList\",\"content\":[{\"type\":\"listItem\",\"content\":[{\"type\":\"paragraph\",\"content\":[{\"text\":\"dem Mitarbeiter Zeit für Selbsterkenntnis und Zielfindung zu geben,\\t\",\"type\":\"text\"}]}]},{\"type\":\"listItem\",\"content\":[{\"type\":\"paragraph\",\"content\":[{\"text\":\"Budget für eine professionelle Unterstützung des Mitarbeiters bereitzustellen,\",\"type\":\"text\"}]}]},{\"type\":\"listItem\",\"content\":[{\"type\":\"paragraph\",\"content\":[{\"text\":\"möglicherweise innerhalb des Unternehmens eine andere Rolle anzubieten.\\n\",\"type\":\"text\"}]}]}]},{\"type\":\"paragraph\",\"content\":[{\"text\":\"Aber auch auf Mitarbeiterseite braucht es eine Investition, nämlich die Bereitschaft, sich intensiv mit sich selbst und dem Feedback des Umfelds auseinanderzusetzen, daraus zu lernen und sich aktiv einer Veränderung zu stellen. Das erfordert Mut und Resilienz.\",\"type\":\"text\"}]},{\"type\":\"heading\",\"attrs\":{\"level\":3},\"content\":[{\"text\":\"3. Professionelle Unterstützung erleichtert den Prozess\",\"type\":\"text\"}]},{\"type\":\"paragraph\",\"content\":[{\"text\":\"Eine Begleitung durch ein spezialisiertes Coaching oder Orientierungsprogramm kann diesen Prozess für beide Seiten deutlich erleichtern. Häufig erkennen wir uns selbst erst, wenn uns jemand den Spiegel vorhält. Erst durch professionell unterstützte Selbstreflexion entdecken wir unsere Stärken, und in welchen Umfeldern und Rahmenbedingungen wir sie erfolgreich einsetzen können. Und meist hilft ein externes Sparring immens dabei, den Mut für eine Veränderung aufzubringen. \\n\\nAuch für die Führungskraft ist dies eine Entlastung, da sie diese individuelle Entwicklung häufig gar nicht systematisch unterstützen kann. Ihr fehlt meist sowohl die Zeit, die Erfahrung und die emotionale Distanz. \",\"type\":\"text\"}]},{\"type\":\"heading\",\"attrs\":{\"level\":2},\"content\":[{\"text\":\"Auch eine Aufhebung kann eine Chance für beide Seiten sein\",\"type\":\"text\"}]},{\"type\":\"paragraph\",\"content\":[{\"text\":\"In manchen Fällen reicht das Angebot einer begleiteten beruflichen Neu-Orientierung nicht aus. Dann kann auch das Angebot einer Aufhebung eine Chance für beide Seiten beinhalten. Auch wenn sowohl die Entscheidung als auch der Prozess der Trennung zu den schwierigsten Momenten einer Führungskraft gehören, ist ein „Ende mit Schrecken“ manchmal besser als ein „Schrecken ohne Ende“. \\n\\nIch selbst habe als Führungskraft drei Mal diese harte Entscheidung im Einzelfall treffen müssen. Zu allen drei ehemaligen Mitarbeitern habe ich guten Kontakt, und sie sind mir dankbar, dass ich sie damals zu einer Veränderung gebracht habe. Alle waren im Folge-Job deutlich glücklicher und haben letztlich erfolgreich Karriere gemacht.\",\"type\":\"text\"}]},{\"type\":\"blockquote\",\"content\":[{\"type\":\"paragraph\",\"content\":[{\"text\":\"Hast Du bei Dir selbst oder bei Kollegen schon einmal erlebt, wie aus einer beruflichen Sackgasse heraus ein Neustart für die Karriere gelungen ist? Was war der Auslöser? Schreib mir gern in den Kommentaren!\",\"type\":\"text\"}]}]}],\"convertedFromV2At\":\"2023-11-29 04:49:56 UTC\"}","publishedAt":"2023-11-16T07:00:00.000Z","publicationState":"PUBLISHED","header":{"__typename":"ArticleHeader","title":{"__typename":"ArticleTitle","text":"Jahresgespräche: Es gibt keine Underperformer – nur falsche Jobs"},"summary":{"__typename":"ArticleSummary","text":"In vielen Unternehmen stehen aktuell wieder Jahresgespräche an. Und immer mal wieder gibt es Mitarbeitende, die im vergangenen Jahr nicht die erhoffte Leistung gebracht und die vereinbarten Ziele nicht erreicht haben. Für beide Seiten keine einfache Situation – dabei muss die Lösung gar nicht schwierig sein."},"cover":{"__typename":"ArticleCoverImage","url":"https:\u002F\u002Fdore1iyaqsclk.cloudfront.net\u002F306595\u002F917dba3b-22fc-4066-8a78-f6bf3d91f28d","caption":{"__typename":"ArticleCaption","text":"Gutes Feedback bereitet den Boden für Veränderungsbereitschaft | © pressfoto\u002FFreepik"}}},"context":{"__ref":"ContentInsiderPage:1800.3fe914"},"settings":{"__typename":"ArticleSettings","titleTag":null,"descriptionTag":null,"membership":"NO_MEMBERSHIP"}}}},"startXinglets":["@xing-com\u002Fcrate-communication-root","@xing-com\u002Fcrate-core-hops-environment","@xing-com\u002Fcrate-articles-entry","@xing-com\u002Fcrate-articles-viewer"],"unsupportedClientUrl":"https:\u002F\u002Ffaq.xing.com\u002Fde\u002Fbrowser","logjam":{"action":"news::article::(.*)#get","requestId":"crate-production-f9ac9e9845ff41ad828d23f2894acad8"},"visitorId":"16d16ea8-3f07-495e-ab17-130ecd5b4d8c"}</script> <script id="server-data">window._hopsServerData={"authenticated":false,"hopsVersion":"v14.2.4-crate","language":"de","loginState":"LOGGED_OUT","loginUrl":"https:\u002F\u002Flogin.xing.com\u002F","logjamAction":"news::article::(.*)#get","logjamRequestId":"crate-production-f9ac9e9845ff41ad828d23f2894acad8"}</script> <script>function i(){window.location.href="https://faq.xing.com/de/browser"}function n(n){try{var t=n();if(t instanceof Promise){t.then(function(n){if(!n)i()},function(){return i()})}else if(!t){i()}}catch(f){i()}}n(function(){return typeof Array.prototype.flatMap==="function"});n(function(){return typeof Intl.Locale==="function"});</script> </body> </html>