As in personal life, ups and downs in motivation are often seen in business life. This situation, like the domino effect, causes the person to enter a changeable mood in every aspect of his life. Feedback is the most important step in communication and serves as a guide for both the person and the institution he/she works with. The purpose of giving is to play a key role in a person's development. The feedback that the person receives from his/her experiences is very important for his/her development. Correctly given feedback leads to a proportional increase in the performance and motivation of the person. Feedback is a kind of personal development tool. The formats are very important. It is healthier for feedback to be detail-oriented and descriptive. People have certain blind spots. Although we try to minimize the blind spots by self-criticism, we are applying the method of sweeping under the carpet. The blind spot cannot be observed by the person himself, but it can be easily noticed by a different eye. Feedback does not play an important role in recognizing people's blind spots. One of the most important points that Human Resources attaches importance to is performance management. Employee happiness is an important step for organizational success. The most sensitive point of performance management is feedback. Performance management is a sensitive issue as much as it is important. It is an important factor for both the company and the individual to manage the necessary processes with the right steps by ensuring sensitivity between the managers and employees and giving feedback. It increases the loyalty of the person to the company and provides a safe environment. The person does not have any difficulties in expressing himself, and in line with the feedback he receives, it causes both an increase in internal loyalty and a great increase in productivity. The person is not afraid of making mistakes, and it is seen that there is an increase in teamwork in terms of cooperation. Feedback is a kind of win-win method between the company and the employee. It encourages the person to think logically and learning from the current situation is a big factor in his development. It should be kept in mind that insufficient feedback does more harm than good and can have long-term negative consequences for the employee to the company. Effective feedback is an essential part of good communication, and when used correctly, success is inevitable.

Today, we see that business life has a wide variety with the increase in job diversity and the creation of different working environments. How satisfied are we with what we have among so many options? If we look at the concept, job satisfaction means the working hours of the employees and the level of happiness they experience with their jobs outside of these periods. The general level of happiness we encounter when we evaluate our work is the result of feelings, thoughts and behaviors towards their work environment, their work and their colleagues. Job satisfaction is also characterized as the emotional responses of employees to the work environment and work relations. Organizationally, the nature of the job, the existence of career ladders, pay, working conditions, co-worker relations and management have great effects on job satisfaction. Satisfaction in business life, that is, happiness, cannot be achieved only by meeting the needs of the employees, but it is highly related to the level of importance given to the employees. Other factors that employees have are also of great importance on the level of satisfaction. Age, gender, education, status, social environment and personal characteristics determine the level of satisfaction. While it is very important to approach with a realistic point of view when evaluating our job and happiness level, the level of satisfaction we have with our personal life is a product of this reality. It should not be forgotten that the most important component in a workplace is people. The biggest proof of the deterioration of the conditions at work is the low job satisfaction of the people working at the workplace. The outputs of a satisfactory work life are performance, productivity, motivation, success and most importantly life satisfaction. It is obvious that it is a very necessary need to achieve the conditions that satisfy us in our work environments where we spend our time and our day. Making an effort to achieve these conditions is as important as the employer's effort. Making efforts to establish constructive business relationships, conveying needs and wishes directly, solving problems without delay, and most importantly, a solution-oriented approach are golden requirements for job satisfaction.

One of the most important criteria that recruiters look for in the developing world is compliance. Scientifically, compliance is one of the biggest factors in people's success. The criterion that recruiters give more importance than technical knowledge when considering the candidate is whether there is harmony between the institution and the person. In cases where there is no similarity between the company and the employee, dismissals, and dismissals are frequently observed. We can associate the concept of silent resignation, which we have heard frequently recently, with the incompatibility between the company and the employee. Considering the research, people act in harmony based on the norms and values ​​of the institution they are in. Corporate culture is a kind of indicator of sustainability. Corporate culture emerges as a result of the meeting of its employees in common values ​​and goals over time. As a result, it has an integrative side. Institutions mainly prefer to work with people who will reflect their values. In other words, institutions prefer to work with candidates who are oriented toward their vision and mission. Conflicts arise in situations where the common denominator is not met. Of course, one's goals are also a big factor. It is not healthy for people to prefer random or widely heard institutions and organizations with a kind of enthusiasm. When they start to work with companies that do not match the goals and criteria of the person, decreases are observed in performance, organizational commitment, and organizational behavior. Apart from their personal lives, people should prefer institutions based on their values, based on the criteria they want in their business life. If there is a similarity, a long-lasting bond emerges between the person and the institution. If the similarity disappears, there are differences between institutions and individuals. At the point where the person and the institution meet at the common denominator, the people show an increase in both their mental and business performance. It is observed that the person's commitment to the institution increases ,and his company develops together with the person. Successful organizations and people have common goals and values. This situation brings success on both sides proportionally. I wish you to be a member of the army of happy employees in a job that you agree with at every point and enjoy doing, stay safe!

It is a fact that the energy we have is transferred to those around us. Just as our positive energies affect our environment, this is also the case for negative energies. A negative employee can spread his negative energy to all his teammates. It is the duty of teammates to help them and try to add them to a positive culture. Having a good day, maybe even a week, actually depends on this. Working with a positive team or people is perhaps one of the things an employee or manager would most want. The formation of a positive culture in the workplace also reduces the turnover rate considerably. Of course, a person who starts the day unhappy may have special reasons. Even his private life, workload, or an event on his way to work in the morning can affect a person's attitudes and movements during the day, and thus the energy of his/her colleagues. No matter how unfortunate he/she has experienced or whatever is bothering him, it is useful to share this situation with his/her teammates, manager, manager or human resources. Pain lessens when shared. The environment's efforts to make you happy and the bonds of friends at work are the biggest helpers in filling the unhappy person with good energy. The support received from the environment is also the reason for the strengthening of the bonds of friends we mentioned. Although going to work may seem very difficult at first, working with a positive team will help you overcome this difficulty in the best way. Although many people may not have the chance to work with a positive, energetic team that enjoys their work, determining the environment in which they work is primarily a matter of one's own mind. Starting the day positive, making colleagues and the environment feel the necessary energy can help shape the environment because of the bonds between people. A happy employee, a happy team, a happy day... All of these are actually interrelated and one cannot exist without the other. To ignite your work with positive energy and to incorporate it into everything you do; It is the easiest solution that can solve the hours of your day, your unfinished business and even your headaches. Although it is like looking for a needle in a haystack in some workplaces, there are also lucky situations such as finding positive teammates, and in some workplaces, the whole team is positive. Solidarity, conversation, company culture, and most importantly, the right form of communication provides this chance. If you can't get along with your teammates, how can you expect them to support each other anyway? How can someone who can't get support get out of the situation they're in? Let's take a look around, see who is unhappy, let's support him/her and create a positive environment. It will be seen later that; You are working with an excellent team that understands, listens and produces solutions in the business life you think is unbearable. You will realize the importance of positive energy in the workplace when you see your colleagues, whom you have seen for days and hours, with a positive energy.

Each generation is shaped by the economic, cultural and political climate of the period in which they were born and raised. For this reason, each generation has different characteristics from each other. At this point, it is of great importance to benefit from the different perspectives of generations in business life. Very soon, the majority of the workforce will be made up of generations Y and Z. It would not be wrong to say that it is a necessity to get to know the Y and Z generations closely in order to capture the environment where these two different generations will work together, work directly, efficiently and happily. The birth interval of the Y generation, also known as the Millennial generation, is considered to be the early 80's mid 90's, and the Z generation birth range is considered to be the late 90's and early 2010s. The Y generation are the children of the X generation, who felt the effects of the Second World War intensely in economic, social and cultural terms. Z, on the other hand, is a generation born entirely to the internet and technology, and has never met a world without the internet. Of course, these two generations, who grew up in different conditions, have different aspects as well as similar aspects. Of course, these different perspectives are reflected in their business life in different ways. According to research, the team that Y generation works for, is one of the most important issues in business life. The Y generation, who enjoy teamwork rather than individual work, seems to be inclined to change jobs easily if they think that they are not working with the right people with whom they communicate well. Contrary to this situation, generation Z prefers to work individually. Having their own workspace motivates generation Z. However, a similarity between these two generations is reflected in their business preferences. Flexible working hours are important in business life for these two generations, who are very fond of their freedom. Although the Y generation is associated with the internet and technology, it is not a generation born into technology like the Z generation. For this reason, Generation Z keeps up with technological developments without having difficulties. This generation, born into the digital world, continues to chat in the social environment they are in, while examining a celebrity's Instagram profile on social media, and at the same time, they can follow a series they have opened on Netflix. As in this example, they have the ability and versatility to run multiple jobs at the same time in business life. We can say that this is a feature not seen in any previous generation. However, it is possible to say that this valuable feature brings with it the problem of concentration. Our job is an important part of our lives, so we need motivation to climb the career ladder. According to research, issues such as being appreciated in business life and getting seniority are important for the Y generation. Generation Z makes sense of motivation as a work environment where reward systems, raises and good conditions are offered over wages. While millennials need motivation on more social issues, generation Z wants to be rewarded in every way. Generation X, which currently makes up the majority of the business world, will soon be replaced by Generations Y and Z. With their distinctive and similar features, these two generations will determine the dynamics of the business world in the coming period. Blending these differences and keeping up with the change and turning them into an advantage will shape our future. With different perspectives of different generations, well-thought-out decisions will be made, better quality work will be produced with a diversity of skills, and wider audiences will be understood and addressed.

Nowadays, with such a development of technology, innovations are taking place in the field of Human Resources, as well as in all areas. The social media medium that most of us use is becoming a business area for Human Resources. Nowadays, due to the influence of generation Z, the use of social networks is at the center of our lives. In this article, we will be talking about how HR and social media are in harmony. It is very possible that Human Resources will carry out all their processes from end to end through social media, and many applications and sites that can be used for this are being found. In order to understand the place of social media in HR processes, we should first talk about what are HR processes. Basically, HR manages all the stages of recruitment and post-entry training, i.e. orientation. Plays an active role in employee satisfaction and performance evaluation procedures. The employee undertakes training and development services depending on his request. In order to make things easier and take quick actions when doing many such tasks, we can say that social media is really an indispensable area. As a matter of fact, social media is not only popular for Human Resources. It is also an area that candidates often use to make it easier for them to find a job. Nowadays, it is quite common to find ads on a popular site used to find and hire a job. In this medium, candidates can reach the right ad thanks to their digital footprints and get the most suitable job opportunity for themselves. At the same time, Human Resources gain convenience in obtaining accurate information about candidates at the recruitment stage. As we mentioned above, the harmony of social media and Human Resources contributes to many processes. It saves time in analyzing the appropriate candidate in the recruitment processes. Although it facilitates the access to quality candidates, it actually improves the brand image of the employer by contributing to the rapid recruitment. This is how we can talk about the benefits of social media for Human Resources. We anticipate that our Technology World will develop further in the field of human resources together with the social network. Don't forget to follow us on social media channels for our current job ads.

       It is possible to say that our values ​​are a phenomenon that attracts the attention of professionals in many areas of our lives. While it is quite realistic to state that the basic motivations of human behavior are values, we know that throughout history the nature of values ​​has been tried to be understood and what these types of values ​​are. It is a fact that we cannot skip our values ​​when talking about professional business life. So what is the importance of these professional values?        Occupational values ​​of the individual are one of the most important factors affecting job satisfaction and work compliance. Occupational values ​​express the attitude of the individual towards work in general in working life and the importance, value and desire given to what happens at work. Since each individual is unique, professional values ​​have different meanings for different people. It should not be forgotten that professional values ​​express the satisfaction obtained from the returns of that profession as a result of entering a profession. While some people like to show their creativity in business, some people may want to show off their achievements or economic gain may be the first priority. For some, intellectual harmony is a must. Some of us want to be able to act independently in the environments where they work, while some of us may prefer close co-workers. We can talk about many values ​​like this; prestige, security, work environment, relations with management, lifestyle and diversity… The most important point to remember when talking about professional values ​​is that professions are valuable to the extent that they meet our needs. In order to discover the professional values ​​we have, the main question we need to ask ourselves is what are the features that make our profession valuable.    When it comes to business life, the power of institutions is often measured by the value bonds they create with their employees. Before reviewing our commitment to the institutions we work with, we should not forget that each person's needs are different, so we must first decide what our needs are. Before determining the jobs that will most meet our needs, it is useful to determine our own professional values. Otherwise, employees who do not know what their needs are, incompatible corporate culture and a lot of non-stop complaints; “Nobody takes responsibility”, “gets tired quickly from work”, “does not respect ideas”… For working environments where corporate values ​​are formed and employees find their professional values, employees as well as institutions should be aware of their needs and prefer jobs based on their values.