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Counseling
- Definition
- therapeutic process
of providing help
and support in a
form of a discussion
of an emotional or
behavioural problem
- therapeutic process
of providing help
and support in a
form of a discussion
of an emotional or
behavioural problem
- Counseling vs. Coaching
- Counseling focuses on
addressing employee’s personal
problems, particularly if it impacts
employee’s work performance
- Coaching focuses on analyzing
employee’s work performance and
how it can be improved.
- Counseling focuses on
addressing employee’s personal
problems, particularly if it impacts
employee’s work performance
- Functions of Counseling
- 1. Advice
- 2. Reassure
- 3. Communicate
- 4. Release of
emotional tensions
- 5. Clarified thinking
- 6. Reorientation
- 1. Advice
- Benefits of
Counseling
- Employee Benefits
- 1. Personal growth
- 2. Motivation
- 3. Benevolence
- 1. Personal growth
- Company Benefits
- 1. Higher productivity
- 2. Lower absenteeism
- 3. Lower staff turnover
- 4. Maintaining company assets
- 5. Improved corporate identity
- 6. Increased employee
commitment, morale and loyalty
- 7. Employee self-reliance,
development and effectiveness
- 1. Higher productivity
- Employee Benefits
- 5D Counseling Process
- 1. Develop relationship
- 2. Define problem
- 3. Determine goal
- 4. Decide plan of action
- 5. Do follow up
- 1. Develop relationship
- Counseling Skills
- 1. Listen Effectively
- 2. Empathizing
- 3. Concreteness
- 4. Respect
- 5. Confidentiality
- 6. Genuineness
- 7. Open-ended and probing questions
- 8. Paraphrasing/Interpretation
- 9. Reflective listening
- 10. Information Giving and Removing Obstacles to Change
- 1. Listen Effectively
- Counseling
Techniques
- 1. Document all problem performance behaviours.
- 2. Deal with the employee objectively, fairly and equitably.
- 3. Confront job performance issues only.
- 4. Offer assistance to help the employee.
- 5. Expect the employee to resist the
feedback and become defensive.
- 6. Make sure the employee owns up to the problem.
- 7. Develop an action plan to correct performance.
- 8. Identify outcomes for failing to correct problems.
- 9. Monitor and control progress.
- 1. Document all problem performance behaviours.
- People Problems
- • Absenteeism and Late Coming
- • Excessive workload
- • Lack of awareness of policies and procedures
- • Slipping deadlines
- • Career Problems
- • Inter Personal Relations with
superiors and subordinates
- • Performance Issues
- • Problems in adjusting to organisational culture
- Approach
- 1. Get the facts.
- 2. Weigh and decide.
- 3. Take action.
- 1. Get the facts.
- • Absenteeism and Late Coming
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