Counselling Guidelines

WHEN:

 Unrealistic targets
 Excessive workloads
 Absenteeism and Late Coming
 Lack of awareness of policies and procedures
 Performance issues
 Slipping deadlines
 Career problems
 Responsibility and Accountability
 Lack of Team Spirit
 Inter personal relations with superiors and subordinates
 Problems in adjusting to organizational culture
 Family problems
 Behavioral issues/ tendencies

WHY:

 Chalk down the career path

 Retaining the valuable employees
 Effective communication
 Growth of employees
 Ensure transparent environment
 Put problems on the table for open evaluation and draft resolutions
 Clearly define expectations
 Ensure employee follow ethical standards, company rules, common culture etc.
 Counselling Guidelines
STEPS:

1. IDENTIFY THE NEED

 Observe the situation, events or issues
 Compare the current situation with the desired one
 Focused and two way communication
 Interactive session

2. PREPARE FOR COUNSELLING

 Select the suitable place and notify the time
 Notify the concern members well in advance
 Organize information
 Outline the session components
 Plan counselling strategy
 Establish the right atmosphere

3. CONDUCT THE SESSION

 Opening the session
 Discussing the issue
 Developing the plan of action
 Recording and closing the session

4. FOLLOW UP
Support subordinates to implement their plan of action
Review plan of action to determine if the desired results were achieved
Amend the plan of action if required

BENEFITS OF COUNSELLING
 Decrease costs related to turnover, absenteeism
 Improvement in employee performance
 Increase in productivity
 Manage behavioral problems brought about by organizational change
 Helps in superior decision making
 Assist in understanding the situation more objectively
 Facilitates to look at the situations with a new perspective
 Motivate to search for alternate solutions to problem