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   It can be explained as providing help and
    support to the employees to face and sail
    through the difficult times in life.

   Used to analyze the work related
    performance and behaviour of the
    employees to help them cope with it,
    resolve the conflicts and tribulations and
    re-enforce the desired results.
1. Understanding self

2. Making impersonal decisions

3. Setting achievable goals which enhance growth

4. Planning in the present to bring about desired future

5. Effective solutions to personal and interpersonal problems.

6. Coping with difficult situations

7. Controlling self defeating emotions

8. Acquiring effective transaction skills.

9. Acquiring 'positive self-regard' and a sense of optimism about
one's own ability to satisfy one's basic needs.
   Unrealistic target.
   Performance issues.
   Excessive work load.
   Lack of awareness of policies and procedures.
   Absenteeism & late coming.
   Lack of team work.
   Family problems.
   Problems in adjusting to organizational
    culture
   Effective communication

   Growth for employees

   Ensure transparent environment

   Clearly define expectations

   Retaining valuable employees

   Put problems on the table for open evaluation &
    draft resolutions
interpretative




               Counsell
supportive       ing          probing
                Styles




              evaluative
   EVALUATIVE- Make judgments based on what
    you have heard and suggest answers.

   INTERPRETATIVE- Interpret what you have
    heard without checking the accuracy of what
    you have heard.

   SUPPORTIVE- Offer general sympathy

   PROBING- Find out more information
   Advice
   Reassurance
   Clarified thinking
   Release of emotional tension
   Communication
   Reorientation
4.FOLLOW-
                    UP




3.CONDUCT     CounseLling   1.IDENTIFY
THE SESSION     process     THE NEEDS




                2.PREPARE
                   FOR
               COUNSELING
   Observe the situation, events or issues
   Compare the current situation with the
    desired one
   Focus on two way communication.
    select a suitable place and notify the time.
   Notify the concern members well in advance.
   Organize information.
   Outline the session components.
   Plan your counseling strategy.
   Opening the session
   Discussing the issue
   Developing the plan of action
   Recording and closing the session
   Support subordinates to implement their plan
    of action
   Review plan of action to determine if the
    desired results
   Amend the plan of action if required
Employee Counseling Goals & Techniques

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Employee Counseling Goals & Techniques

  • 1.
  • 2. It can be explained as providing help and support to the employees to face and sail through the difficult times in life.  Used to analyze the work related performance and behaviour of the employees to help them cope with it, resolve the conflicts and tribulations and re-enforce the desired results.
  • 3. 1. Understanding self 2. Making impersonal decisions 3. Setting achievable goals which enhance growth 4. Planning in the present to bring about desired future 5. Effective solutions to personal and interpersonal problems. 6. Coping with difficult situations 7. Controlling self defeating emotions 8. Acquiring effective transaction skills. 9. Acquiring 'positive self-regard' and a sense of optimism about one's own ability to satisfy one's basic needs.
  • 4.
  • 5. Unrealistic target.  Performance issues.  Excessive work load.  Lack of awareness of policies and procedures.  Absenteeism & late coming.  Lack of team work.  Family problems.  Problems in adjusting to organizational culture
  • 6. Effective communication  Growth for employees  Ensure transparent environment  Clearly define expectations  Retaining valuable employees  Put problems on the table for open evaluation & draft resolutions
  • 7. interpretative Counsell supportive ing probing Styles evaluative
  • 8. EVALUATIVE- Make judgments based on what you have heard and suggest answers.  INTERPRETATIVE- Interpret what you have heard without checking the accuracy of what you have heard.  SUPPORTIVE- Offer general sympathy  PROBING- Find out more information
  • 9. Advice  Reassurance  Clarified thinking  Release of emotional tension  Communication  Reorientation
  • 10. 4.FOLLOW- UP 3.CONDUCT CounseLling 1.IDENTIFY THE SESSION process THE NEEDS 2.PREPARE FOR COUNSELING
  • 11. Observe the situation, events or issues  Compare the current situation with the desired one  Focus on two way communication.
  • 12. select a suitable place and notify the time.  Notify the concern members well in advance.  Organize information.  Outline the session components.  Plan your counseling strategy.
  • 13. Opening the session  Discussing the issue  Developing the plan of action  Recording and closing the session
  • 14. Support subordinates to implement their plan of action  Review plan of action to determine if the desired results  Amend the plan of action if required