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Counseling 1
1. What is Counseling
Direct face-to-face conversation
between a supervisor and a direct
report
Used to help the employee identify
the reason for poor performance to
improve, not embarrass or humiliate
him or her
Generally more formal than
feedback and coaching and is
required of a small percentage of
employees
2. Purpose of Counseling
Communicate concerns to the employee
Determine the cause of the employee’s activities
Identify avenues for improvement and/or development
Improve employee performance
3. When to Counsel
When more action is required by the supervisor
following feedback and coaching
Re-establish Expectations
Not all unacceptable behavior warrants discipline:
Usually minor infractions, or case of first offense
by a long term employee require counseling
4. Role of the Managers
Balance organizational
needs with employee
rights on a daily basis
Inform employees of
their performance on
the job
Ensure work is being
completed at
acceptable levels
5. Causes of Failure of
Accomplishment at Work
The employee does not know how
Lack of instruction or feedback.
Something or someone is hindering work
output
Physical or mental restrictions, time or equipment
restrictions
Attitude
Poor attitude, employee is “burned-out” or unhappy, or
does not particularly enjoy the task.
6. Consequences of Failing to Take
Action
Increased workload
Department morale
affected
The employee may
never see the problem
Problem is reinforced
as acceptable
