This document discusses performance counseling and its objectives and process. It begins by defining performance counseling as a supportive process by which managers provide feedback to employees on their performance and help them improve in areas of weakness. The objectives of performance counseling are then outlined, such as helping employees better understand themselves and their environment to improve performance. Key aspects of an effective performance counseling process are also described, including preparation, conducting the session, and follow-up. Benefits include reduced turnover, improved productivity and decision-making. The document concludes by thanking the audience.

1. Presented By
Sanjiv Kumar Mahajan
CPU

2.  Human Resource an important corporate asset and the
overall performance of companies depends upon the
way it is put to use
 Processes and systems in place to ensure effective
use of HR
 Performance Appraisal
 Performance appraisal Process
 Performance Management
Introduction

3. Preview
 Introduction
 Definition & Meaning of Performance Counselling
 Objectives of Performance Counselling
 Importance of Performance Counselling
 Performance Counselling Process
 Conclusion

4. Performance Counselling

5.  Human Resource an important corporate asset and the
overall performance of companies depends upon the
way it is put to use
 Processes and systems in place to ensure effective
use of HR
 Performance Appraisal
 Performance appraisal Process
 Performance Management
Introduction

6.  Counselling ?????
 Guidance, something that provides direction, Advice etc
 Pramarsh, Salah, upbodhan
 PROCESS OF PROVIDING HELP AND SUPPORT TO PEOPLE
TO FACE AND SAIL THROUGH DIFFICULT TIMES IN LIFE.
 HELPS PEOPLE TO SEE THINGS FROM A DIFFERENT
VIEWPOINT AND ENCOURAGE THEM TO DRAFT THEIR
ACTION PLAN
Introduction

7. Introduction
Counselling
Sharing
Helping
GuidanceAdvising
Change

8.  Process of improving employees performance and
productivity by providing employee with feedback regarding
areas where he is doing well and areas that may require
improvement.
 A supportive process by a manager to help an employee
define and work through personal problems or organizational
changes that affect job performance
 Set of Techniques, Skills, Attitudes to help people manage
their own problems using their own resources
Performance Counselling : Definition

9.  Purpose
 To provide an employee with the info, advice and assistance they
need to contribute fully to the achievement of organization's
objectives.
 To improve the performance of employees or to maintain already
existing desirable level of performance
 Two way process
 Essential for management and development of employees and
is natural component of managing people.
 Performance Counselling focuses on employees performance
in assigned task
Performance Counselling : Definition

10. Need Counselling

11.  Keeping pace with dynamic
business environment may land people
in stressful and dilemmatic situations
 May result in stress, low
productivity and drop in performance.
Some indicators of employees requiring
counselling:-
 Not able to mobilise his strengths
 Not performing in expected manner
 Acting disobediently
 Not responding to seniors
 Develop negative attitude
 Not able to make decisions
 Not able to solve problems
Need Counselling

12.  Lack of team spirit
 Inter personal relations with superiors & subordinates
 Absenteeism and Late Coming
 Slipping Deadlines
 Problems in adjusting to organizational culture
 Aim is to wriggle out stressful situation an individual is in so
that he works constructively
Need Counselling

13. Objectives : Performance Counselling

14.  HELPS AN EMPLOYEE TO UNDERSTAND HIMSELF-HIS
STRENGTHS AND WEAKNESSES.
 HELPS EMPLOYEE TO HAVE BETTER UNDERSTANDING OF
THE ENVIRONMENT.
 HELPS EMPLOYEE TO REVIEW HIS PROGRESS IN
ACHIEVING VARIOUS OBJECTIVES
 HELPS TO REALIZE POTENTIAL AS A MANAGER.
Objectives : Performance Counselling

15.  INCREASES HIS PERSONAL AND INTER-PERSONAL
EFFECTIVENESS.
 ENCOURAGES HIM TO SET GOALS FOR FURTHER
IMPROVEMENT.
 PROVIDES HIM ATMOSPHERE FOR HIS SHARING AND
DISCUSSING HIS TENSIONS, CONFLICTS, CONCERNS
AND PROBLEMS
 ENCOURAGES HIM TO GENERATE ALTERNATIVES FOR
DEALING WITH VARIOUS PROBLEMS.
 HELPS HIM TO DEVELOP VARIOUS ACTION PLANS
FOR FURTHER IMPROVEMENT.
Objectives :Performance Counselling

16. Conditions for Effective Counselling

17.  OPENNESS AND MUTUALITY WITH FAITH IN EACH
OTHER.
 HELPING ATTITUDE OF MANAGEMENT.
 JOINT GOAL SETTING AND PERFORMANCE REVIEW BY
EMPLOYEE AND REPORTING OFFICER.
 EMPHASIS ON WORK ORIENTED GOALS & NOT OTHER
ISSUES.
 PREVENTION OF DEBATE ON SALARY AND OTHER
REWARDS AS PA AIMS ON PLANNING AND
IMPROVEMENT OF EMPLOYEES & NOT RELATION
BETWEEN PERFORMANCE AND REWARDS
Essential Conditions

18. Performance Counselling Process

19. Performance Counselling Process
Identify
Need
Preparation
Conduct
Follow Up

20. Performance Counselling Process
Preparation
 Schedule the counselling session and notify the employee .
 Get a copy of the employee’s job description and
appropriate counseling checklist & evaluation form.
 Think about how each outcome or critical element of the
employees’ job supports the mission/objectives of the
organization.
 Decide what you consider necessary for success in each
outcome or critical element.
 Make notes to help you with counseling.

21. Performance Counselling Process
During The Counselling Session
 Discuss mission/objectives of organization and how his/her
performance contributes to success of organization.
 Discuss items that require top priority effort (areas of special
emphasis).
 Discuss what tasks and level of performance you expect for
success.
 Discuss competencies needed to perform duties. Ask employee
for ideas about how he/she might perform/performed assigned
duties.

22. Performance Counselling Process
 If Manager and the employee have different views, discuss
them until you both are clear on requirements. Even if the
employee disagrees, he/she must understand what is expected.
 Emphasize the employee’s positive strengths. Give examples
of what excellence performance is to give the employee
specifics to aim for.
 Ask the employee about career goals and training needs.

23. Performance Counselling Process
Follow Up
 Summarize key points of the counseling on relevant form
 Give the employee a copy and keep the original to use for the
next counseling session.

24. Benefits

25. Benefits
 Reduces turnover when employees feel they can vent
their thoughts and feelings and deal with problems openly
and constructively
 Improves productivity of the organization since
employees feel listened to and supported
 Increases efficiency of business by understanding the
motives and needs of each employee and how he/ she will
react to organizational events

26. Benefits
 Reduces conflict and preserves self-esteem when
parties are really listened to
 Improves decision-making when everyone's ideas
are heard and employees' strengths and abilities are
complemented
 Increases self-knowledge and personal
satisfaction in job

27. Processes in Performance Counselling

28. Effective
Communication
Effective
Listening
Responding to
Questions
Feedback
Influencing the
Behaviour
Identification
Process
Autonomy
Positive
Reinforcement
Helping
Concern &
Empathy
Mutuality in
Relationship
Identifying
Development
Needs
Processes in Performance Counselling

29. Influencing
 Making an Impact in Relationship – Need not be restrictive.
Influencing involves:-
 Identification Process Opportunity to identify with
individuals having more experience, skill and influence
helps an employees’ development of psy maturity.
 Lack of time, intolerance for mistakes, rejection of
dependency are barriers to identification
 Autonomy of the Person Positive Influencing enhances the
autonomy of a person which in turn improves chances of
taking his own decisions/choice.
 Positive Reinforcement Influencing would involve providing
encouragement and reinforcing success so that he takes
initiative

30. Conclusion

31. Thank You