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8/3/2019 Role of Counselling in Performance Management
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R OLE OF C OUNSELLING IN P ERFORMANCE
M ANAGEMENT
By AshirNamrutha
8/3/2019 Role of Counselling in Performance Management
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COUNSELLING
Counselling is a highly recommended corrective measure whenperformance deficiencies are related to employee behaviour andattitude.
Counselling are used by managers when behavioural or emotionalproblems affect the performance of an employee and other membersof the organization.
Counselling as a corrective tool is primarily geared towards thecorrection of behaviours and attitudes that cause performancedeficiencies.
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Counselling is a formal process which involve following steps:
Advise the person in advance that a discussion about his or her work
performance or conduct is to be held at a given time and place, with
sufficient notice to enable you both to come to the discussion prepared
Arrange for the meeting to be held in private, although a support person
for the person being counselled may be present, as well as someone you
may have asked to attend as an observer
Keep a brief record of the meeting
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OBJECTIVES
Helping him to realize his potential as a manager.
Helping him to understand himself-his strengths and his weakness.
Providing him an opportunity to acquire more insight into his
behaviours and analyze the dynamics of such behaviours.
Helping him to have better understanding of the environment.
Increasing his personal and inter-personal effectiveness by giving
him feedback about his behaviours and assisting him in analyzing
his inter-personal competence.
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SITUATIONS WHERE COUNSELLING MAY BEAPPROPRIATE
Assessing the performance of a probationer.
Assessing staff training and development needs.
After a selection process.
If a person is planning to retire or resign from the
service.
Where there is a decline in work performance.
Where the standard of conduct is not being met.
where a difficulty has been overcome.
To maintain good performance.
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WHEN TO COUNSEL ?
It is not always easy to decide when to move from providinginformal comments on a person’s work to a more formal approach.
By intervening at an early stage you can often prevent a problem
escalating and requiring more serious and possibly disruptive
action further down the track.
If you encourage a free flow of information in the workplace and
open, two-way communication is the norm, it will be easier for
you to identify performance problems when and if they do arise
and deal with them Promptly.
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WHO SHOULD GIVE THECOUNSELLING?
In most cases it is your responsibility as a manager to provide counselling
to your staff in relation to work performance and conduct.
However, in circumstances where performance is affected by factors
outside the workplace, for example if a person has a problem with drugs or
alcohol or has difficulties in their private life, it may be appropriate, after
an initial discussion, to refer the person to a staff counsellor or counsellor
from an Employee Assistance Program (EAP).
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