Employee Counselling

COUNSELLING
Presented by:-
DEFINITION
According to Keith Davis;
Counselling means, discussion of an emotional problem with an employee with the general objective of minimizing it
CONCEPT counselling is the process of advising employes so as to enable him to overcome his emotional problems.
Employee counselling may be informal or formal

y Informal counselling -: it takes place in day-to-day work relationship between a manager and his subordinates without any plan or schedule. y Formal counselling -: it involves a planned and systematic programme of advising and assisting employees by their subordinates and/or by professionals/expert counsellors.
Objective of counselling
i.
To understand himself better and to know his potential, strengths and weakness. To have better understanding of the environment in which he functions. behavior and performance.
ii.
iii. To prepare alternate action plans for improving his
iv.
To understand and solve personal problem through empathetic listening.
FUNCTIONS OF COUNSELLING
y ADVICE -: Advice giving is a routine counseling matter between the worker and a supervisor/manager. supervisor/manager. y RE-ASSURANCE -: Reassurance is a way of giving REcourage to a worker to face a problem or to pose a confidence in himself . y RELEASE OF TENSION -: Important function of counseling is to release the employee s emotional emotional tension. it is also called emotional catharsis.
Cont
y REORIENTATION -: It involves a change in the
employee s psychic self through change in basic goals and values.

y CLARIFIED THINKING -: Counseling encourages
clarified thinking because mental blocks are cleared and the counselee is made to think rationally. rationally.
NEED FOR COUNCELLING

Conflicts Frustration Stress
NEED FOR COUNCELLING

CONFLICT -: Emotional disorder may be caused by interpersonal
and intergroup conflicts. It may be arise due to different backgrounds, points of view, need and personality of the fellow men or due to organizational change.
y FRUSTRATION -:
Frustration the result of motivation drive being blocked to one
from reaching a desired goal.
Reaction to frustration such as irritation, uneasy feeling or some
other reactions are known as mechanism.
Reactions of frustrated behavior are aggression, apathy,
withdrawal, resignation, fixation, physical disorders, substitute goals and compromise.
Cont
y Sources of frustration -: 1. Management -: 2. Fellow worker -:
Cont
y STRESS -: It is a condition of strain on one s emotions, thought processes and /or physical . Stress on the job may be desirable to some extent if it is a mild stress and not sustained over a long period of time. Stress is also affected by the tolerance power of person concerned.
Cont
y Stress may be on-the-job and off-the-job . y On-the-job -: The main causes of stress on the job
itself (work overload, pressure of work, tension & insecurity), role conflicts and role ambiguity conflicts with people etc.
y Off-the-job -: It may be caused by family and
financials problems.
Barriers
y The biggest bottleneck in employee counselling at
the workplace is the lack of trust on the employee's part to believe in the organization y his superior to share and understand his problems y Also, the confidentiality that the counselor won't disclose his personal problems or issues to others in the organization.
TYPES OF COUNSELLING
DIRECTIVE COUNSELLING
NON-DIRECTIVE COUNSELLING
COOPERATIVE COUNSELLING
Directive counselling
It is the process of listening to an employee s problem or difficulty, deciding with him what should be done , and then telling and motivating him to do it. The major role of directive counseling is to accomplish the function of advice. To a minor extent, it performance the function of reorientation is seldom achieved in directive counseling.
Cont..
Useful communication often takes place in directive counselling. Advice and reassurance can be worthwhile if they give the employee more courage to take a helpful course of action which is accepted and supported by the employee.
NON-DIRECTIVE COUNSELLING
Non- directive or client centered counselling is the process of skillfully listening and encouraging a counsellee or client to explain emotional problems, understand them and determine the course of action. This technique is mostly used by professionals counsellors but managers can also practise it in the organisation.
Cont..
professional counsellors usually practise some form of counselling and often accomplish four functioncommunication, emotional release, clarified thinking and reorientation. The unique advantage of non-directive counselling is its ability to cause the employee s reorientation.
Cont..
y T.W. Harrell has listed four technique which are
often used by the counsellors under non-directive counselling ..

Listening Focus on feelings, not on facts Emotional detachment Smooth ending of the counselling interview
cooperative Counselling
y Under coopertive counselling, both counsellor
and counsellee mutually cooperate to apply their knowledge, perpectives and values to the problem.
y Keith Davis defines cooperative counselling as a
mutual discussion of an employee s problem and a cooperative effort to set up conditions that will remedy it
conclusion
y Counselling can go a long way in helping the
employees to have better control over their lives, take their decisions wisely and better charge of their responsibilities, reduce the level of stress and anxiety. y It helps the organization when the employees know that the organization cares for them, and build a sense of commitment with it
THANK YOU

Employee Counselling

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COUNSELLING

Employee counselling may be informal or formal

iii. To prepare alternate action plans for improving his

To understand and solve personal problem through empathetic listening.

employee s psychic self through change in basic goals and values.

NEED FOR COUNCELLING

NEED FOR COUNCELLING

Frustration the result of motivation drive being blocked to one

from reaching a desired goal.

Reaction to frustration such as irritation, uneasy feeling or some

other reactions are known as mechanism.

Reactions of frustrated behavior are aggression, apathy,

withdrawal, resignation, fixation, physical disorders, substitute goals and compromise.

often used by the counsellors under non-directive counselling ..

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