counselor training

8/3/2019 Counselor Training

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Counselors

Interaction


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OBJECTIVE

Meaning, scope, limitations of workplacecounseling.

Globalization, competition, work pressureand workplace counseling.

Changing workplace and changing human

condition.

Career initiation and counseling


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Contd

Counseling & work-life balance

Workplace counseling a career

Counseling on external projects Counseling for Internship Program

Faculty Guides counseling during Internshipprogram

Placement Coordinator's counseling duringFinal placement process


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EMPLOYEE COUNSELING-A

LATEST HR TOOL The latest trend catching up in the corporate HR

across the world is 'Employee Counseling at

Workplace'. In the world of ever increasingcomplexity and the stress in the lives, especiallythe workplaces of the employees, employeecounseling has emerged as the latest HR tool toattract and retain its best employees and also toincrease the quality of the workforce


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STRESSED EMPLOYEE

In today's fast-paced corporate world, there is virtuallyno organization free of stress or stress-free employees.The employees can be stressed, depressed, sufferingfrom too much anxiety arising out of various workplacerelated issues like managing deadlines, meeting targets,lack of time to fulfill personal and family commitments,or bereaved and disturbed due to some personalproblem etc.

Organizations have realized the importance of having astress-free yet motivated and capable workforce.Therefore, many companies have integrated thecounseling services in their organizations and making ita part of their culture. Organizations are offering theservice of employee counseling to its employees.


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Stress Of Modern Life


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Everyone has to be better off!!

Employee Counseling is a service offered bycompanies to their employees. Organizationsthat care for their employees are perceived asmore meaningful and purposeful.

Here, it is worthwhile to note some observationsmade by the Chairman of Infosys in this regard.He states, The task of leadership is to makepeople believe in themselves, the organization,

in the aggressive targets the organization sets.Belief comes from trust: the trust that thisorganization isnt about making one set ofstakeholders better off; it is about making everyone of us better off


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HR Function

No human being is perfect and we all constantly fight ourown inadequacies in our own ways. Working in anyorganization requires an individual to be geared up to facethe challenges of work-life. This does not mean he/she can

escape the duties and responsibilities of family life,whether married or unmarried. Not every individual iscompetent enough to take and manage the stress of a hecticlife style.

Thus, we cannot deny the fact that every individual has

intra and inter-personal problems whether at work or athome. The HR function of any organization has the mostimportant challenging job of "making the most" of theirHuman Resource. An employee can give his best to theorganization only if he is in a positive "frame of mind".


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WHY Counseling??

Need for employee counseling arises due tovarious causes in addition to stress. These causesinclude: to deal effectively with ones own

emotions, interpersonal problems and lack ofteam spirit at workplace, inability to meet jobdemands, over work-load, confrontation withauthority, responsibility and accountability,conflicts with superiors, subordinates andmanagement and various family problems,health problems, career problems, etc


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Ingredients of counseling

Increasing complexities in the lives of theemployees need to address various aspects like:

Performance counseling: Ideally, the need foremployee counseling arises when the employeeshows signs of declining performance, beingstressed in office-hours, bad decision-makingetc. In such situations, counseling is one of the

best ways to deal with them.

It should cover all the aspects related to theemployee performance like the targets,employee's responsibilities, problems faced,employee aspirations, inter-personalrelationships at the workplace, et al.


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Contd

Personal and Family Wellbeing: Families andfriends are an important and inseparable part ofthe employee's life. Many a times, employeescarry the baggage of personal problems to theirworkplaces, which in turn affects their

performance adversely. Therefore, the counselor needs to strike a

comfort level with the employees and,counseling sessions involving their families canhelp to resolve their problems and getting them

back to work- all fresh and enthusiastic. Other Problems : Other problems can range from

work-life balance to health problems.Counseling helps to identify the problem and

help him / her to deal with the situation.


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Signs Of Stress

Sudden change of behavior Preoccupation Irritability

Increased accidents Increased fatigue Excessive drinking Reduced production

Waste Difficulty in absorbing training


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Stress Management


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Hurdles faced for counseling at

workplace

The biggest bottleneck in employee counselingat the workplace is the lack of trust on theemployee's part to believe in the organization or

his superior to share and understand hisproblems.

Also, the confidentiality that the counselor won'tdisclose his personal problems or issues to

others in the organization. Time, effort and resources required on the part

of the organization are a constraint


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Benefits of counseling

Helping the individual to understand and helphimself

Understand the situations and look at them witha new perspective and positive outlook

Helping in better decision making

Alternate solutions to problems

Coping with the situation and the stress


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Contd.

Making impersonal decisions

Setting achievable goals which enhance growth

Planning in the present to bring about desired future

Effective solutions to personal and interpersonalproblems.

Coping with difficult situations

Controlling self defeating emotions

Acquiring effective transaction skills.

Acquiring 'positive self-regard' and a sense of optimism

about one's own ability to satisfy one's basic needs.


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Benefits to Organization Counseling can go a long way in helping the employees

to have better control over their lives, take theirdecisions wisely and better charge of theirresponsibilities, reduce the level of stress and anxiety.

Counseling of employees can have desirableconsequences for the organization. It helps theorganization when the employees know that theorganization cares for them, and build a sense ofcommitment with it.

It can prove to be of significant help to modify thebehaviour of the employees and more so to re-enforcethe desired behaviour and improve and increase theemployee productivity.


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COUNSELING as a Career


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Contd.

Social etiquettes, warm manners

Excellent communication skills which alsoinclude non-verbal communication andlistening skills

Objectivity

Maintaining confidentiality

Empathy


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Contd

The counselor should be flexible in his approach and apatient listener. He should have the warmth required towin the trust of the employee so that he can share histhoughts and problems with him without anyinhibitions.

Active and effective listening is one of the mostimportant aspects of the employee counseling.

Time should not be a constraint in the process.

The counselor should be able to identify the problemand offer concrete advice.

The counselor should be able to help the employee toboost the morale and spirit of the employee, create apositive outlook and help him take decisions to dealwith the problem.


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Core Counseling Conditions

There are 7 core techniques given by

Rogers, Carkheff and Patterson,

which assist the counselor to applyappropriate core counseling

conditions


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StructuringActive Listening Silence Responding Reflection

Questioning Interpretation


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The Counseling Process


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Step-1

Describe the changed behavior. Let theemployee know that the organization isconcerned with work performance. The

supervisor maintains work standards by beingconsistent in dealing with troubled employees.

Explain in very specific terms what theemployee needs to do in order to perform up to

the organization's expectations. Don't moralize. Restrict the confrontation to job

performance.


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Step-2

Get employee comments on the changedbehavior and the reason for it. Confine

any negative comments to the employee'sjob performance. Don't diagnose; you arenot an expert. Listen and protect

confidentiality


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Step-3

Agree on a solution. Emphasize confidentiality.Don't be swayed or misled by emotional please,sympathy tactics, or "hard-luck" stories. Explainthat going for help does not exclude theemployee from standard disciplinary proceduresand that it does not open the door for specialprivileges.


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STEP-4

Summarize and get a commitment tochange. Seek commitment from the

employee to meet work standards and toget help, if necessary, with the problem.


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STEP-5

Follow up. Once the problem is resolvedand a productive relationship isestablished, follow up is needed.


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