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    Performance Counselling

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    vrenu_devi
    This document discusses performance counseling in the workplace. It begins by distinguishing performance counseling from clinical counseling, noting that performance counseling focuses on an employee's entire job performance over a period of time rather than just specific problems. The objectives of performance counseling are to help employees understand their strengths and weaknesses, analyze their own behavior, set goals, and develop action plans for improvement. The document then outlines different types of counseling approaches like positive counseling, constructive counseling, and developmental counseling. It concludes by listing components of effective counseling and outlining models that can be used in the counseling process.

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    Performance Counselling

    Uploaded by

    vrenu_devi
    466 views15 pages
    This document discusses performance counseling in the workplace. It begins by distinguishing performance counseling from clinical counseling, noting that performance counseling focuses on an employee's entire job performance over a period of time rather than just specific problems. The objectives of performance counseling are to help employees understand their strengths and weaknesses, analyze their own behavior, set goals, and develop action plans for improvement. The document then outlines different types of counseling approaches like positive counseling, constructive counseling, and developmental counseling. It concludes by listing components of effective counseling and outlining models that can be used in the counseling process.

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    This document discusses performance counseling in the workplace. It begins by distinguishing performance counseling from clinical counseling, noting that performance counseling focuses on an employee's entire job performance over a period of time rather than just specific problems. The objectives of performance counseling are to help employees understand their strengths and weaknesses, analyze their own behavior, set goals, and develop action plans for improvement. The document then outlines different types of counseling approaches like positive counseling, constructive counseling, and developmental counseling. It concludes by listing components of effective counseling and outlining models that can be used in the counseling process.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    466 views15 pages

    Performance Counselling

    Uploaded by

    vrenu_devi
    This document discusses performance counseling in the workplace. It begins by distinguishing performance counseling from clinical counseling, noting that performance counseling focuses on an employee's entire job performance over a period of time rather than just specific problems. The objectives of performance counseling are to help employees understand their strengths and weaknesses, analyze their own behavior, set goals, and develop action plans for improvement. The document then outlines different types of counseling approaches like positive counseling, constructive counseling, and developmental counseling. It concludes by listing components of effective counseling and outlining models that can be used in the counseling process.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 15

    INTRODUCTION

    y Negative connotation of counselling.


    y y

    In dealing with employees Due to equation with clinical counselling- PROBLEM CASES!!!

    y Performance Counselling- Focuses on entire performance (Tasks+ Behavior) during a particular period- Not only for specific problem. y Help subordinates to analyse performances and job behaviors to increase job effectiveness. y Dyadic process y Also called Coaching

    CLINICAL VS. PERFORMANCE


    ASPECTS CLINICAL Frequency Problemspecific Motivation Self PERFORMANCE Regular, Continuous OrganizationInitiated More

    Complexity Less

    RELATIONSHIP OF COUNSELING TO PERFORMANCE EVALUATION


    y Counseling: Current & future performance y Performance evaluation: Past performance y Counseling: Frequent y Performance evaluation: Infrequent

    Separate but complimentary processes!

    OBJECTIVES
    y Realise his potential as a manager y Understand his own strengths and weakness y Acquire insight and to analyze his own behavior y Better understanding of environment y Increases personal and interpersonal effectiveness y Encourages to set goals y Encourages to generate alternatives for problems y Develop action plans for improvement y Can review his progress

    POSITIVE COUNSELLING
    y This is commonly referred to as the positive asset

    search. Rather than focusing on just the problems, an effective counselor will seek to find positive assets upon which the subordinate can focus.

    CONSTRUCTIVE COUNSELLING
    y This type of counseling is intended to reduce

    inappropriate behavior or actions. The person being counseled is given real-time feedback in a nonthreatening manner in order to make adjustments concerning the inappropriate behavior or actions.

    DEVELOPMENTAL COUNSELLING
    Subordinate-centered communication that produces a plan outlining actions that subordinates must take to achieve individual and organizational goals.

    DIRECTIVE COUNSELING
    y The counselor verbalizes the goal. y State realistic expectations about the counselee. y Identify external blocks to problem resolution. y Identify blocks to problem resolution that are controlled by the counselee. y Identify potential sources of help. y Outline options for the individual. y State your positive expectations about the counselee.

    S I TE- E TE E (TW -W Y) I TI
    Subordinates assume an active role in the counseling session and maintain responsibility for their actions. The following skills assist leaders in subordinate-centered counseling:
    - Active Listening - Responding - Questioning

    EFFECTIVE COUNSELLING
    y Climate of openness & mutuality y Helpful and emphatic attitude of management y Sense of uninhibited participation y Dialogic relationship in goal setting y Focus on work oriented behavior y Focus on work related problems and difficulties y Avoidance of discussion of salary and

    other benefits

    CONSTITUENTS OF COUNSELLING
    COUNSELLING

    COMMUNICATION

    HELPING

    INFLUENCING

    RESPONDING, INITIATING

    EMPATHY

    IDENTIFICATION

    LISTENING

    DEVELOPMENT

    AUTONOMY

    FEEDBACK

    MUTUALITY

    POSITIVE REINFORCEMENT

    SEQUENTIAL OUTLOOK
    ACTION PLANNING

    RAPPORT BUILDING

    EXPLORATION

    Attending Listening Acceptance

    Exploring Problem- Identification Diagnosis

    Searching Decision- making Supporting

    MODEL OF SUPERIOR FEEDBACK BEHAVIOUR


    Dominance

    Q1
    Hostility

    Q4
    Warmth

    Q2

    Q3

    Submission

    UTILITY OF PA DATA IN PC
    y Development Decisions:
    y Training Needs Analysis y T&D Programs

    y Administrative Decisions
    y Rewards and Recognition y Promotion/ Demotion/ Transfers y Salary Restructuring

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