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There is no format for employee counselling.However there are certain. However he should be empathetic, good listener,a skillful communicator, gentle understanding but not confronting, using conciliatory and not authoritative tone but at the same time alerting the person under counselling to the adverse effects of his behaviour and helping him with suggestions to correct his behaviour and should need be, helping him to be on correction course. Other views are also welcome.
B.Saikumar
HR & Labour Law advisor
Navi Mumbai
From India, Mumbai
B.Saikumar
HR & Labour Law advisor
Navi Mumbai
From India, Mumbai
Dear D Kundu,
Mr Saikumar has given you good points. Let me add further. These are as below:
1. Conduct counselling in private. Switch off your mobile. Keep your boss informed about counselling session.
2. Keep sufficient data or records at hand.
3. Target the behaviour and not the person.
4. Use positive language.
5. Drive the point that organization's interest override individual interest.
6. Know very well what is your area of authority. Do not over-commit.
Thanks,
Dinesh Divekar
From India, Bangalore
Mr Saikumar has given you good points. Let me add further. These are as below:
1. Conduct counselling in private. Switch off your mobile. Keep your boss informed about counselling session.
2. Keep sufficient data or records at hand.
3. Target the behaviour and not the person.
4. Use positive language.
5. Drive the point that organization's interest override individual interest.
6. Know very well what is your area of authority. Do not over-commit.
Thanks,
Dinesh Divekar
From India, Bangalore
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