Dear All,
I am a part of one of the leading automotive companies in India. I am planning to take up a project for my organization wherein I could introduce the concept of 'Counseling' to all the managers that can help them to facilitate employee productivity for their subordinates. Can anybody please guide me on how to take this idea forward? As of now, I only have the idea in my mind. I am yet to give a thought to its outline.
Aditi Kirtane
Assistant Manager
HR
From India, Thane
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1I am a part of one of the leading automotive companies in India. I am planning to take up a project for my organization wherein I could introduce the concept of 'Counseling' to all the managers that can help them to facilitate employee productivity for their subordinates. Can anybody please guide me on how to take this idea forward? As of now, I only have the idea in my mind. I am yet to give a thought to its outline.
Aditi Kirtane
Assistant Manager
HR
From India, Thane
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Hi, Appending some info’n that might be of some use to you. Thank you!
From India, Delhi
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From India, Delhi
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Hi Aditi,
The answer to your question will depend on a number of factors:
1. How large is the setup?
2. What is your position in it, specifically whose approval have you taken in starting this initiative?
3. What are the skill sets (mainly interpersonal skills) of your managers - are they capable of taking up counseling?
4. What do you plan to cover in it? Only technical and procedural matters? Personal and behavior matters?
5. How will you ensure that the managers do not misuse the information they get during counseling or the suggestions do not backfire?
The concept is good, but it will need a lot of thought before it can be put into effect. First, of course, you need the approval of the management before starting such an activity. Then again, it may be better to do a pilot with a manager who is known to be good at such a thing. You may need the help of outside consultants to train the managers in counseling. All this is on the assumption that you want your managers to offer to counsel their workers (and not you want to offer counseling to the managers).
From India, Mumbai
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The answer to your question will depend on a number of factors:
1. How large is the setup?
2. What is your position in it, specifically whose approval have you taken in starting this initiative?
3. What are the skill sets (mainly interpersonal skills) of your managers - are they capable of taking up counseling?
4. What do you plan to cover in it? Only technical and procedural matters? Personal and behavior matters?
5. How will you ensure that the managers do not misuse the information they get during counseling or the suggestions do not backfire?
The concept is good, but it will need a lot of thought before it can be put into effect. First, of course, you need the approval of the management before starting such an activity. Then again, it may be better to do a pilot with a manager who is known to be good at such a thing. You may need the help of outside consultants to train the managers in counseling. All this is on the assumption that you want your managers to offer to counsel their workers (and not you want to offer counseling to the managers).
From India, Mumbai
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Dear Aditi Kirtane,
Re: "Use of Counseling to improve employee productivity".
If I look at the heading, the two words "counseling" and "employee" are the only ones needed. But suddenly you stir in "Managers", which does not fit well.
In an Indian environment, employee counseling for productivity is a challenging task. An able and productive employee can become slow or underproductive due to social, family commitments, or sudden events. Without safeguarding against these hazards, achieving anything is difficult.
We come across many British authors' books, but none emphasize looking after the well-being of employees. I challenge you to read and understand that standard books may not yield results.
A simple quote I read from Reader's Digest: A General Manager's secretary, a busy lady fully occupied with productive work, had a problem at home - the water tap needed attention and repair. She couldn't spare time from the office as she couldn't take leave from the GM. She asked him to arrange someone from the office to attend to it. He passed the matter to his department, and everyone evaded responsibility. The issue remained unaddressed for several days until her child called, reporting that the tap had come off the pipe and was leaking. In a moment of decision, with her boss away for a meeting, she placed a note and left. The next day when the boss arrived and saw the note, he called the first person instructed for the job, fired him, and directed him to attend to the issue and report directly. The secretary's note read: "ONCE MY HOME PROBLEM OF TAP IS ATTENDED I WILL REPORT TO WORK".
This reflects our environment and carelessness.
What you need to do is frame a standard form: Ask every employee about themselves, their job, family, priorities, wishes, motto, job satisfaction, etc. Then, conduct private interviews with each employee to discuss interests, shortcomings, job and home issues. This analysis will guide actions to empower the employee for productivity. Productivity can thrive even without a manager if the company values its employees. Many companies praise the Manager but overlook the employee.
If you wish to explore this topic further in detail, please let me know.
Regards,
Ram
From Saudi Arabia
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Re: "Use of Counseling to improve employee productivity".
If I look at the heading, the two words "counseling" and "employee" are the only ones needed. But suddenly you stir in "Managers", which does not fit well.
In an Indian environment, employee counseling for productivity is a challenging task. An able and productive employee can become slow or underproductive due to social, family commitments, or sudden events. Without safeguarding against these hazards, achieving anything is difficult.
We come across many British authors' books, but none emphasize looking after the well-being of employees. I challenge you to read and understand that standard books may not yield results.
A simple quote I read from Reader's Digest: A General Manager's secretary, a busy lady fully occupied with productive work, had a problem at home - the water tap needed attention and repair. She couldn't spare time from the office as she couldn't take leave from the GM. She asked him to arrange someone from the office to attend to it. He passed the matter to his department, and everyone evaded responsibility. The issue remained unaddressed for several days until her child called, reporting that the tap had come off the pipe and was leaking. In a moment of decision, with her boss away for a meeting, she placed a note and left. The next day when the boss arrived and saw the note, he called the first person instructed for the job, fired him, and directed him to attend to the issue and report directly. The secretary's note read: "ONCE MY HOME PROBLEM OF TAP IS ATTENDED I WILL REPORT TO WORK".
This reflects our environment and carelessness.
What you need to do is frame a standard form: Ask every employee about themselves, their job, family, priorities, wishes, motto, job satisfaction, etc. Then, conduct private interviews with each employee to discuss interests, shortcomings, job and home issues. This analysis will guide actions to empower the employee for productivity. Productivity can thrive even without a manager if the company values its employees. Many companies praise the Manager but overlook the employee.
If you wish to explore this topic further in detail, please let me know.
Regards,
Ram
From Saudi Arabia
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