The Counseling is mostly defined as discussion of an problem with an employee, with the general objective of decreasing it.
Therefore Counseling are :
Deals with an emotional problem.
Is an act of communication.
Is generally to understand and/or decrease an employee’s emotional disorder.
Can be done by both, the managers and the professionally trained counselors.
More than half of HR professionals provide staff counselling
Employee Assistance and Wellbeing Programme in action
Coaching and Counseling - Procedures of Office of Human Resource
Employee Assistance Programme in Action
Any condition, on or off the job, may need counseling. These conditions can be from:
Resistance to change, or,
Alienation, Disorientation etc.
Other major conditions that must be clearly understood are:
Frustration occurs when the motivation is blocked preventing one from reaching the desired goal. Frustration can be short term-event related or long term-aspiration related. The longer the frustration, greater the problem. Frustration usually is reacted to in any of the following ways.
Physical disorders, or,
Counseling can help reduce frustration, by helping the employees to choose a mature course of action to remove blockages preventing goal accomplishment, or by helping them to reconcile with the reality. Counselors will have to work with both, the employee and the Management.
Conflicts: Both the interpersonal and inter-group conflicts may cause emotional disorders. When people of different backgrounds, points of view, values, needs and personalities interact a variety of conflicts may arise.
Conflicts are not always bad. We must, while handling conflicts, try to reduce the disadvantages and to increase the benefits. Conflicts stimulate people to look for better approaches for improved results. Often, hidden problems surface and a deeper understanding may develop.
On the other hand, cooperation and teamwork may suffer, distrust may grow, and the loser may attempt continuance of the conflicts to settle the score. The organization’s basic goal is to move the conflicts into a win-win possibility, so that no one feels lost and in fact all feel having won.
Counseling assists conflict resolution by reducing emotional blockages.
Other effective approaches are Organization Development, Supportive Leadership styles, sensitivity training, and job and organization design.
Stress: It is condition of strain on one’s emotions, thought process and/or physical condition that seems to threaten one’s ability to cope with the environment.
What counseling can do: General objective is to assist the employees in dealing with their emotional problems, so that they grow in self-confidence, understanding, self-control & the ability to work in the given organizational environment.
Release of emotional tensions,
Clarified thinking, and,
Types of Counseling:
Directive, Non-directive, and Cooperative.
Who should do the counseling?
Supervisors/Managers or (Superiors in hierarchy), Specialists, and Professional counselors.
Cautions in Counseling:
The counselor’s approach depends upon his own assessment of the situation, and the personality of the counselee.
A counselor may:
Identify himself with the counselee and help him decide, motivate him to do what is jointly decided, OR,
Do the most of the above but help him make up his mind to act as he thinks fit.
BUT, in any case, in the counseling relationship, the following conditions are essential:
Counselee should psychologically accept the counselor.
Counselor must be able to listen well and communicate effectively.
An atmosphere of trust and confidence.
Credibility & Sensitivity of the counselor.
This in nutshell is what counseling is about. It is upto us how, we can use these skills as a strategy in Work Places.