Counselling
What is employee counselling?
Why is employee counselling important?
When is counselling needed?
How long does counselling take?
Where should employee counselling be held?
Who are the counsellors and counsellees in an organisation?
What are the skills needed to be qualified as a counsellor?
What are the different approaches to employee counselling?
What are the steps in a counselling process?
What are the benefits of counselling to managers?
What are the benefits of counselling to employees?
What are the common problems employees are counselled on?
Employee is helped to behave in a more personally satisfying manner
Seeks to improve employee mental health
ensures that employee is a positive contributor to the organisation’s effectiveness.
Arises from a variety of employee problems including stress, absenteeism, burnout, low job satisfaction, family problems, excessive workload, etc.
May be a one time discussion, a series of sessions, or an ongoing organisational activity.
occurs from the point of time when the employee seeks counselling to when the employee fully terminates the sessions.
Clean, spacious and private room with a selection of seating choices
This venue could be at the workplace or at another convenient location.
The counsellees are those who require assistance, especially from a professional, in the resolution of their personal problems.
The counsellors are those that provide the counselling services the counsellees.
Counsellors can either be external professionals or a person who uses some counselling skills as part of their role, for example their role as a friend or colleague.
Receiving
Welcome counsellee and build rapport
A warm reception in the beginning with a dialogue to establish relationship
Listening
Intelligent listening to tap the counsellee’s real problem areas
While listening, the counsellor frame his responses to interact effectively.
prevent distractions such as phone calls or visitors.
Responding
Mirrorize and paraphrase the feelings and emotions of the counsellee
revealed through non-verbal expressions to convey acceptance
Questioning
non-directive questions
Directive questions
Directive Counselling
mainly achieves the function of advice
Process of listening to employee’s problem, deciding with employee what should be done, and motivating employee to do it.
Participative Counselling
Non-directive Counselling
process of skillfully listening to and encouraging a counsellee to explain troublesome problems, understand them, and determine appropriate solutions.
It focuses on the counsellee rather than on the counsellor as the judge and advisor.
mutual counsellor-counsellee relationship that establishes a cooperative exchange of ideas
Starts with the listening technique of non-directive counselling, but counsellors may play a more active role
Establishing the Relationship
Assessing the Problem
Goal Setting
Termination and Follow-up
Initiation of Interventions
builds rapport, establishing mutual understanding and encouraging openness.
evaluating the information related to the client
counsellors and counsellees have to mutually define the goals
defining how the desirable goals and outcomes identified would be accomplished so that a real and desirable change is initiated and facilitated.
Marks close of the relationship between the counsellor and the counsellee
Understanding of individuals
Respect from Staff
Fewer problems to deal with
Feeling valued
Resolving Issues
Personal Development
Relationship Problems
Family and marital problems
Pregnancy
Career development
Stress and anxiety
Lack of support
Lack of confidence
Bereavement
Depression
More useful time with staff
Empowerment of staff
Personal Development