This instrument is designed to help you examine your counseling style with employees who work under you. All items should be understood in the context of performance counseling. The word ‘counselee’ in all items refers to the employee or subordinate. Use the answer sheet and be frank in responding to the items.
1. I assure my counselee of my availability whenever they need my help.
2. I delay discussing issues with my counselee about which I feel uncomfortable.
3. I raise and encourage my counselee; when their interest is affected, I communicate strong feelings and resentment to senior managers without caring whether this will affect my relationship with them.
4. I feel I have a commitment to my counselee; when their interest is affected, I communicate strong feelings and resentment to senior managers without caring whether this will affect my relationships with them.
5. I encourage my counselee to collect the information needed to understand and analyze the main issues or problems.
6. I discuss new ideas with my counselee in relation to their problems, even without working out their details with them.
7. I carefully study the procedures recommended for counseling and follow them to make my sessions effective.
8. When a counselee discusses a problem with me, I suggest a clear solution that will help them deal with it.
9. I take up my counselees’ cause and fight for them.
10. I admonish counselees for their lapses and for not acting according to my instructions.
11. I am interested in thinking out unusual and new solutions and encourage the counselee to do the same.
12. I tend to collect all information and data even when these are not immediately needed. I encourage my counselees to do the same.
13. I help my counselees become aware of some of their own strengths.
14. I avoid meeting those counselees who do not seem to take counseling seriously and with whom I do not have good relations.
15. I help counselees see the ethical or normative dimensions of some of their behavior or actions (i.e., what effects these will have on others in the department).
16. I champion the interests of my counselees even if my superiors do not pay any attention to what I say.
17. I encourage my counselee to generate several alternatives before adopting one for solving a particular problem.
18. When I come across some new ideas or think of new ways of solving a problem, I tend to spend most of my counseling session explaining these to my counselee.
19. I accept several suggestions made by counselees in the course of my counseling sessions.
20. I guide my counselees in the details of the problems and their solutions.
21. I express my feelings of resentment/dissatisfaction/despair, etc., to my counselees without any hesitation.
22. I give detailed instructions to my counselees about what they should or should not do.
23. I try out new ways of improving my communication with my counselees.
24. I spend most of the counseling session working out details of the specific tasks to be performed in relation to the counselee’s problems.
25. I reassure my counselees of my continual help and support.
26. I do not express my resentment when unpleasant exchanges occur during a counseling session, but it leaves a bad taste in my mouth, and I continue to be bothered by them.
27. I help my counselees examine the appropriateness of the proposed action.
28. I express my happiness to my counselee when they have done something according to previously accepted plans, and resentment for what they were not able to do.
29. I work with counselees to search various resources for information to work out solutions to problems.
30. I encourage counselees to try out new ideas/ways (which seem to be better) even without waiting to consolidate the earlier ones.
31. I accept and appreciate the help that my counselee provides me to analyze problems and work out solutions.
32. I encourage counselees to come frequently to me for advice and help on problems they may face.
33. I frankly express my feelings and reactions and encourage the counselee also to be very frank with me.
34. I clearly prescribe to counselees the standards of behavior which I think are appropriate and should be followed in my department/section.
35. I feel excited about trying out new ways of counseling my people, and I take the problem of counselees as a challenge.
36. I primarily work on the specific tasks that the counselees should do and do not pay much importance to so-called “feelings.” I believe feelings get taken care of when task difficulties are solved.
SPIRO-C2
Name: Date:
Location:
Read each item in the accompanying instrument (SPIRO-C2) and indicate below how frequently you behave this way during performance counseling or how much it applies to you. Answer the items serially without skipping any one.
Use the following key to give your response.
Write 5 if you are always like this or if it describes your behavior very well.
Write 4 if you often behave this way.
Write 3 if you sometimes behave this way.
Write 2 if you behave this way occasionally.
Write 1 if you rarely or never behave this way.
Items Your Response Items Your Response
1 19
2 20
3 21
4 22
5 23
6 24
7 25
8 26
9 27
10 28
11 29
12 30
13 31
14 32
15 33
16 34
17 35
18 36
[/list]
From India, Nizamabad
Acknowledge(0)
Amend(0)
141. I assure my counselee of my availability whenever they need my help.
2. I delay discussing issues with my counselee about which I feel uncomfortable.
3. I raise and encourage my counselee; when their interest is affected, I communicate strong feelings and resentment to senior managers without caring whether this will affect my relationship with them.
4. I feel I have a commitment to my counselee; when their interest is affected, I communicate strong feelings and resentment to senior managers without caring whether this will affect my relationships with them.
5. I encourage my counselee to collect the information needed to understand and analyze the main issues or problems.
6. I discuss new ideas with my counselee in relation to their problems, even without working out their details with them.
7. I carefully study the procedures recommended for counseling and follow them to make my sessions effective.
8. When a counselee discusses a problem with me, I suggest a clear solution that will help them deal with it.
9. I take up my counselees’ cause and fight for them.
10. I admonish counselees for their lapses and for not acting according to my instructions.
11. I am interested in thinking out unusual and new solutions and encourage the counselee to do the same.
12. I tend to collect all information and data even when these are not immediately needed. I encourage my counselees to do the same.
13. I help my counselees become aware of some of their own strengths.
14. I avoid meeting those counselees who do not seem to take counseling seriously and with whom I do not have good relations.
15. I help counselees see the ethical or normative dimensions of some of their behavior or actions (i.e., what effects these will have on others in the department).
16. I champion the interests of my counselees even if my superiors do not pay any attention to what I say.
17. I encourage my counselee to generate several alternatives before adopting one for solving a particular problem.
18. When I come across some new ideas or think of new ways of solving a problem, I tend to spend most of my counseling session explaining these to my counselee.
19. I accept several suggestions made by counselees in the course of my counseling sessions.
20. I guide my counselees in the details of the problems and their solutions.
21. I express my feelings of resentment/dissatisfaction/despair, etc., to my counselees without any hesitation.
22. I give detailed instructions to my counselees about what they should or should not do.
23. I try out new ways of improving my communication with my counselees.
24. I spend most of the counseling session working out details of the specific tasks to be performed in relation to the counselee’s problems.
25. I reassure my counselees of my continual help and support.
26. I do not express my resentment when unpleasant exchanges occur during a counseling session, but it leaves a bad taste in my mouth, and I continue to be bothered by them.
27. I help my counselees examine the appropriateness of the proposed action.
28. I express my happiness to my counselee when they have done something according to previously accepted plans, and resentment for what they were not able to do.
29. I work with counselees to search various resources for information to work out solutions to problems.
30. I encourage counselees to try out new ideas/ways (which seem to be better) even without waiting to consolidate the earlier ones.
31. I accept and appreciate the help that my counselee provides me to analyze problems and work out solutions.
32. I encourage counselees to come frequently to me for advice and help on problems they may face.
33. I frankly express my feelings and reactions and encourage the counselee also to be very frank with me.
34. I clearly prescribe to counselees the standards of behavior which I think are appropriate and should be followed in my department/section.
35. I feel excited about trying out new ways of counseling my people, and I take the problem of counselees as a challenge.
36. I primarily work on the specific tasks that the counselees should do and do not pay much importance to so-called “feelings.” I believe feelings get taken care of when task difficulties are solved.
SPIRO-C2
Name: Date:
Location:
Read each item in the accompanying instrument (SPIRO-C2) and indicate below how frequently you behave this way during performance counseling or how much it applies to you. Answer the items serially without skipping any one.
Use the following key to give your response.
Write 5 if you are always like this or if it describes your behavior very well.
Write 4 if you often behave this way.
Write 3 if you sometimes behave this way.
Write 2 if you behave this way occasionally.
Write 1 if you rarely or never behave this way.
Items Your Response Items Your Response
1 19
2 20
3 21
4 22
5 23
6 24
7 25
8 26
9 27
10 28
11 29
12 30
13 31
14 32
15 33
16 34
17 35
18 36
[/list]
From India, Nizamabad
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Employee Performance Evaluation Form.doc
Employee Performance Evaluation Form.pdf