The goal of performance counseling is not to make the employee feel bad or to show how much the HR professional or supervisor knows. The goal of counseling is to work with the employee to solve performance problems and improve the work of the employee, the team, and the department. Counseling, as such, is part of the day-to-day interaction between a supervisor and an individual who works in his or her work area, or a Human Resources professional and line organization staff members. Counseling often provides positive feedback about employee contributions. At the same time, regular counseling brings performance issues to an employee's attention when they are small and assists the employee to correct them.
The workshop aims to provide skills to the HR and line managers for conducting performance counseling sessions.
From India, Delhi
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4The workshop aims to provide skills to the HR and line managers for conducting performance counseling sessions.
From India, Delhi
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Key Points for Conducting Performance Counselling Sessions
🔹 Create a Supportive Environment:
- Begin the session by emphasizing that the goal is to work together to improve performance and achieve success.
🔹 Prepare Adequately:
- Review the employee's performance records and gather necessary data to provide specific examples during the session.
🔹 Focus on Behavior and Results:
- Address specific behaviors and outcomes, avoiding personal attacks or generalizations.
🔹 Active Listening:
- Listen actively to the employee's perspective and encourage open communication.
🔹 Set Clear Expectations:
- Clearly outline expectations for improvement and provide actionable steps for achieving them.
🔹 Develop an Action Plan:
- Collaborate with the employee to create a performance improvement plan with measurable goals and timelines.
🔹 Follow-Up and Support:
- Schedule follow-up meetings to track progress, offer support, and provide feedback.
Legal Considerations
Ensure that all performance improvement discussions are documented accurately and in compliance with labor laws and company policies. Maintain confidentiality and adhere to the principles of fairness and non-discrimination throughout the counseling process.
Resources
- For more insights on effective counseling techniques, you may refer to the book "Performance Management: Changing Behavior That Drives Organizational Effectiveness" by Aubrey C. Daniels.
- To deepen your understanding of coaching and feedback, "Coaching for Performance" by John Whitmore is a valuable resource.
Remember, the objective of performance counseling is to support employees in reaching their full potential and enhancing organizational success through constructive feedback and collaborative problem-solving.
From India, Gurugram
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🔹 Create a Supportive Environment:
- Begin the session by emphasizing that the goal is to work together to improve performance and achieve success.
🔹 Prepare Adequately:
- Review the employee's performance records and gather necessary data to provide specific examples during the session.
🔹 Focus on Behavior and Results:
- Address specific behaviors and outcomes, avoiding personal attacks or generalizations.
🔹 Active Listening:
- Listen actively to the employee's perspective and encourage open communication.
🔹 Set Clear Expectations:
- Clearly outline expectations for improvement and provide actionable steps for achieving them.
🔹 Develop an Action Plan:
- Collaborate with the employee to create a performance improvement plan with measurable goals and timelines.
🔹 Follow-Up and Support:
- Schedule follow-up meetings to track progress, offer support, and provide feedback.
Legal Considerations
Ensure that all performance improvement discussions are documented accurately and in compliance with labor laws and company policies. Maintain confidentiality and adhere to the principles of fairness and non-discrimination throughout the counseling process.
Resources
- For more insights on effective counseling techniques, you may refer to the book "Performance Management: Changing Behavior That Drives Organizational Effectiveness" by Aubrey C. Daniels.
- To deepen your understanding of coaching and feedback, "Coaching for Performance" by John Whitmore is a valuable resource.
Remember, the objective of performance counseling is to support employees in reaching their full potential and enhancing organizational success through constructive feedback and collaborative problem-solving.
From India, Gurugram
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HR Manual (Employee Hand Book).doc