Dear HR Fraternity,
I am furnishing below the definition of counseling which I hope would be of help to the HR Fraternity.
Definition - "Counseling/Work Coaching":
The first step in any effort to improve employee performance is counseling or coaching. I primarily use the word "counseling" in this context, as the word "coaching" has become, in recent use, a much more specific type of counseling. Counseling or work coaching 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 goal of performance counseling/coaching 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. There are six main steps in effective and supportive counseling or work coaching:
1. Show confidence in the employee's ability and willingness to solve the problem. Ask him or her for help in solving the problem.
2. Describe the performance problem. Focus on the problem or behavior that needs improvement, not the person. Ask for the employee's view of the situation.
3. Determine if issues exist that limit the employee's ability to perform the task or accomplish the objective. Four common barriers are time, training, tools, and temperament. Determine how to remove these barriers and add these actions to the overall plan.
4. Discuss potential solutions to the problem or improvement actions to take. Ask the employee for ideas on how to correct the problem or prevent it from happening again. Offer your suggestions.
5. Agree on a written action plan that lists what the employee, the supervisor, and possibly the HR professional will do to correct the problem or improve the situation.
6. Set a date and time for follow-up. Determine if a critical feedback path is needed, so the supervisor knows how the employee is progressing on the plan. Offer positive encouragement and your confidence in the employee's competence to make the needed improvements.
With best regards,
N. Devarajan
HR - Consultant