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Module 4 – Counseling at work

Performance counseling Primary
purpose of performance counseling
To work with the employee to solve performance
problem, and improve the work of the employee, team
and the department.
Define org.mission and values
Discuss individual job expectations &performance
Reinforce performance related behaviour
Identify and correct problem performance/work related
behaviour
Enhance the employee’s ability to set and reach career 1
goals
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Best counseling is
Forward looking
Concentrating on the future
What needs to be done better
It should be timely
It should begin with feedback from employee
before giving your feedback
Answer these questions –
What worked? What did not? What would you do
differently? 2
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• Preparation –
• Schedule the session with employee
• Discuss expectations and requirements
• Get a copy of the employee’s job description,
counseling checklist and blank evaluation form
• Think how each outcome or critical element of the
performance plan supports the mission of the
objectives
• Decide what you consider necessary for success in
each outcome. Be specific.
• Make notes to help you with counseling
3
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During the counseling session

• Discuss mission of organization and how his
performance contributes to it
• Discuss items that require top priority effort
• What tasks and level of performance you expect for
success
• Competencies needed to perform duties
• If different views discuss until you both are clear on
requirements, if he disagrees, he must understand what
you expect
• Emphasize the positive strengths
• Ask about the career goals and training needs
4
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After counseling
• Summarize key points on relevant forms
• Give the form to employee to review
• If some written inputs from employee’s side,
attach them
• Give the employee a copy and keep the original
to use for the next counseling session.