Performance counselling -1

8/7/2019 Performance counselling -1

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PERFORMANCEPERFORMANCE

COUNSELLINGCOUNSELLING


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INTRODUCTIONINTRODUCTIONy Negative connotation of counselling.

x In dealing with employees

x Due to equation with clinical counselling- PROBLEMCASES!!!

y Performance Counselling- Focuses on entireperformance (Tasks+ Behavior) during aparticular period- Not only for specific problem.

y Help subordinates to analyse performances andjob behaviors to increase job effectiveness.

y Dyadic processy Also called Coaching


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CLINICAL VS.CLINICAL VS.

PERFORMANCEPERFORMANCEASPECTS CLINICAL PERFORMANCE

Frequency Problem-

specific

Regular,

Continuous

Motivation Self Organization-

Initiated

Complexity Less More


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RELATIONSHIP OF COUNSELINGRELATIONSHIP OF COUNSELINGTO PERFORMANCE EVALUATIONTO PERFORMANCE EVALUATION

y Counseling: Current & future performance

y Performance evaluation: Past

performancey Counseling: Frequent

y Performance evaluation: Infrequent

Separate but complimentaryprocesses!


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OBJECTIVESOBJECTIVES

y Realise his potential as a manager

y Understand his own strengths and weakness

y

Acquire insight and to analyze his own behaviory Better understanding of environment

y Increases personal and interpersonaleffectiveness

y Encourages to set goals

y Encourages to generate alternatives for problems

y Develop action plans for improvement

y Can review his progress


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POSITIVE COUNSELLINGPOSITIVE COUNSELLING

y This is commonly referred to as the

positive asset search. Rather thanfocusing on just the problems, aneffective counselor will seek to findpositive assets upon which the

subordinate can focus.


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CONSTRUCTIVE COUNSELLINGCONSTRUCTIVE COUNSELLING

y This type of counseling is intended to

reduce inappropriate behavior or actions.The person being counseled is given real-time feedback in a non-threateningmanner in order to make adjustments

concerning the inappropriate behavior oractions.


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DEVELOPMENTAL COUNSELLINGDEVELOPMENTAL COUNSELLING

Subordinate-centered communicationthat produces a plan outlining

actions that subordinates must taketo achieve individual andorganizational goals.


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DIRECTIVE COUNSELINGDIRECTIVE COUNSELING

y The counselor verbalizes the goal.y State realistic expectations about thecounselee.

y Identify external blocks to problem

resolution.y Identify blocks to problem resolutionthat are controlled by the counselee.

y Identify potential sources of help.y Outline options for the individual.y State your positive expectations aboutthe counselee.


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SUBORDINATESUBORDINATE--CENTEREDCENTERED

(TWO(TWO--WAY) COMMUNICATIONWAY) COMMUNICATION

Subordinates assume an active role inthe counseling session and maintainresponsibility for their actions. Thefollowing skills assist leaders insubordinate-centered counseling:

- Active Listening

- Responding- Questioning


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EFFECTIVE COUNSELLINGEFFECTIVE COUNSELLINGy Climate of openness & mutuality

y Helpful and emphatic attitude ofmanagement

y Sense of uninhibited participationy Dialogic relationship in goal setting

y Focus on work oriented behavior

y Focus on work related problems anddifficulties

y Avoidance of discussion of salary and

other benefits


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CONSTITUENTS OF COUNSELLINGCONSTITUENTS OF COUNSELLING

COUNSELLING

COMMUNICATION HELPING INFLUENCING

RESPONDING, INITIATING

LISTENING

FEEDBACK

EMPATHY

DEVELOPMENT

MUTUALITY

IDENTIFICATION

AUTONOMY

POSITIVE REINFORCEMENT


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SEQUENTIAL OUTLOOKSEQUENTIAL OUTLOOK

RAPPORT BUILDING EXPLORATION ACTIONPLANNING

Attending

Listening

Acceptance

Exploring

Problem-Identification

Diagnosis

Searching

Decision-making

Supporting


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MODEL OF SUPERIOR FEEDBACKMODEL OF SUPERIOR FEEDBACKBEHAVIOURBEHAVIOUR

Submission

Warmth

Dominance

Hostility

Q1

Q2 Q3

Q4


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UTILITY OF PA DATA IN PCUTILITY OF PA DATA IN PC

y Development Decisions: Training Needs Analysis

T&D Programs

y Administrative Decisions Rewards and Recognition

Promotion/ Demotion/ Transfers Salary Restructuring


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UTILITY OF PA DATA IN PCUTILITY OF PA DATA IN PC

y Development Decisions: Training Needs Analysis

T&D Programs

y Administrative Decisions Rewards and Recognition

Promotion/ Demotion/ Transfers Salary Restructuring

Documents

Performance counselling -1