Workplace Counseling

The pace of organizational growth with its demands on employees seems over-burdening and stressful. There are expectations in terms of time, mental engagement and deployment of the total self.

For this reason, organizations need to create a space where their employees can share any issue they are struggling with. The issues may be related to the self or to superior-subordinate relationships,or they may be systemic issues.

The process of workplace counseling involves 3 parties viz. the Employee, the Counselor and the Organization. The facility offered in house or outside the organization's premise.

Objectives

To create a space where an employee can address his personal issues with dignity.
To release energy trapped in unmanaged emotions which can be utilized for productive purposes
To maintain a healthy work environment in the organization.
To foster a healthy balance between the work and social roles in order to minimize role collusion.
To own up the self and to accept managerial roles and challenges with grace and dignity.

Methodology

The employee requiring counseling is met on a one to one basis for about one hour per week. Trust and confidentiality form the basis of such work.

Deliverables

* Foster a healthy work environment
* Employee replenishment
* Effective ways of managing stress
* Low incidence of illness and high energy level amongst employees.

Counseling, a line function

Today the concept of human resources development is not restricted to staff functions of managing Performance Appraisals, Salaries and Recruitment. It is more a line function where each individual carries the responsibility of shaping the culture of the organization. The roles of the top and senior level manager is that of a HR manager too. He has to motivate his team and empower them to accomplish organizational goals. The concept of mentoring and coaching are gaining significance.

Mentoring and Coaching

To enlarge the role of managers so that they have insights and human perspectives of their employees.
To foster healthy people processes so that people are charged and motivated towards their job, task, role and functions.
To enlarge the function of human resources development into being a live function across the organization.
Training can be imparted to departmental heads so that they can mobilize people towards accomplishing departmental and organizational goals.