Performance counselling: 1. The focus is on developmental, educational, preventive concerns. 2. Processes such as guidance, classification, suggestion etc., are commonly employed. 3. The emphasis is on problem-solving and situational benefits. 4. The relationship between the counsellor and the counselee is friendly, advisory, helpful an trustworthy. 5. The aim is to clear the mind of cob-webs, mental blocks and improve personal effectiveness. Benefits: Performance counselling takes a positive approach. The underlying philosophy is quite simple. People can grow and improve their competence and performance with timely help and proper coaching.

1. PERFORMANCE
COUNSELLING
BY
KOMAL SINGH
42010037
MBA

2. Performance Counselling Meaning:
It involves helping an employee understand his own
performance, find where he stands in relation to others and
identify ways to improve his skills and performance .

3. Features:
 The focus is on developmental, educational, preventive concerns.
 Processes such as guidance, classification, suggestion etc., are
commonly employed.
 The emphasis is on problem-solving and situational benefits.
 The relationship between the counsellor and the counselee is
friendly, advisory, helpful an trustworthy.
 The aim is to clear the mind of cob-webs, mental blocks and
improve personal effectiveness.

5. Objectives: Counselling helps a person overcome emotional
problems and weaknesses relating to performance.
 To help him realize full potential.
 To help him understand his strengths and weaknesses.
 To gain insight into his behavior and analyze the dynamics of such
behavior.
 To help him understand the work environment better.
 To provide an emphatic climate where he can discuss his tensions,
conflicts, concerns and problems.
 To increase his personal and inter-personal effectiveness through prompt
feedback about his behavior.
 To prepare action plans for performing his behavior and performance.

6. Benefits: Performance counselling takes a positive approach. The
underlying philosophy is quite simple. People can grow and improve
their competence and performance with timely help and proper coaching.
 He learns to respond and adjust more positively to people and
situations.
 He is able to improve his personal effectiveness.
 He is able to clear the mind of emotional irritants; overcome
his personal weaknesses and work more effectively.
 He feels more relaxed when he is able to share his concerns
and problems with a trusted friend, the counsellor who
assures confidentiality and extends a helping hand readily.

7. PROCESS OF COUNSELLING:
 Rapport Building: Initially the counsellor manager should level himself with his
employee and tune himself to his orientations. General opening rituals like
offering a chair, closing the door to indicate privacy. The counsellor must listen to
the feelings and concerns of the employed carefully and attentively. Learning
forward and eye contact are important signs of active listening.

8.  Exploration: Besides active listening, the counsellor should help the employee
find his own weaknesses and problems through open and exploring
questions. He should be encouraged to open up fully and talk more on the
problem. This would enable both parties to uncover various dimensions of
the problem clearly. Once the key issue is identified, it should be diagnosed
thoroughly.

9.  ACTION PLANNING: Counselling should finally help the employee
find alternative ways of resolving a problem. The list of
alternatives could be generated after 2 or 3 brainstorming
sessions.

10. Process counselling cycle: