1. Consulting & Performance
Counselling

2. Performance counselling
• Higher productivity is key to success in any
organization specially in business ones.This
requires achieving higher performance by
employees.
• Performance counselling is the process of
improving employees performance and
productivity by providing employee with
feedback regarding areas where he is doing
well and areas that may require
improvement.

3. • The basic purpose of performance counselling
is to improve the performance of employees
or to maintain already existing desirable level
of performance.
• This is achieved thru’appraisal i.e. observation
and evaluation of the employee’s
performance and communicating the same to
the employee.
• The objective of performance appraisal is to
determine accurately the extent to which the
emplyee executes the tasks in comparision to
the standard of proficiency set.

4. The process of counselling:
• Preparation
• Schedule the counseling session and notify the
employee; suggest the employee write down or be
ready to discuss expectations and requirements.
• Get a copy of the employee’s job description and
appropriate counseling checklist & blank evaluation
form.
• Think about how each outcome or critical element of
the performance plan supports the mission/objectives
of the organization.
• Decide what you consider necessary for success in each
outcome or critical element. Be specific
• Make notes to help you with counseling.

5. • During The Counseling Session
• Discuss mission/objectives of organization and
how his/her performance contributes to success
of organization.
• Discuss items that require top priority effort
(areas of special emphasis)—realizing this may
change later.
• Discuss what tasks and level of performance you
expect for success. Review employee’s written
input if he/she provides it
• Discuss competencies needed to perform
duties. Ask employee for ideas about what how
he/she might perform assigned duties.

6. • If you and the employee have different views,
discuss them until you both are clear on
requirements. Even if the employee
disagrees, he/she must understand what you
expect.
• Emphasize the employee’s positive
strengths. Give examples of what excellence
performance is to give the employee specifics
to aim for.
• Ask the employee about career goals and
training needs.

7. • After Counseling
• Summarize key points of the counseling on
relevant form
• Give the employee the form to review/initial.
• If the employee gave written input, attach it.
• Give the employee a copy and keep the
original to use for the next counseling session.

8. Consulting requirement in performance
counselling:
• The role of the consultant is very important here
as he helps the client to realize that performance
appraisal should be concerned with the actual
performance rating.
• On the basis of appraisal conducted,the
consultant can counsel the employees as to what
they should do to improve their performance to
the desired level , and if required, suggest for or
conduct necessary training programmes.
• In the present context many firms are seeking the
assistance of external consultant for performance
counselling.The trend is sure to continue in
future.