Posted at 11.29.2018
Stress in the workplace as a result of deadlines, stresses from still left to right and high goals from a manager can definitely make any employee have problems with both physical and mental fatigue. When this happens, many employees find liquor, smoking and other vices as the best way to make them forget about all the pressures, stress and sufferings they experience at the job (DirectGov, 2010).
However, the use of these vices merely contributes to other varieties of problems which further aggravate the tremendous problems they are already facing at the job. Soon enough, these poor employees find themselves losing desire for their jobs, getting depressed easily, bored stiff and restless at the job or a whole lot worse, bullying and harassing other people (Adams, 2010).
Aside from the abovementioned worker problems, other folks also find it hard to adjust to new guidelines and the ever-changing work tasks that people often get caught with the work. Some individuals even get traumatized by the overpowering stress, harassment and even discrimination that they experience at work (Source Line, 2010).
Many people actually suffer from these symptoms and are in need of emotional help, advice and support from other people who understand their situation. Matching to Matthewman (2000), each one of these psychological stress that people constantly experience at the job inevitably have an effect on not only their professional life but also their personal lives.
Naturally when employees experience these awful things, they become susceptible, easily losing desire for going to work and carrying out their duties that motivating or encouraging would be the most difficult thing to do (Herzberg, F. , 2003).
Nevertheless, these employees need motivation, support and advice more than anything as this assists as their way of curing, of recreate self-respect and stimulating their interests at the job (London Metropolitan School, 2010).
This is where in fact the role of counselling comes, which according to Matthewman (2000) is often used to resolve stressful and difficult issues and problems being experienced by many employees nowadays. Other than counselling, there are no other programs or ways wherein people can in fact deal with these work-related conflicts which often contain the tendency to mess up even their personal lives.
According to Cox, E. & Bachrikova, T. (2005), work-based counselling may be described in so many ways. Essentially, it includes active listening and not reading words spoken by the employee. The process also involves demonstrating interest and sincerity to the worker in terms of reflecting rear and asking further questions. In counselling, sarcasm must never exist nor any form of discouragement.
Empathizing is one key aspect in the counselling process. The ability to put one's self applied in the shoes of the employee can be an essential element in counselling and is also the best form of expressing genuine thoughts and totally understanding where in fact the person is via. Without empathy or the genuine effort of understanding the worker, the counsellor may merely end up blaming or further discouraging the staff (Matthewman, 2000).
Oftentimes, counselling is the better avenue to go over key details about an employee and his personal problems at work. Problems such as an employee-boss turmoil or coping with a hot-tempered manager are often best mentioned through counselling. Also, any form of discrimination and unsafe functions by fellow employees which caused psychological trauma on the staff is also best discussed in counselling. Furthermore, counselling acts as an avenue to go over personal problems or pressures at home which influences an employee's work performance (Source Collection, 2010).
Contrary to many people's values that counselling is merely an avenue for the debate of issues and problems at the job, counselling is also the best avenue for feel-good conversations, advices and encouragements. Advices such as whether to accept a new position or job offer or not as well as job plan tips are best handled in counselling. Also, supplying good opinions and praises about one's work ethics can also be given through counselling. Furthermore, encouragements for employees who lack motivations or interest at the job are most commonly given also through counselling (Cox, E. & Bachrikova, T. , 2005).
Counselling at the task place is something that must definitely be freely given to all employees because any issue that an employee experiences may either straight or indirectly interfere from his / her better work performance. Since companies make up these employees, any performance below the business requirements may have a negative impact on the company's business and eventually on its sales and profits (Connexions Immediate, 2010).
Given this truth, counselling must be considered a company's top profit that must be provided to every staff. Corresponding to Adams, A. (2010), there are many types of counselling which is most effective with respect to the employee's problems and issues.
Disciplinary counselling is one type of counselling wherein a counsellor discusses with a worker, the latter's personal issues at the job and the sources of his poor work performance. In facilitating disciplinary counselling, the counsellor must be very careful never to impose rules and regulations in a way that would discourage or harmed the employee starting the counselling. Proper proceedings in disciplinary counselling must strictly be viewed by the counsellor so that the session would not result to a kind of forceful discipline or worse, bullying (Direct Gov, 2010).
Personal counselling is on the other side, the most popular form of work-based counselling as it handles the general issues, the employees often come across. Problems such as depressive disorder, discrimination, insufficient inspiration to work, stress, lack of self-confidence, anxieties and subconscious trauma at the job, vices and family problems will be the usual issues being tackled in personal counselling (Direct Gov, 2010).
Since counselling deals with highly-sensitive issues an employee experiences either at work or at home, confidentiality must be safeguarded all the time. It would be a criminal offense and a large mistake in order to anybody the actual employee has shared inside the counselling room. At these times, the employees would automatically withdraw and lose trust with the counsellor which would then affect the number of employees who want to participate in counselling (Direct Gov, 2010).
According to Mwosa, J. (2001), counselling is the foremost form of maximizing human resources at work. Counselling may also be considered the main form of company investment as it is intended to boost and raise the performance, production, and efficiency of a worker.
The Counsellor's Guide (2010) suggests that there surely is no better way to handle and identify an employee's personal issues, problems and complications prompted by his thoughts, feelings and thoughts other than by directly hearing, responding and stimulating that person through the form of counselling. Any form of unexpressed tension or internal problems may hinder an employee from undertaking his best at work. Hence, it is very important for the company to recognize the important need of employees for counselling.
Other benefits of work-based counselling are also acknowledged by experts with regards to an employee's work behavior and performance. For just one, counselling makes employees cope better with the strain and place of work pressure that they are constantly facing daily. Once the counsellor is able to successfully aid an employee to properly cope along with his daily stresses, the staff becomes stronger and even more able to package with problems at work. Also, counselling shows employees to be solution-centric and also to find better answers to the issues they face at the work place. Counselling allows employees to see the condition in another point of view and stimulates them to gain positive prospect about life (Naukri Hub, 2010).
Bobinski, D. (2005), within an article he published on "The Need for Worker Counselling", argues that work-based counselling is also designed for the development of the employees' opportunities. It is merely in the avenue of counselling that employees are given the best advice and encouragement in order to execute and do their best at work. Hence, counselling is one of the most effective ways in order to build up and maximize a workforce.
Employee motivational issues is one of the hardest, most challenging duties that any supervisor or supervisor would have to package with in terms of managing people. This is due to close link between determination and worker performance. Oftentimes, the amount of employee performance is relative to an employee's degree of desire to work or perform (Freeman, 1993).
Motivation is thought as the sum of someone's energy and someone's drive or desire to attain a particular goal. It really is a reason or by-product of the great things about a specific goal. Oftentimes, desire is extrinsically indicated by a person through feelings of satisfaction, achievements and excitement on the achievement of a specific target (Freeman, 1993).
In the work area, employee motivation is recognized as the key with an employee's performance or performance improvement. It is explained that performance is a primary function of both motivation and potential. While ability identifies an employee's capacity and competency to execute a specific task or function, drive identifies an employee's internal desire to execute or achieve a particular goal (Accel Team, 2010).
In essence, there are many strategies that may be employed in order to increase or bolster an employee's desire. One way is to positively reinforce an employee. Setting high objectives or any form of exhibiting trust on an employee's competency may be the best way to positively reinforce a worker. One other way is through satisfying the needs of an employee either economically or emotionally. Offering incentives & add-ons or even simply dealing with a person away for lunch time or goodies may prove to be a powerful form of employee drive (Clark, D. 2008).
Work recognition is also one of the most effective ways to encourage a specific staff. Any form of acknowledgement and prize has proven to be the best way to directly reinforce a person at work. Any person who is recognized for a job well done automatically performs much better than any other staff simply because his satisfaction and reputation is lifted up (Accel Team, 2010).
Many times, exhaustion and boredom at the job may result into the lack of inspiration among employees especially after the job becomes routinely and uneventful. Throughout the efforts of professionals or supervisors yet, in keeping their people's careers exciting, meaningful and challenging, the employees' motivational level may significantly increase immediately (Clark, D. 2008).
The key however to effectively increase the inspiration and positive reinforcement of the employees is situated on the capability of the bosses, supervisors and professionals to stimulate their own people. While that is one important certification for the bosses in terms of managing their people, motivating employees may prove to be indeed a challenging task (All Business, 2010).
One way of facilitating the determination process is through worker counselling. In order for employee motivational counselling to work however, certain qualities must be proven by the supervisor. The first is that the supervisor must show value for the employees. This includes awareness of the employee's skills, features, ideals and personal values (Clark, D. 2008).
Supervisors are also expected to demonstrate self-awareness. In doing worker motivational counselling, the so-called "counsellors" must forget about any biases they could have in terms attitudes, worth and values. Also, they must have the ability to establish credibility and trust with their own people. Since technically, they are the "bosses" of their own employees, the second option would normally think of going through a worker motivational counselling with their own boss because of their own pre-conceived notions of biases and unfair wisdom with their bosses (Clark, D. 2008).
Finally, a powerful employee motivational counselling is always followed with empathy and sincere understanding that must be exhibited by the counsellors or the supervisors to their own people. Supervisor-counsellors may only have the ability to effectively motivate their workers to execute better at the job once they figure out how to understand their subordinate's position and actions. They must have the ability to put themselves in the shoes with their people to be able to raised understand them (Clark, D. 2008).
Just like drive, work performance is also a positive indication that an worker carries out at his best at the job. However, if a worker is demonstrating negative indicators of work performance such as constantly arriving past due and being absent from work, then the company may be experiencing serious problems with the employee which the supervisors must take note of.
According to Healthfield, S. (2010), the very first step in improving an employee's work performance is none other than counselling. Area of the job responsibilities of an supervisor or a administrator is to execute counselling tasks to his people. It is only through counselling that positive and negative opinions are being indicated freely by the boss to the staff and it is only through counselling that the supervisor can draw out the best within an employee he deals with. Apart from counselling, there are no other strategies to directly correct, train, improve and encourage a worker that's why it is very important that supervisors are aware of this responsibility.
The ultimate goal of counselling is in fact not to make the employee feel bad by running down a list of their flaws or showing they have no chance of improving. In fact, it's the complete opposite of that as it the immediate means of improving the employee's performance at the job.
According to Higgerson, M. (1999), performance counselling is really important in every organizations. This is because performance counselling is really the only avenue for supervisor-counsellors to inspire their employees to improve their work performance. Since performance counselling is definitely a person-specific activity, the organizational goals and purposes are better to communicate which must be the object of concentrate of most employees in any organization.
Williams. H. (2000) asserts that while common sense dictates that written warning be delivered to any staff whose work performance is way below that of the standard set by the company, the rules of performance counselling induces the opposite. In fact, the concepts of performance counselling suggest that counselling must take place right away with an underperformer.
In performance counselling, the supervisor-counsellor must be able to discuss the performance standards expected of an employee as well as provide the means to correctly lend assist with that performance for him to meet the specifications (Williams, H. 2000).
Second, the supervisor-counsellor must give the advantage of the uncertainty to the employee. He must supply the employee the time and the opportunity to explain the reason why for his underperformance at work and ask him to determine a specific amount of time where he should have already addressed the performance problem (Smith, H. W. , 1988).
In all performance counselling classes, the supervisor-counsellor must ensure a proactive and emphatic strategy as it would be harder to accomplish a counselling program with a counsellor being influenced away completely by his or her own biases and beliefs. The counsellor must therefore retain in mind that the key reason why he's counselling is to produce a positive effect on his employees, that is, so that the staff might perform better and become motivated more at the job (Williams, H. 2000).
According to any office of the Commissioner for General public Employment (1997), since there is normally an assigned staff counsellor to whom the employees can readily discuss or air out their work-related concerns, it is first and foremost the job responsibility of supervisors and professionals to provide counselling with their own employees or people.
The rationale because of this is merely that nobody else in the organization knows an employee and how a worker performs at the job apart from his own boss. When an employee's performance is manifesting badly, it's the device or the office where that staff belongs that is automatically afflicted, Inevitably, the boss is also affected when an employee performs poorly at work (Cegos, 2006).
This points out why preferably, counselling must be performed by the supervisor, boss or immediate supervisor of an employee because of their direct relationship at the job. Nevertheless, the counselling must be achieved privately and in tight confidentiality as very sensitive and personal stats may be disclosed throughout the dialogue. Supervisor-counsellors must be extremely careful of the surroundings wherein the counselling will take place as any form of leaked information may cause harm to the partnership and trust established between the counsellor and the employee (Office of the Commissioner for Consumer Job, 1997).
The demanding and free implementation of any type of work-based counselling in the workplace has proven to be a highly effective performance and motivational drivers for all employees. It's been constantly proven that apart from counselling, there is no other avenue or channel to go over personal issues and sensitive details about an employee's problems and issues at work.
Hence it is definitely important for a corporation to invest in counselling and apply counselling as a form of motivating employees and increasing their work performance. In addition, an effective worker counselling allows many benefits not only for the employee being counselled as well as the counsellor but also on the business or the employer itself.
Providing work environment counselling among the staff benefits is one good way to invest in everlasting cost reductions which are generally associated with staff absenteeism and a higher rate of worker turn-over. Counselling supplies the best means of retaining experienced and mature employees. Unlike other companies who lack opinions and counselling systems, which is an avenue for employees to air out their work related concerns, companies who are advocates of employee counselling further retains their workers (North Occupational Support Service Inc, 2009).
In managing my very own organization, I would definitely apply the concepts of counselling as it bears with a whole lot of benefits and advantages that owners and employers like myself, can certainly benefit from. A few of these benefits include a rise in the production level and efficiency of my employees.
In my business, I have experienced employees who perform under the criteria that I've arranged for my company. I noticed that this certain group of employees rarely go to focus on time and rarely finish work on time which disrupts the work pattern of other employees owned by their department. From owner's or employer's perspective, the bad performance of this band of employees indeed indicates a higher cost in conditions of compensation, utilities and other operational expenses. Given that they come to the office at a later time and end work at a much later time, they are choosing electricity and other company resources which further increases the price tag on my company's functional expenses.
Also, I pointed out that other staffs are slowly mimicking the wrong ways of this band of employees which also reduced the efficiency and efficiency degree of other employees. This little workplace issue which i encountered in my own business indeed challenged me to create an efficient solution to correct these employees' misbehaviours.
That's once i decided to apply and make use of the rules of counselling within the business. With the aim of finding out why this particular group of employees is underperforming, I found out and understood they are quite dissatisfied using their jobs since they have been doing a similar thing again and again for the past 7 years. Hence, through the help of counselling, I was able to identify the problem and find a powerful and practical way to resolve it.