Everything you need to know about employee counselling. Employee counselling has emerged as the latest HR tool to attract and retain the best employees and increase the quality of the workforce.

In today’s fast-paced corporate world, there is virtually no organization free of stress or has employees who are stress-free.

The employees can be stressed, depressed, suffering from too much anxiety arising out of workplace related issues like managing deadlines, meeting targets, lack of time to fulfill personal and family commitments, or bereaved and disturbed due to some personal problems.

Employee counselling is a psychological technique and that is used in various forms. The main objective of it is to support the employees by providing them advice, guidance, suggestions to solve the prevailing problems and improve physical and mental conditions, performance and which can take many forms. It is conducted with problem-solving approach by supervisors, managers or consultants.


Employee counselling is defined as a process which is initiated by the responsible manager or counsellor for providing assistance to employees facing problems. It is conducted to listen, understand problems and provide guidance, advices and suggest ways to solve them. It is mainly to provide job related, personal and confidential help to those who are facing the problems.

In this article we will discuss about employee counselling. Learn about:- 1. Introduction to Employee Counselling 2. Meaning, Nature & Concept of Employee Counselling 3. Definitions 4. Characteristics and Importance 5. Types 6. Prerequisites and Stages 7. Functions 8. Problems Discussed 9. Programme.

Employee Counselling: Meaning, Definition, Characteristics, Importance, Types and Functions


  1. Introduction to Employee Counselling
  2. Meaning, Nature & Concept of Employee Counselling
  3. Definitions of Employee Counselling
  4. Characteristics and Importance of Employee Counselling
  5. Types of Employee Counselling
  6. Prerequisites and Stages for Effective Employee Counselling
  7. Functions of Employee Counselling
  8. Problems Discussed in Employee Counselling
  9. Employee Counselling Programme

Employee Counselling Introduction 

The present time is very uncertain can it is very difficult to perform the task as per the requirements in different sphere of life. Personal life is full of struggle and a lot of efforts are put to meet the day-to­day need of individual and life. Job opportunities are not much, inflation is very high, needs and expectations are increasing, and tough competition is being faced.


The situation becomes very difficult for everyone in present time. Counselling is very old in our society and with the present situation it has become necessary in different areas. In every-day life parents counsel their children, doctors counsel their patients, teachers counsel their students and supervisors counsel their subordinates for better working. Everyone is interested to solve the problems and live happily, perform better and get good results so that the life becomes prosperous.

For some of the jobs an individual is in a position to perform and meet the need of the self and dependent. Some of the needs are not fulfilled because the individual is not in a position to understand or perform due to lack of ability. He is under pressure due to various reasons. This situation continues and leads to stress and finally it adversely affect the individual psychology, health, performance and personal life.

Similarly, the situation prevails in an organisation and industry. The situation is very competitive due to globalization and entry of multinational companies in various markets. It is matter of survival, growth and excellence in the business activities. Every organisation is trying its best to give better products, services and performance so that it can enjoy better position in the business.

Most of the leading organisations have realized the importance of attracting, training, motivating and retailing highly skilled and committed employees to get competitive advantage in the markets over their rivals. Employees counselling add another feather in the cap of the organisation to do so. The importance of counselling due to this is going high day-by-day.


An employee counselling session is a meeting between the supervisor and the employee which may focus on a specific incident, a particular aspect of an employee’s performance which the supervisor has identified as needing improvement, or the employee’s overall performance or conduct.

The aim of counselling is to provide help and support to the employee during the difficult times of their lives to enable them to face problems and challenges successfully. It is generally conducted as a private face-to-face meeting between the employee and the counsellor where the counsellor attempts to understand the employee’s problems and give him suggestions.

Employees may face problems in their personal or professional life which may start affecting their performance and work place behaviour. When a person faces some difficulties, his stress level would increase and start having a negative influence on his work performance.

Therefore, the need for employee counselling arises. The counsellor counsels, guides, and advises the employee at times of need and help the employee to manage his issues effectively. The problems of the employee if not dealt with at the earliest may escalate into bigger disciplinary issues.


Thus, it is vital to address the behavioural problems and conflicts between the employees as soon as they are detected and control the issues at the very beginning. With the increasing incidence of stress in the modern employee’s life more and more organizations are adopting counselling to retain their best employees and improve quality of their work life.

Employees may become frustrated and stressed due to personal or family problems, office politics, deadlines, targets, etc. This reduces their productivity greatly and also affects their team spirit and the overall work environment. Now-a-days, organizations have realized the importance of having a motivated and stress-free workforce.

Many companies have therefore made counselling a part of their corporate culture. In smaller organizations the manager may play the role of a counsellor himself, while in bigger companies services of professional experts may be taken.

Every organisation is interested to perform better and before other organisation to avail better opportunities. The strategies are prepared to achieve the objectives more effectively and efficiently. For that purpose every employee is given the task to perform for achieving the pre-decided targets. They try to do their best and despite of this they are not in a position to achieve the targets.


Most of the time on their job they are under pressure due to unrealistic targets or workload, constant pressure to meet the deadlines, career-related problems, responsibility and accountability, inter-personal conflicts with their peers, superiors and subordinates, problems in adjusting to the organisational culture, number of customers to increase and maintain, difficulties faced with new jobs and technology, fear of poor performance and losing the jobs, etc.

They are under pressure due to workload and not in a position to give proper time to their personal and family commitments. The individual comes under pressure and stress is created. This stress affects individual health, psychology, performance, family relations, etc.

The adverse effects of the stress are many on employees in their organisations. Finally the performance of employees, organisation, quality of products and services, profits, etc., goes down. It is not acceptable by the management in the present highly competitive situation.

This situation of employee is very critical and going to give multidimensional adverse effects. The management should not take chance to ignore this situation. If done so the organisation is to suffer, organisation cannot afford for this. The approach of the management should be proactive towards its employees. The interest of the management should be there to recruit, train, motivate and maintain the satisfied workforce.


For this purpose the problems of the employees should be looked into. The efforts should be there to find out the causes of the problems of employees and steps should be there for providing help. It can be done with the help of employees counselling to a good extent if timely actions are taken by the management.

Counselling is one of the mechanisms used by the management for human resource development. In prevailing situation, the importance of employees counselling is increasing. The future role of counselling would be more important too.

Employee Counselling  Meaning, Nature and Concept

Counselling is the process of helping an individual facing a problem and to regain his lost confidence and self-esteem and put his mind in his job.

Life circumstances, personal issues or conflicts at work can affect an employee’s emotional state and have a negative impact on performance. When an otherwise valuable employee starts to behave inconsistently or fall short of expectations, supervisors can use basic employee counselling techniques to resolve the issue without the need for disciplinary action.


Employee counselling has emerged as the latest HR tool to attract and retain the best employees and increase the quality of the workforce. In today’s fast-paced corporate world, there is virtually no organization free of stress or has employees who are stress-free. The employees can be stressed, depressed, suffering from too much anxiety arising out of workplace related issues like managing deadlines, meeting targets, lack of time to fulfil personal and family commitments, or bereaved and disturbed due to some personal problems.

Organizations have realized the importance of having a stress-free yet motivated and capable workforce. Therefore, many companies have integrated the counselling services in their organizations and making it a part of their culture. Organizations are offering the service of employee counselling to its employees.

The concept can be better understood with the help of definitions given below:

Workplace counselling can be defined as the provision of brief psychological therapy for employees of an organization, which is paid for by the employer. An ‘external’ service, such as an Employee Assistance Program (EAP), typically comprises face-to-face counselling, a telephone helpline, legal advice and critical-incident debriefing. In an ‘in-house’ service, counsellors may be directly employed by the organization.

B. J. Prasantham has rightly pointed out that, “Counselling is a relationship between the counsellor and counselee characterized by trust and openness, in a one to one, or a small group relationship, whereby the counselee is helped to work through his interpersonal and or intrapersonal problems and crisis”.

Counselling is also defined as “discussion of an emotional problem with an employee, with the general objective of decreasing it.” Counselling Deals with (i) an emotional problem (ii) Is an act of communication (iii) Is generally to understand and/or decrease an employee’s emotional disorder & (iv) Can be done by both, the managers and the professionally trained counsellors.


It is the people in the organization who are the most important and valuable assets. They have emotions, feeling and a tender heart. Sometimes emotions and feelings create problems and men and women could not overcome and lose their confidence and fail to put their mind in the work. These problems do not necessarily relate to the work. They may be family problems, financial problems, marital problems etc. All have a negative impact on their jobs. They can’t work properly and can’t put hundred percent.

The need of the hour is to remove the problem and help the individual to regain his or her self-confidence and esteem and put his strength in work. Counselling can do the magic and help an individual to overcome his lost confidence and self-respect because of the problem.

The process of counselling begins with establishing relationship between counsellor and counselee and taking into confidence the counselee by the counsellor and allowing him to open his or her heart and after understanding the situation advising him to face the harsh realities of life and society boldly and building his confidence and paving way to make the best use of his strength by overcoming his weaknesses.

Employee Counselling Definitions Given by Different Authors and Experts: Wren, Webster, Robinson and Strong

Counselling is a process and it is described as it provides help and support to the persons those who find themselves in problems and they are not in a position to solve the problem of their own. The problems may be faced in any area of life such as – personal, family, society, business, health and jobs. When the problems are faced any area of life then it starts affecting adversely, psychology, health, relationship, performance.

It creates a lot of stress and which is difficult to digest for a longer period. The need of help of some body is required who can listen, guide, support and show the path to solve the problems. This is called counselling.

So it can be said the counselling is the process of listening, guiding, supporting, consoling, advising and showing the path to solve the problems of persons who are facing these problems. Anyone can face the problems relating to his life, health, career, performance and jobs.


Counselling concept has been defined by experts as follows:

Wren is of the opinion that the “counselling is a personal and dynamic relationship between two individuals — an older, more experienced and wiser (counselor) and a younger, less wise (counselee). The latter has a problem for which he seeks the help of the former. The two work together so that the problem may be more clearly defined and the counselee may be helped to a self-determined solution.”

Webster’s dictionary defines counselling as – “consultation, mutual interchange of opinion, deliberating together”.

Robinson said that, “the term counselling covers all types of two person situations in which one person, the client is helped to adjust more effectively to himself and his environment”.

Strong defined counselling as – “face-to-face relationship in which growth takes place the counselor as well as the counselee”.

At a workplace the employees are interacting with different people from diversified background. It takes a lot of pains taking efforts to adjust with other and work effectively. The employees are exposed to the different situations in an organisation and performing various types of jobs at different times. They are asked to follow certain rules, regulations, instructions, procedure while performing their duties.


These may be favourable to them or not but they have to follow during their jobs. The employees are given various types of jobs to perform at different times as per the situation. They may have the skills to perform the jobs or not. They cannot deny the work but face difficulties. Over and above they are to perform as per the performance standards, targets, customers, expectations and cost reduction.

All these situations are creating pressure on employees. They are under stress and it affects their mental, physical conditions, performance, and relationship, personal and family life. Other side some of the employees not working hard and avoid the work and do not follow the rules of conducts are not acceptable in the organisation.

The hard working employees are not in position to solve their problem of their own and hardly working employees willingly avoid the work or create problems. They need the help of experienced person who can help, support and guide them to solve problem. In this the supervisor or manager listen them sympathetically, try to find out the causes of difficulties, suggest and guide them to solve the problem.

This process is called employees counselling. Time-to-time this technique has been used by HRD manager to solve the problems of employees so that their performance and skills are improved. For diversified working force it is becoming more and more popular because it helps a lot the employees to solve the problems and adjust with the people of different cultures.

Employee counselling is a psychological technique and that is used in various forms. The main objective of it is to support the employees by providing them advice, guidance, suggestions to solve the prevailing problems and improve physical and mental conditions, performance and which can take many forms. It is conducted with problem-solving approach by supervisors, managers or consultants.

Employee counselling is defined as a process which is initiated by the responsible manager or counsellor for providing assistance to employees facing problems. It is conducted to listen, understand problems and provide guidance, advices and suggest ways to solve them. It is mainly to provide job related, personal and confidential help to those who are facing the problems.


If not done so then it might affect working, increasing difficulties, loss of job interest, accidents, absenteeism, poor performance and productivity and poor relationship.

Employee counselling is a vehicle of communication to provide assistance in a practical and effective way to the problem affected employees. Through this effort are put to get employees relieved from difficulties and motivate them to utilize their potential for contributing in accomplishment of individual performance and objectives of the organisation in the interests of all concerned.

Employee Counselling Characteristics and Importance

In past the success of a company was attributed on traditional factors and these are becoming less important in present time. The most important factor of success in present time is selection and management of high quality workforce and it is very critical.

In present time, HR consultants and practitioners are busy in designing and developing new, better and innovative techniques to attract, motivate and retain talented and high quality workforce. One of the new techniques is employees counselling and it is gaining popularity.

Main Characteristics of Employee Counselling are:

(a) Service offered to employees.

(b) Service is conducted in organisation.


(c) Focus is on problems faced by employees.

(d) Objective of counselling is problem solution.

(e) Employee counselling serves all concerned.

(f) Employee counselling is a continuous process.

(g) Role of counsellor is important in counselling.

(h) Half knowledge is a dangerous thing, is completed through counselling.

Importance of Employees Counselling:

Through counselling the supervisor tries to speak to his subordinates, ensure a two-way communication, and help them grow and develop in the organisation.

The various importance of employee counselling are listed as under:

1. It provides employees with an atmosphere where they can share and discuss their tensions, conflicts, concerns, and problems with their supervisors.

2. It is a process of helping employees to realise their full potential by making them understand their strengths and weaknesses.

3. Counselling provides employees with the reassurance and cour­age to face the problems confidently.

4. Releasing emotional tension is an important function of counselling. Release of tension may not solve the entire problem but it removes mental blocks to the solution.

5. Counselling sessions also help employees to get an opportunity to understand the business environment and set realistic goals for further improvements.

6. It even gives the employer an opportunity to understand the employee’s perspective and set mutually agreeable goals for fu­ture.

7. It can even help the management decide about the need for train­ing and development programs to sharpen the employees skills and increase their level of confidence on the job.

8. A good counselling session generally helps in winning the trust and faith of the employees.

9. It provides more autonomy to employees and positively reinforces their desirable behaviour and tries to create conditions in which the employee is able to learn from his mistakes.

Employees Counselling – Top 4 Types: Performance, Disciplinary, Personal and Stress Management

The four types of employee counselling are:

Type # 1. Performance Counselling:

If the performance of an employee starts declining at the workplace, the need for performance counselling arises. The counsellor should try to identify the underlying causes behind the employee’s poor performance. The reasons could be office stress, unachievable deadlines, problems in interpersonal relations with other employees, etc. After recognizing the problem, the counsellor can advise about how to deal with it.

Type # 2. Disciplinary Counselling:

This type of counselling takes place when an employee’s behaviour falls short of the standards expected. An employee may suddenly start picking up fights, become irritable, be absent from work for long, etc. The counsellor should interview the employee and confront him about his behavioural problems.

He should try to analyze all the reasons that could be causing the behavioural lapses. An employee may be frustrated because of personal problems; high absenteeism may be due to bullying by co-workers in the office. The counsellor may give tips on how to face the situation and improve his behaviour.

Type # 3. Personal Counselling:

Workplace problems are not the only problems that employees face; personal and family problems also affect their performance. Families and friends are integral parts of any human being’s life; tension in a worker’s personal life affects his work performance adversely.

Personal problems could include sickness of a family member, marital conflicts, dysfunctional family life, problem with children, family feuds, etc. The counsellor should lend a sympathetic ear to the employee’s personal problems and support them in resolving them so that the employee is able to concentrate on his job wholeheartedly.

Type # 4. Stress Management in Workplace:

Working in the modern job environment is very stressful with so many deadlines to meet and targets to achieve. Employees may become anxious and tense due to their high pressure workload. This not only affects their productivity on the job, but also their mental health.

It is the duty of the organization to take care of the employees’ well-being and provide them guidelines for dealing with stress. Bigger organizations may engage experts for providing psychiatric counselling to employees as part of employee welfare programmes.

Employee Counselling Prerequisites and Stages

Prerequisites of Employee Counselling are:

1. Listen and Show Confidence:

Do not ignore the employee problems as trivial and listen to them. Believe in their abilities, show confidence in their work and tell them that the organization has a lot of expectations from them. Such trust and confidence motivates the employees to resolve issues and perform better.

2. Focus on the Problem and not the Person:

However big or small the problem is, it is affecting performance and needs to be discussed. But remember the real culprit is the problem and not the person. So, instead of focusing on the employee, try to focus on understanding the problem.

3. Give Suggestions and Solutions:

After understanding the problem, try to help the person solve it. Take the employee’s opinion about the ways the issue can be resolved. Analyse the various solutions and give suggestions. A discussion about the solutions may actually help you figure out and eliminate the pain point.

4. Create an Action Plan:

Some problems may warrant a series of tasks to be performed over a period of time to be resolved. Create action plans for yourself and the colleague. Clearly note down the actions that each party has to perform. Show active involvement to make the team member feel comfortable with your initiatives and motivate him/her to perform to the best of his/her abilities.

5. Follow up:

Follow up after regular intervals to see if the counselling has helped. It not only shows the genuine interest in the well-being and performance of the team mate but also helps to identify gaps and other issues. Moreover, follow up helps to evaluate the success of the action plan by HR Head.

Counselling, if done well, can produce spectacular results, in terms of improving employee morale and productivity. However, when it comes to counselling co-workers, one has to be really careful and take the working environment and current situation into consideration. Go with a genuine intention to help and see how your counselling works wonders.

Process/Stages of Counselling Process:

1. Rapport/Relationship Building – Rapport building is the first step in counselling. It demonstrates such essential skills as mirroring, tracking, pacing, attentive listening, and empathizing and presents such tools as obtaining informed consent, using self-disclosure, reflecting client feelings etc.

2. Assessment/Problem Definition – The counsellor assesses the employee’s feelings, thoughts, behaviours, and interpersonal dynamics. It involves asking the Counselee exploring questions.

3. Goal Setting – Third stage of the counselling process, involves focus on goal setting. It shows how goal setting is a collaborative focus and demonstrates the use of the three Cs choice, change, and coping in the process.

4. Intervention – It demonstrates establishing a plan for change, reviewing the goals set in the process, and preparing for dealing with the problem

5. Termination – The counsellor assesses goal accomplishment, skills gained, available resources and supports, and potential obstacles and looks at follow-up planning. It involves finding alternative ways to help the Counselee.

Employee Counselling – 5 Main Functions: Advice, Reassurance, Release of Emotional Tension, Clarified Thinking and Reorientation

The general objective of counselling is to develop self-confidence, understanding, self-control, and ability in employees for better job performance.

This objective may be achieved through different functions of counselling which are as follows:

Function # 1. Advice:

The simplest function in counselling is to provide advice to counsellee on the matter because of which he is feeling the sense of mal-adjustment. Though giving an advice appears to be a simple function, in actual practice, it presents numerous problems.

For a meaningful advice, the counsellor must be fully aware about the problem of the counsellee and he must be able to diagnose its root causes so that the advice is relevant for removing those causes of the problem. Another problem in tendering advice emerges in the form of counsellor-counsellee relationship in which the latter may develop the feeling of inferiority if the former has not tackled the problem on the basis of equality.

Function # 2. Reassurance:

Reassurance involves giving a person courage and confidence to face a problem adequately. Many times, problems are over-emphasized out of proportion. As a result, the counsellee perceives himself unable to overcome these problems. In such a situation, he loses his self-confidence. This works as a vicious circle.

A problem emerges, the person loses his confidence; the problem gets magnified, he loses his confidence further; and so on. Through reassurance, the counsellor can break this vicious circle. At the initial stage, he may counsel the counsellee to break the impasse at outer level and gradually move to the centre of the problem. At each stage, the counsellee can develop self-confidence.

Function # 3. Release of Emotional Tension:

Counselling provides an outlet for releasing emotional tension. This release of emotional tension is known as emotional catharsis which is the process of purification of emotions. Tension generates when a person feels dissatisfaction and finds himself helpless to remove the dissatisfaction.

Sometimes, this feeling may be based on unjustified grounds. When the person gets an opportunity to convey his feelings to a sympathetic listener, he releases his tension and frustration. To the extent, the counsellor shows sympathetic and helpful attitudes to the counsellee, the latter is able to release his emotional tension.

Function # 4. Clarified Thinking:

Counselling functions to develop clarified thinking in the mind of counsellee. Clarified thinking tends to be a result of emotional release. However, a skilled counsellor can aid this process. In order to clarify the counsellee’s thinking, the counsellor serves as an aid only and refrains from telling the counsellee what is right.

He merely puts forward the various alternatives with the likely implications of each alternative. This helps the counsellee to appreciate the problem in right perspective which helps him develop right thinking.

Function # 5. Reorientation:

Another function of counselling is reorientation which involves a change in the counsellee’s psychic self through a change in basic goals and values. Perhaps this is the most critical function of counselling as it involves a change in basic goals and values which is a gradual and painful process. When the problem of an employee increases beyond a certain proportion, he requires the help of a professional counsellor.

Employee Counselling – Problems Faced in Different Areas: Personal, Family, Society, Job Performance, Working Environment and a Few Others

When an employee is working in an organisation he come through different activities, interact with different persons and face situations. These are having various types of impression on employees. This may be favourable or non-favourable. It the impression is favourable then it is willingly accepted by us. If not favourable then it creates problem for the employees and going to give adverse effects.

When unfavourable impression is there, it creates difficulties and situation becomes awkward for working in the organisation. The employees faces a number of problems from different areas such as – personal, family, society, job performance, working environment, inter-personal relationship and career development.

These are explained below:

(a) Job Related Problems:

When an employee is facing problems related to his performance and due to that he gives poor performance.

In this type of problems we can include lack of training, poor coaching, behaviour of peers and supervisors, difficult working procedure, poor working conditions, lack of cooperation from team members, lack of competencies, newly purchased technology, poor maintenance of the machines operating, lack of recognition to the work performed, lack of career development opportunities, poor salary structures, improper welfare and social security measures, improper retirement benefits, target pressure and higher expectations of employer, etc.

(b) Personal and Family Problems:

Another type of problems of employees is relating his personal life. This can include such as poor educational level, low calibre to understand work, drinking, smoking, gambling, short temperament, poor financial condition, marital relationship, family disputes, poor health due to diabetes, hypertension, away from family for a longer period, leave not granted as and when required, poor health of family members, etc.

All these are related to the employees personally and give a cause of stress and adversely affect the working, health and mind of employees because the employee carries these personal problems at workplace also.

(c) Other Problems:

Other problems can range from working environment, inter-personal relationship and working conditions. These may include unfavourable attitude of management, unfavourable rules, policies, poor career opportunities, poor working conditions, lack of trust, confidence, mutual understanding, team-spirit and cooperation, power straggle, politics, lack of proper leadership, unfair approach of seniors, disputes, poor support from unions, poor work life quality, and other problems not directly related to employees.

These are some of the problems faced by the employees and there may be more problems related to different jobs. But these are the main problems generally faced by employees found from the study of the documents referred those where maintained in various organisation for conducting employee counselling.

Employee Counselling – Programmes: Components and Essential Conditions

Most of the leading organisations are interested in conducting counselling of employees because it is manpower that contributes in success of the organisation. It is not possible to afford to work with workforce under stress and lower motivation. It is needed to take proper care of employees so that they are free from problems, work properly and maintain good relationship in the organisation.

It contributes finally in the progress of all concerned parties. It is the need of the hour to attract and retain the skilled manpower. HR consultants and practitioners are focusing in designing more useful and innovative tools for attracting and managing better employees. Due to this, popularity of employees counselling is getting momentum day-by-day.

The organisation are designing and providing employees counselling programme for their employees with the help of internal experts if they are having. If not then help of external experts or consultant is taken for conducting employees counselling programme.

Components of Programme:

In employees counselling programme the different types of activities are involved as per the need of the employees.

Due to this the major components or activities involved are different as mentioned below:

(i) Identification of Problems:

The first component of employee counselling programme is identification of problems of the employees. The problems may be faced in different areas which are not yet identified. Different techniques have been used for identification of problems such as – questionnaire, laboratory tests and training of employees.

For instance, while conducting tests the problems of diabetes, hypertension, cholesterol, etc., can be identified. It helps to take the remedial action as early as possible. If the problems not identified timely then the adverse effect will me more harmful for employees.

(ii) Educating Employees:

There are certain areas where the employees are involved in bad habits and the consequences are not known to them For example, the employees are involved in drinking and smoking activities regularly. The counsellor educates them regarding the bad effects on health, mind, financial conditions and family relationship. It is provided with the help of lectures, videos and pictures. The objective is to educate them and motivate them to take preventive steps in future.

(iii) Counselling of Employees:

In this the manager or consultant gets involved with employee who faces the problems. They interact face-to-face and discuss the problems of employee. He tries to listen, understand and provides advice or suggestions to solve the problems. It may be related to work performance, health, personal and marital of employees. Through counselling service the employee is relived from the problems and condition of employee improves.

(iv) Direction for Assistance:

In this programme when counsellor finds that it is not possible to solve the problem of his own then it becomes necessary to refer or direct the employees to other experts or sources for assistance.

For instance, if an employee is facing hypertension problem and counsellor is not in position to solve this, the employee is directed to take help of medical experts so that the problem can be solved at the earliest. There may be many other such cases when help of other experts is sought for problem solution.

(v) Execution of Techniques:

In this activity the manager gets involved in implementation of the techniques or interventions so that the problems can be solved or prevented so that in future it can be prevented. For instance, conducting medical check-up, eye testing camps, nutrition programme, cleaning campaign, cooking of healthy food in canteen or cafeteria of the organisation, etc., are execution of the activities. Such programmes are to be conducted by the managers in the organisation itself.

Essential Conditions for Effective Employee Counselling Programme:

During routine work the employees face difficulties or problems due to unseen reasons and these are affecting their morale, performance, relationship and productivity. It is not taken care of timely; the effects would be more harmful. Through employee counselling the problems can be listened and advice, Suggestions and guidance can be given to the employees. If sincere efforts are put the problems would be solved to a great extent.

If not so then the problem may continue despite of counselling also. The most of the times the employees are having low morale to perform the jobs due to lack of skills, excessive workload, excessive pressure for meeting targets, career expectations, personal and marital problems.

The effective way of dealing with the problems of employees is that the counselling should be conducted properly and at right time. To conduct employee counselling more effectively then certain conditions are to be fulfilled.

These are the following:

(a) Top Management Support:

For conducting employee counselling the support of top management is necessary. Without support of top management the activities cannot be planned and implemented. The employees must be considered by management as a very valuable resource of the organisation and it should be managed effectively. If the support and commitment are proper then the counselling definitely would be more effective.

(b) Proper Formulation and Communication of Policy for Employee Counselling:

With the approval of the top management a policy for conducting employee counselling should be prepared well in advance. It should be prepared with discussion with other managers and consultant so that all elements of counselling are taken care of properly.

Procedure, situation, responsibility and time duration, etc., are to be decided in the policy. It should be in a position to guide all concerned. Further, it should be timely and properly communicated to all managers and employees to create awareness regarding this.

(c) Listen and Show Confidence:

During counselling process the manager or consultant should give proper time to listen the problems of employee. Confidence should be shown to the employee that the problem would be solved definitely. The problem should not be ignored at any cost because it is going to affect badly in long run.

The abilities of employees must be respected and must be told that every employee is important and organisation having high expectations from them. The healthy work environment would develop confidence and trust in employees. It finally motivates the employees to take initiative to solve the problem and perform better.

(d) Focus on Major Issue of Problem and not Individual:

The focus of the manger or counsellor should be there on the problems. It is problem that is the main culprits due that bad effect are taking place. The problem may be major or minor it should not be ignored and must be dealt with proper focus. Efforts should be there to understand the problems and their causes and not the individual employees. That would help to conduct counselling more effectively.

(e) Give Suggestions, Advice for Solutions:

After understanding the problem, the efforts should be there to find out the causes of the problems. On the basis of analysis, certain advice, guidance and suggestions are to be given to the employees so that timely the problems are solved. In this process the employee should be involved and confidence should be developed so that he can take active part in problem solution. Without giving any suggestion or advice the listening of problem become useless. These should be given timely and not delayed.

(f) Preparation of Action Plan:

The manager should prepare an action plan for problem solution. For a particular type of problem certain tasks are to be performed over a period of time for problem solution. It should be in a position to guide the counsellor and the employees. For this purpose, the manager should get involved very actively so that the other team members are performing their tasks very cooperatively.

(g) Documentation of Counselling Programme:

When the employee counselling programmes are conducted related to different areas, the records should be maintained properly. This would help the managers and others to take future actions and planning. On the basis of records the related decision and actions can be taken very effectively. It should not be ignored and the responsibility for keeping related records should be fixed in advance itself.

(h) Follow-Up:

The last step in the counselling programme is follow-up and it should be done properly. It should be done at regular interval to see the effectiveness of the counselling programme. It would help to find out the success and drawbacks of the programme. On the basis of this the remedial actions can be taken to make it more effective. Irregularities can be checked on the part of employees whether they have taken proper steps to solve the problems or not.

If the counselling is done properly by keeping in view the conditions then it can be expected that it would give wonderful result in improving morale, performance, productivity and level of commitment of employees towards the organisation and their family. It is going to develop a healthy working environment and that is essential for all developmental activities. If genuine intention is there to solve the problem through counselling then it is going to give better results.