Considerations in Counselling Programme

Employee benefits

The basic requisites of employee counselling are:

  • Employee Counselling needs to be tackled carefully, both on the part of the organisation and the counselor.
  • The counselling can turn into a sensitive series of events for the employee and the organisation; therefore, the counselor should be either a professional or an experienced, mature employee.
  • The counselor should be flexible in his approach and a patient listener. He should have the warmth required to win the trust of the employee so that he can share his thoughts and problems with him without any inhibitions.
  • Active and effective listening is one of the most important aspects of the employee counselling.
  • Time should not be a constraint in the process.
  • The counselor should be able to identify the problem and offer concrete advice.
  • The counselor should be able to help the employee to boost the morale and spirit of the employee, create a positive outlook and help him take decisions to deal with the problem.

Counselling Guidelines

While conducting a counselling session remember to always:

  • Demonstrate professionalism and maintain rapport throughout the session;
  • Convey to the client that his or her confidentiality will be strictly protected;
  • Speak with the client at his or her level of understanding;
  • Conduct an interactive session focused on risk reduction (i.e. both the counsellor and the client contribute to the discussion);
  • Clarify important misconceptions but avoid extended talk on issues not related to risk;
  • Stay organized and avoid counselling outside the protocol’s structure;
  • Know that it is all right to tell the client you will be covering something later;

Avoid collecting data about the client during the counselling session

Leave a Reply