Skip to content

Performance Counseling and Process

Performance counseling is very important for employees to know the level of their performance and the area in which they need to improve. Performance Counselling is a very useful activity provided both the counselor and the counselee take it in the right spirit. It helps the employee as well as the organization to identify weaknesses and then to formulate strategies to improve the performance. It ultimately helps the organization to meet its goals and objectives.

It is always important to evaluate the performance of the employees periodically to find out their level of efficiency. Some standard methods have been devised to make employees understand how far they are from the expected standards so that their performance can be improved. Those employees who lag in certain key performance areas must be assisted to analyze and improve their performance levels. Therefore the process of performance appraisal helps to evaluate and improve the performance of the employees so that they can give their best to achieve the goals of the organization as well as achieve better career satisfaction.

Performance Counseling Processes

  1. Feedback: The feedback must be communicated in a manner that produces a constructive response from the subordinate. Given below are some guidelines that could be followed in giving feedback: It should be focused on the behavior of the person rather than on the person himself. It is necessary to distinguish between the individual and his behavior in conveying the negative feedback. It should be clear to the employee that what is being rejected or criticized is some specific behavior of his. The intent is not to condemn the employee as an individual. Feedback should be continuous. It should become a regular practice so that the subordinate develops an ability to accept and act upon the feedback. It should be checked and verified. This will ensure that the subordinate has not misinterpreted the feedback received from his superior.
  2. Pre-Interview Preparation: Make sure you know what was mutually agreed upon in terms of job responsibilities and review the employee’s background, education, training, and experience. Determine the strengths and development that need to be discussed with the employee. Identify areas that need attention during the next review period. Make sure that the employee has sufficient advance notice for the interview so that he has time to do his preparation. It is always useful to note down the key points on a piece of paper.
  3. Interview: Be sincere, informal, and friendly. Explain the purpose of the discussion and make it clear to the subordinate that the interview is two-way communication. Encourage the employee to discuss how he appraises his performance. Before discussing suggestions you have for his development, encourage the employee to tell his plans. Make a record of plans you and the employee have made, and points requiring follow-up.