Feedback and counselling

1. Feedback and counselling • Feedback is a routine and regular activity • For e.g. :case drinking alcohol in office hours • What are the two feedback given for his behavior? • You may ask him to stop drinking alcohol or give them a guidance

2. Feedback –informative and suggestive • The employee may be referred to a de -addiction centre

3. Contexts of feedback

4. How to make feedback effective • Feedback can be formal and informal • Most cases it will be informal and oral • Effectiveness in counselling-it is an essential part of teamwork

5. Effective feedback charecteristics • 1.Two way process: • Feedback is a sort of communication. • It is complete - receiver gives his response in the form of acceptance, clarification rejection • It helps to- further communication between the persons involved

6. 2.Cooperative: • More effective –the receiver arrive at a mutual understanding • 3.Timely : • Information delays are undesirable • Result-loss of opportunities

7. E.g.: recognition of good performance/serious problem—in time attention and action • 4.Regular: • Continuous flow of information on events • Result-alert individuals to take corrective steps

8. 5.Factual and specific: • More effective –specfic situations or persons • Based on focused information-tangible and factual • Casual feedback with generalizations -ignored

9. 6.Balanced and constructive: • Based on balanced judgement • Touch upon positives and negatives • Importance based on context only • Result-receiver take action on improvement or correction • Solutions are for-discussion and adoption

10. 7.Posiitive: • Negative messages are conveyed (like warning, suspension and poor grading )-convey in a positive way • Follow a transformation approach

11. 8.Follow up: • Follow up supervision • Feedback for improving communication

12. Five W’s counselling-for effective counselling • 1.What is counselling? • “the service of helping people to adjust to or deal with personal problems by enabling them to discover for themselves the solution to the problems while receiving attention from counsellor”-------- • Champers Dictionary

13. Process of empowering person • Helps to think clearly • Organizational context: • Formal process initiated by managers • Discussion to bring about a change

14. Steps: • Issuing notice to inform the employee • Arranging the meeting in private-presence of a support person andobserver • Discussing in choosen Style of counselling • Keeping the brief record of the meeting in diary • Reviewing at regular intervals

15. 2.Why counselling? • Friends and relatives not the right choice • Reasons : • They may not have the ability to resolve problem • They may be part of problem • Solution may not be refused –out of respect

16. Act as judges –judgement on your behaviour • Relationship strained –discussions deviates-emotional exchanges

17. Ranges of counselling problems:

18. Some problems are difficult to manage: • Eg; job loss ,sickness, accident , etc

19. Issues that merit counselling

20. 3. When to counsel? • Intervention at an early stage is better • When behaviour negatively affects others- immediate counselling • 4.Who should give counselling? • Trained counsellor

21. Manager should provide counselling under direct supervision • 5.Where to counsel? • Office ,neutral place far off from office • At last Management counselling approaches-for effective feedback

22. Counselling process