Sam's performance at work has declined significantly in recent weeks. He has been late to work several times and his productivity has fallen below standards. The counselor calls Sam in for a performance counseling meeting to address these issues. The counselor will review documentation of Sam's poor performance and late arrivals. They will give Sam a chance to explain the reasons for the decline and to develop a plan to improve his performance and get his career back on track. The counselor will focus on having an open discussion and resolving the issues, while also making it clear that improved performance is required to keep his job.

1. PERFORMANCE
COUNSELLING
Presented by
MBA-HR(A)
ANISHA YADAV -1
AMRITA PRITAM -32
SHIKHA DAVAR -34
ASHUTOSH AGRAWAL- 51

3. !!YOU ARE THE
COUNSELLOR!!
**HAVE FUN :P

4. THE SCENARIO
In this one, the employee is walking on an extremely thin line. His
performance has extremely disintegrated and he is about ready to get
fired.
Sam has been an excellent employee since he started working in your
department two years ago. However, in the last few weeks, he has not
been performing up to standards:
• He has been late three times
• His production goals have been below standards on many occasions.
• Two of his coworkers have reported that he seems to be extremely
agitated most of the time and in a “very cranky mood.” (You checked
this out with some other employees and found it to be true.)
Today he was late for the forth time. You have called him into your
office for a performance counseling meeting.

5. RECORDS YOU HAVE ON SAM
• April 6 - Production 5% below standard
• April 17 - 30 min late
• April 20 - Production 12% below standard
• April 24 - Production 14% below standard
• April 29 - 25 min late
• May 5 - 35 min late
• May 8 - Yelled out to other worker that they were not doing their
work correctly and was making his job harder to do.
• May 11 - Production 10% below standard
• May 20 - Used profanity when telling a coworker how to set up a
line.
• May 26 - Production 15% below standard
• June 1 - 30 min late (today)

6. WRITE RESPONSE
WRITE BASIC STEPS FROM INITIATING THE MEETING
TO CLOSING THE MEETING
(CONSIDER THE FOLLOWING TWO SCENARIOS IN YOUR
STEPS)
WHAT WILL YOU DO? SAM MAKES EXCUSE LIKE:
“CAR BATTERY DIED”
“OTHER WORKERS HAVE SOMETHING AGAINST HIM.”
WHAT WILL YOU DO? IF SAM SAYS:
“YOU ARE SUPPOSED TO BE MY FRIEND”
“WHY HAVENT YOU CALLED OTHERS”
“YOU ARE BIASED”

7. !!YOU ARE
BEING
TESTED!!**HAVE FUN :P
FOR 5 MINUTES

8. PERFORMANCE COUNSELING
Focuses on entire performance (Tasks+ Behavior) during a
particular period-
Not only for specific problem. Help subordinates to
analyze performances and job behaviors to increase job
effectiveness.

9. THE DIFFERENCE

10. • The basic purpose of performance counselling
is to improve the performance of employees
or to maintain already existing desirable level
of performance
• This is achieved through appraisal i.e.
observation and evaluation of the employee’s
performance and communicating the same to
the employee.

11. Process of performance counseling

12. Counselling for poor performance
Before any written warning is issued to a person about
underperformance, counselling should take place,
observing the following points:
• You should discuss the work standards expected of the
person.
• you should make clear to the person where their work
is below standard and set goals for improvement over
an agreed period;
• you should give the person the opportunity to explain
any reasons for underperformance.

13. • You must use your own judgment to determine the
length of time allowed for improvement.
• There needs to be a balance between the need to
treat people fairly and your responsibility for
maintaining the effectiveness of your workplace,

14. TIPS FOR CONDUCTING A
PERFORMANCE COUNSELING SESSION
By Cleve Hall
1) Prepare for the meeting.
• Review documentation: employee’s position
description, performance plan , work instructions, etc.
• Arrange for the meeting. Arrange for privacy and be
prepared to give your undivided attention.
• Outline key discussion points in advance and practice.

15. Establish a neutral/positive tone in voice and
body language and stay focused
• Use nonjudgmental, descriptive language.
• Control personal emotions
• Express confidence in the employee.
• Stay focused on the purpose of the meeting.
Make it clear upfront that this is a performance
discussion.

16. Address the deficiencies.
• Be specific.
• Provide examples.
• Share any documentation of problem
• Explain why it’s a problem; its impact on work of
unit and others.
• Explain expectations; communicate what changes
are expected.

17. Turn meeting into a problem solving session.
• Make employee an active participant in the process.
• Express confidence that employee can make necessary
changes.
• Allow employee time to respond.
• Consider employee's point of view.
• Encourage employee to provide solutions.
• Discuss how things can be done differently.
• Ask employee how you can help.
• Ask employee if there is anything else that would help
• Get agreement on necessary improvements.

18. • End on a positive note expressing confidence in
the employee by highlighting employee's
strengths.
• Confirm counselling sessions in writing and be
sure to include any action steps discussed.
• Review written confirmation and give employee a
copy.
• Schedule follow-up meeting(s) and keep to the
schedule.

19. How to Conduct a Corrective
Counseling Session for Bad
Performance
• Read the Policy
• Gather Documentation
• Use Lombardi's Rule
• Kindness and Compassion are Leadership
Tools
• Let's Do This Again

20. NEED FOR EMPLOYEE COUNSELING AT
WORKPLACE
WHEN
• Unrealistic Targets
• Excessive Workload
• Absenteeism and Late Coming
• Lack of awareness of policies & procedures
• Performance Issues
• Slipping Deadlines
• Career Problems

21. • Responsibility & Accountability
• Lack of team spirit
• Inter personal relations with superiors &
subordinates
• Problems in adjusting to organizational culture
• Family Problems
• Behavioral issues/tendencies

22. WHO IDENTIFIES THE NEED
• Counselor Centered Counseling • Line
Managers/Human Resources • Supervisor
determined a problem • Supervisor has the
solution • Supervisor takes responsibility for
success of counseling session • Counselee
Centered Counseling • Individual/Employee
Groups • Employee Determined the problem •
Employee may have the solution • Needs a
platform for discussion

23. WHY
• Chalk down the career path Retaining
Valuable Employees Effective
Communication Growth for Employees
Ensure transparent environment Put
problems on the table for open evaluation and
draft resolutions Clearly define expectations
Ensure employee follow ethical standards,
company rules, common culture etc.

24. COUNSELING MODES
DEVELOPMENTAL
• Face to Face communication
• Conducted by Immediate
Supervisor • Starts with a
verbal discussion • Ends
with draft plan of action •
First action step
DISCIPLINARY
• Pre Penalization •
Conducted Human Resource
department • Starts with a
warning/letter • Ends with
draft plan of action •
Second action step (if
developmental counseling
fails)

25. Line Manager’s role in Counseling
• Listen to problems/Address Issues • Provide
Feedback and help counselee to see a
different view point • Investigate
problems/matters • Avoid word of mouth and
see the root cause with evidence •
Suggest/Recommend solutions • Observe
behavior and clarify expectations • Determine
right course of action and reach conclusion •
Draft plan of action and follow up

26. HR’s role in Counseling
• Need for counseling can be identified by HR as
well as supervisor. • HR discusses the issue
with the relevant supervisor and continuously
ask for feedback • Discuss and agree a plan of
action with supervisor. • Schedule and jointly
conduct the counseling session • Conclude the
counseling session with warning (if required) •
Follow-up the action plan and feedback to the
supervisor • Monitor developments

27. COUNSELING STYLES
• REFLECTIVE
• INTERPRETATIVE
• SUPPORTIVE
• PROBING
• EVALUATIVE

28. COUNSELING SKILLS
• Active Listening Appropriate Body Language
Intelligent Questioning Problem Solving
Decision Making Connecting & Reflecting
Back Mutual Influencing Reading Non
verbal Behaviors Not imposing superiority or
patronage Concluding & Recommending

29. COUNSELING ERRORS
• Dominating the counseling session
• Giving unnecessary or inappropriate advice
• Not listening
• Projecting personal likes, dislikes and biases
• Rash Judgments
• Stereotypes
• Loss of Emotional control
• Absence of action plan & Improper follow up
• Using single counseling style
• Neglecting privacy factor

30. BENEFITS OF COUNSELING
• Decrease costs related to turnover, absenteeism
• Improvement in employee performance
• Increase in productivity
• Manage behavioral problems brought about by
organizational change
• Helps in superior decision making
• Assist in understanding the situation more objectively
• Facilitates to look at the situations with a new
perspective
• Motivates to search for alternate solutions to problems

31. VIDEO SUMMARY

33. !!YOU ARE
BEING
TESTED!!**HAVE FUN :P
FOR 5 MINUTES

35. POWER POINTS
1. START THE MEETING: “Its Your Problem Not Ours”
2. USE YOUR POWER BASE: “Documented evidence”
3. WHEN IN DOUBT , LOOK AT FACTS.
4. MOVE TO CLOSURE : three issues to be addressed, you want the
employee to own the problem, the reason for the decline in
performance, and is it a personal problem
5. GET THE COMMITTMENT: Now it is time to apply the “Principle of
Pain.” This is a process in which people with a performance problem
must make a choice between keeping their disruptive behavioral pattern
or keeping their job. The pain of losing their job may be the pain that is
necessary to make the choose.

36. X-FILES
ACTION PLAN
PIP- PERFORMANCE IMPROVEMENT PLAN
HOW TO WRITE A PIP?

37. !!YOU ARE
BEING
TESTED!!**HAVE FUN :P
FOR 5 MINUTES

38. YOU ARE NOW CERTIFIED TO
PERFORM BAREFOOT PERFORMANCE
COUNSELLING!!

39. REFERENCES
• http://www.nwlink.com/~donclark/leader/councel2.html
• https://www.youtube.com/watch?v=bM014AHHt1Y
• National Park Service training: How to write a PIP?
• GOOGLE DEFINITELY!
• WE WENT TO GOOGLE.CO.UK AS WELL!