Hi
Before i proceed with my question, I am in a company of which the nature of the business is a service maintenance of highways.
I would like to know more about how counselling session is being conducted. Is it appropriate to conduct a counselling session to a Project Manager who fails to carry out his duties properly and further to that the Client failed to give Certificate of Completion. The immediate superiors feels that the staff should be given show cause.
Seek your advice on this.
Thank you.
From Malaysia, Kuala Lumpur
Before i proceed with my question, I am in a company of which the nature of the business is a service maintenance of highways.
I would like to know more about how counselling session is being conducted. Is it appropriate to conduct a counselling session to a Project Manager who fails to carry out his duties properly and further to that the Client failed to give Certificate of Completion. The immediate superiors feels that the staff should be given show cause.
Seek your advice on this.
Thank you.
From Malaysia, Kuala Lumpur
Dear Putri Aleeya
I appreciate your concern over the matter and your suggestion on this.
However, if the immediate superior feels that the staff should be given show cause, then there is a problem; and a bigger problem if the superior is the disciplinary/competent authority for the subordinate.
In fact, COUNSELING would be needed first, for the "immediate superior " himself (!!) - to make him understand that instead of "show cause"and resorting to stricter disciplinary actions; it would perhaps be more judicious and appropiate that 'counselling' be given; looking into the facts of the case and future performance potential of the staff
Does the situation warrant this ??
HOW A COUNSELLING SESSION SHOULD BE CONDUCTED :
COUNSELLING can be of various types to suit various objectives.
However, the basic framework that is common is;
- it is generally a one-to-one session;
- it is conducted in a conducive environment, where there should be no interruptions during the session; to make it more effective;
- the counsellor must be SKILLED in the task;
- the idea is to make the person fully aware and sensitise him about the act and its consequences; to know more from the Counsellee (why he did what he did), his views and feelings, whether such behaviour can be modified for better outcomes in future etc.
Do revert back in case you have further queries.
Warm regards.
From India, Delhi
1425I appreciate your concern over the matter and your suggestion on this.
However, if the immediate superior feels that the staff should be given show cause, then there is a problem; and a bigger problem if the superior is the disciplinary/competent authority for the subordinate.
In fact, COUNSELING would be needed first, for the "immediate superior " himself (!!) - to make him understand that instead of "show cause"and resorting to stricter disciplinary actions; it would perhaps be more judicious and appropiate that 'counselling' be given; looking into the facts of the case and future performance potential of the staff
Does the situation warrant this ??
HOW A COUNSELLING SESSION SHOULD BE CONDUCTED :
COUNSELLING can be of various types to suit various objectives.
However, the basic framework that is common is;
- it is generally a one-to-one session;
- it is conducted in a conducive environment, where there should be no interruptions during the session; to make it more effective;
- the counsellor must be SKILLED in the task;
- the idea is to make the person fully aware and sensitise him about the act and its consequences; to know more from the Counsellee (why he did what he did), his views and feelings, whether such behaviour can be modified for better outcomes in future etc.
Do revert back in case you have further queries.
Warm regards.
From India, Delhi
Hello Putri Aleeya,
Raj Kumar has touched upon the salient aspects.
I would like another very important aspect which I have seen being missed inadvertently in such situations: First & Foremost the person who would conduct the Counselling session MUST--REPEAT MUST-- have the full confidence of the person being counselled that he/she is IMPARTIAL & will not be swayed by any earlier stand(s) of the boss/management. Choose such a person to conduct the session. If not, I can assure you that the whole effort will be wasted & @ the end-of-the-day, the sum-total of the effort projected to the management will be: THE INDIVIDUAL DIDN'T CO-OPERATE.
You know the result after that.
Rgds,
TS
From India, Hyderabad
Raj Kumar has touched upon the salient aspects.
I would like another very important aspect which I have seen being missed inadvertently in such situations: First & Foremost the person who would conduct the Counselling session MUST--REPEAT MUST-- have the full confidence of the person being counselled that he/she is IMPARTIAL & will not be swayed by any earlier stand(s) of the boss/management. Choose such a person to conduct the session. If not, I can assure you that the whole effort will be wasted & @ the end-of-the-day, the sum-total of the effort projected to the management will be: THE INDIVIDUAL DIDN'T CO-OPERATE.
You know the result after that.
Rgds,
TS
From India, Hyderabad
Thank you very much for the explanation given. I met with the immediate boss and another higher ranked to the immediate boss. It was the higher ranked boss that wanted the Project Manager to be given show cause. Reason being was because the Project Manager's wife had sms'ed to the higher ranked boss that her husband was having an affair with his colleague. So basically there was an element of grudge and personal problems here. That was the reason why he wanted show cause to be issued and I as HR had advice that the Project Manager should be counselled.
Regards
Putri Aleeya
Kuala Lumpur, Malaysia
From Malaysia, Kuala Lumpur
Regards
Putri Aleeya
Kuala Lumpur, Malaysia
From Malaysia, Kuala Lumpur
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