Dear All
I am a part of one the leading automotive companies in India. I am planning to take up a project for my organization wherein I could introduce the concept of 'Counseling' to all the managers that can help them to facilitate employee productivity for their subordinates.
Can anybody pl guide me on how to take this idea forward?
As of now I only have the idea in my mind. I am yet to give a thought on its outline.
Aditi Kirtane
Assistant Manager
HR
From India, Thane
1I am a part of one the leading automotive companies in India. I am planning to take up a project for my organization wherein I could introduce the concept of 'Counseling' to all the managers that can help them to facilitate employee productivity for their subordinates.
Can anybody pl guide me on how to take this idea forward?
As of now I only have the idea in my mind. I am yet to give a thought on its outline.
Aditi Kirtane
Assistant Manager
HR
From India, Thane
Hi Aditi
The answer to your question will depend on a number of factors
1. How large is the set up
2. what is your position in it, specifically whose approval have you taken in starting this initiative
3. what are the skill sets (mainly interpersonal skills) of your managers - are they capable of taking up counseling ?
4. What do you plan to cover in it ? Only technical and procedural matters ? Personal and behaviour matters ?
5. How will you ensure that the managers do not misuse the information they get during counselling or the suggestion do not backfire ?
The concept is good. But it will need a lot of thought before it can be put into effect.
First, ofcourse, you need the approval of the management before starting such an activity.
Then again, it may be better to do a pilot with a manager who is known to be good at such a thing.
You may need the help of outside consultants to train the managers in counselling.
All this is on the assumption that you want your managers to offer to counsel their workers (and not you want to offer counselling to the managers)
From India, Mumbai
The answer to your question will depend on a number of factors
1. How large is the set up
2. what is your position in it, specifically whose approval have you taken in starting this initiative
3. what are the skill sets (mainly interpersonal skills) of your managers - are they capable of taking up counseling ?
4. What do you plan to cover in it ? Only technical and procedural matters ? Personal and behaviour matters ?
5. How will you ensure that the managers do not misuse the information they get during counselling or the suggestion do not backfire ?
The concept is good. But it will need a lot of thought before it can be put into effect.
First, ofcourse, you need the approval of the management before starting such an activity.
Then again, it may be better to do a pilot with a manager who is known to be good at such a thing.
You may need the help of outside consultants to train the managers in counselling.
All this is on the assumption that you want your managers to offer to counsel their workers (and not you want to offer counselling to the managers)
From India, Mumbai
Dear Aditi Kirtane,
Re: "Use of Counseling to improve employee productivity".
If I look at the heading the two words "counseling" & "employee" are the only needed what has to go where. But suddenly you stir in "Managers", which does not go well in it.
In an Indian environment employee counselling for productivity is a challenging task. Because an able and productive employee can go slow productive or under productive because of his social, family commitment and sudden happening of events in his family or on himself. So unless these hazards are not safeguarded you cannot achieve anything.
We get many British authors books but in no books they stress to look after the well being of employees, which I challenge you to read and so understand that the standard books will not yield any result.
A simple quote I read from Readers Digest: A General Managers secretary a busy lady fully occupied with productive work had a problem at home, the water tap needs attention and repair or replacement work, but she could not spare her time from office as she is unable to take leave from GM. So she asks him to arrange some one from office to attend to it. He simply passed on the matter to his department and every one just given escapism and for several days the matter not attended for her. One afternoon her child calls her telling that the tap has come off the pipe and leaking. She thought for a moment and her boss was away for a meeting. Before leaving she placed a note and left. Next day when the boss came she was not in her seat and when the boss went to his table and saw the note he called the first person he has given instruction for the job, fired him and told him you better close the company for a day I don;t care but first go for yourself and attend to the job and report to me direct. The secretary placed the note reading "ONCE MY HOME PROBLEM OF TAP IS ATTENDED I WILL REPORT TO WORK".
So this is our environment and carelessness.
What you have to do is frame a standard form: Asking every employee about himself his job, his family and his priorities his wishes, his motto, how he finds his job etc. Then interview each employee privately and interact with him about his interest and shortfall and what problem he faces in the job and home. This will give an analyses of what needs to be done for the employee so that the employee is empowered to show productivity. Productivity can come even without a manager, provided your company value the employee. Many company just praise the Manager but forget the employee.
Want to explore more on the subject in detail..if need let me know....
Regards
Ram
From Saudi Arabia
Re: "Use of Counseling to improve employee productivity".
If I look at the heading the two words "counseling" & "employee" are the only needed what has to go where. But suddenly you stir in "Managers", which does not go well in it.
In an Indian environment employee counselling for productivity is a challenging task. Because an able and productive employee can go slow productive or under productive because of his social, family commitment and sudden happening of events in his family or on himself. So unless these hazards are not safeguarded you cannot achieve anything.
We get many British authors books but in no books they stress to look after the well being of employees, which I challenge you to read and so understand that the standard books will not yield any result.
A simple quote I read from Readers Digest: A General Managers secretary a busy lady fully occupied with productive work had a problem at home, the water tap needs attention and repair or replacement work, but she could not spare her time from office as she is unable to take leave from GM. So she asks him to arrange some one from office to attend to it. He simply passed on the matter to his department and every one just given escapism and for several days the matter not attended for her. One afternoon her child calls her telling that the tap has come off the pipe and leaking. She thought for a moment and her boss was away for a meeting. Before leaving she placed a note and left. Next day when the boss came she was not in her seat and when the boss went to his table and saw the note he called the first person he has given instruction for the job, fired him and told him you better close the company for a day I don;t care but first go for yourself and attend to the job and report to me direct. The secretary placed the note reading "ONCE MY HOME PROBLEM OF TAP IS ATTENDED I WILL REPORT TO WORK".
So this is our environment and carelessness.
What you have to do is frame a standard form: Asking every employee about himself his job, his family and his priorities his wishes, his motto, how he finds his job etc. Then interview each employee privately and interact with him about his interest and shortfall and what problem he faces in the job and home. This will give an analyses of what needs to be done for the employee so that the employee is empowered to show productivity. Productivity can come even without a manager, provided your company value the employee. Many company just praise the Manager but forget the employee.
Want to explore more on the subject in detail..if need let me know....
Regards
Ram
From Saudi Arabia
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