Employee Counselling - Definition, Benefits, Outcomes


Employee counselling is a psychological health care intervention which can take many forms. Its aim is to assist both the employer and employee by intervening with an active problem-solving approach to tackling the problems at hand.

The costs to industry and commerce each year associated with employees’ poor psychological health are enormous. A significant proportion of the Gross National Product (GNP) of industrialized countries is lost each year through ill-health, particularly in respect of stress-related illness.

These costs increase substantially when lost productivity resulting from stress-related inefficiency and incompetence is taken into account. Stress-related incompetence is not inevitable though.

Employee counselling can do much to prevent the negative effects of stress at an individual level and ultimately at an organizational level.

Few organizations can now afford to ignore the consequences associated with employees’ psychological health.


Employee Counselling - What’s Involved

Employee counselling gives individuals a valuable opportunity to work through problems and stresses in a strictly confidential and supportive atmosphere.

Counselling provides access to several basic forms of helping: giving information, direct action, teaching and coaching, advocacy, and providing feedback and advice, for example.

Typically, counselling involves the individual employee meeting with a psychological adviser, usually on a one-on-one basis. It is not uncommon for the individual employee and counsellor to meet one or twice a week for several weeks. However, the number and frequency of meetings required will depend upon the nature of the perceived difficulty and the nature of the intervention needed.

The focus of counselling sessions is to encourage discussion of personal and work-related difficulties. This is often followed by the adoption of an active problem-solving approach to tackle the problems at hand.

The specific aims of employee counselling are to:

  • Explore and find the key sources of difficulty.

  • Review the individual’s current strategies and styles of coping.

  • Implement methods of dealing with the perceived problem, thereby alleviating the issue. Often, this step may involve also improving interpersonal relations at work and/or improving personal performance.

  • Evaluate the effectiveness of the chosen strategies.


Conclusion

If employees are to function at an optimum level of well-being and competence, it is vital that they feel supported and valued. Organizational systems are sometimes quick to make demands and ‘hinder’ but occasionally slow to ‘help.’

Employee counselling can be a vehicle to provide help in an effective, practical way. It is through such help that individuals are motivated to understand and realize their own career potential, thus maximizing the chances of functioning in the best interests of the organization.

PGA Group Consulting Psychologists can help with advice and can provide a cost-effective employee counselling service. We can help and advise also with a Stress Audit or the development of an organizational stress management strategy.

Should you have any questions, or would like further information, in complete confidence and without obligation, my team and I would be very happy to help.

An e-mail form and details to contact/locate us can be found here: www.pgagroup.com/contact-pga-group.html

Peter Gerstmann
Principal
PGA Group Consulting Psychologists - www.pgagroup.com


Links

You may find this link on our published site, Real Tests Online .com to be of interest:

Stress Tests - Real Tests Online .com
Stress tests from Real Tests Online .com may help identify the presence and causes of stress and give advice on well being, stress management and dealing with stress.

You may find these links on this site to be of interest:

Stress Audit - Definition, Benefits, Outcomes
Overview of the purpose, benefits and outcomes of the audit method and the phases of the stress audit process.

Stress Audit Case Studies - Successful Stress Management At Work
These case studies are about how the negative effects of stress at work were identified, addressed and relieved to the benefit of three organizations and their people.

Employee Attitude Survey Case Study - Performance Turnaround
This case study is about how negative performance factors were identified and addressed to the benefit of the organization and its people.

Organizational Benchmark Survey Case Study - Identifying Need
This case study is about how this process helped an organization to identify need, focus priorities and develop new business opportunities.

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