When and how should you suggest professional counselling to an employee?
As is often said, including counselling and coaching in your management is an effective way to encourage peak performance from your employees.
But sometimes your counselling and coaching won't be enough, as some employees' situations are way out of your depth.
If you believe this to be the case with an employee of yours, then you may want her to go for professional counselling.
Having said that, here's what you should do when referring an employee to a professional counsellor...
How do you know when to refer an employee to a professional?
You should seriously consider referring an employee to a professional when you believe her issues to be way out of your depth to the point you simply don't feel able or qualified to help.
You see, you should mainly be dealing with 'here and now' problems, NOT deep-seated emotional problems that require long-term, and possibly professional, counselling.
How exactly do you go about referring someone to a professional?
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In order to answer that question, here's a practical example for you…
You have been counselling Sarah, and she's been going through a really hard time since she lost her husband.
You have noticed that she's struggling to stay focussed on her work, due to a lack of sleep and severe depression.
What's more is that she has to keep working in order to try and support herself.
She lives on her own and has no family or any other support system.
Out of concern, you believe that she needs professional help.
To learn how to suggest professional help to an employee in a situation like Sarah's, WITHOUT creating a negative reaction, page over to chapter C 02: Counselling and coaching to improve performance
in your Practical Guide to Human Resources Management
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