Employee Counseling Form


Employee Counseling

Using an employee counseling form is a .fast and easy way to accomplish informing an individual that they need to correct some sort of action or behavior. Remember that the entire purpose of counseling a problem employee is to correct the behavior in the quickest and most appropriate way possible. As an example if someone was tardy a couple of times you would not terminate them, or at least I hope not. The most appropriate way to deal with this type of issue is to sit down and counsel the employee.

The purpose of using an employee counseling form is to document the counseling session so that if the problem continues you have a written trail of the steps you are taking to try and correct the behavior. Should the employee continue to break company policies it will be clear at an unemployment hearing that you took appropriate action to counsel the employee of their behavior.

Why Use An Employee Counseling Form?

The last thing you will want to do is wait until you just can't take the employees behavior for another second and then explode in rage at them. This will ensure you have a quick path to the courtroom where the average employment lawsuit settlement is somewhere between $100K and more than $l million. This is a hard way to learn that you need to handle the situation differently in the least severe way possible. My recommendation is to use an employee counseling form so that you don't get tied up with trying to use the right language.

Most disciplinary action forms, or in this case an employee counseling form, are simple and to the point. They should include information, such as, any previous actions, the details of who, what, where, and how of the issue/concern, any witnesses, when the employee was provided and signed for the company employee handbook, and of course the supervisors and employees signature.

If the employee continues to violate company policy even after you have issued an employee counseling, the next step should be to consider a written warning. A written warning can be filled out on the exact same form as the employee counseling, except that you will identify it as a written warning and how many they have received. The idea behind this is to again show a record of the steps you took to try and help the employee understand that they were violating company policy.

At some point if the employee continues to violate company policies it will be time to terminate them. Again, you can use the same disciplinary action form to document the termination. The key word in this article is to document the situation as best you can. This will help if the employee takes some type of legal action later claiming that you violated state or federal law. Generally this means that they will claim some type of discrimination or wrongful discharge. However, if you have documented the entire process and treated everyone within your organization equally and fairly, you should not have any problems other than presenting your documentation. Is it a hassle to do this? Of course it is, but in this sue happy society that we currently live in sooner or later it most likely will take place.

Good Luck and May God Bless You!

Thank you for reviewing this article on an employee counseling form.



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Employee Coaching and Counseling
3 Effective Secrets

Here's a list of truly effective secrets to excel at employee coaching and counseling in performance management to improve overall business performance.

The top strengths of a leader include understanding that effective workplace counseling and coaching build strong working relationships. In fact, this is a scientifically proven way of improving overall business performance and a company's turnover rate.

Quality mentoring increases productivity and satisfaction, along with enhancing the healthy flow of two-way communication between new employees and seniors, leading to the transfer of valuable knowledge and expertise.

Research conducted on over 1200 employees revealed that workers who received mentorship in some way were eight times more likely to be promoted. Not only this, but their mentees were also six times more likely to receive promotion than those with none.

Positive outcomes from employee coaching and counseling outweigh any time or financial investments if done efficiently. Here are a few top secrets for when and how to coach and counsel employees effectively.

Secret # 1: Impactful Employee Coaching and Counseling, and Training can include Informal Opportunities

Effective leadership skills and qualities involve knowing when to seize the moment; sometimes, the most impactful training and counseling can be done informally. Passing observations can turn into fuller conversations that can stretch into meaningful conversations.

If you're the type of counselor who believes in relying on strict, set times to meet with particular workers, then you’re missing the opportunity for healthy two-way conversations that improve leadership effectiveness.

Secret # 2: Understand that Mistakes and Failures are Perfect Opportunities for Counseling, Training, and Coaching

The top strengths of a leader understand that no one is immune to failure.

In fact, some of the most successful people are those who have made plenty of mistakes and lived through failures by turning them into valuable lessons and opportunities for growth.

This is precisely what a mentor or coach does; pushing workers to surpass their limitations and shine! Good leadership skills include knowing the employee is an investment, a larger dividend that reaps enormous benefits in the future, including productive and loyal employees.

Secret # 3: Shower them with Plenty of Rewards and Praise

Personality traits of great leaders include knowing that employees need to be motivated, especially in situations where they’re being pushed past their known limitations so that they can step out of their comfort zones and exhibit their utter brilliance by taking smart risks.

Apart from verbal praise, tangible rewards such as employee appreciation letters must be handed out to infuse a culture of praise and encourage other employees to shine.

Involve the workers in employee performance improvement plan and share a performance improvement plan template to track their growth.

Interested in reading more about performance improvement for small businesses, qualities that make good leaders or counseling and coaching employees to improve performance?

Thank you and may God bless you!

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