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Prevent underperformance
, reduce labour turnover and absenteeism and increase commitment 
from employees
(b) 
Demonstrate an organisation's 
commitment
to and concern for its employees 
(c) 
Give employees the 
confidence and encouragement
necessary to take responsibility for self and 
career development 
(d) 
Recognise that the organisation may be contributing to the 
employees' problems
and provide an 
opportunity to reassess organisational policy and practice 
(e) 
Support the organisation in 
complying with its obligations 
(eg in regard to managing harassment 
in the workplace). 
BPP Tutor Toolkit Copy

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CHAPTER 18
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PERSONAL EFFECTIVENESS AND COMMUNICATION 
 
447 
4.6 The counselling process 
Counselling is facilitating others through the process of 
defining and exploring their own problems
: it is 
primarily a non-directive role. 
Managers may be called on to use their expertise to help others make informed decisions or solve 
problems by: 
(a)
 Advising:
offering information and recommendations on the best course of action. This is a 
relatively 
directive
role, and may be called for in areas where you can make a key contribution to 
the 
quality
of the decision: advising an employee about the best available training methods, say, 
or about behaviour which is considered inappropriate in the workplace. 
(b)
 Counselling:
facilitating others through the process of defining and exploring their own problems 
and coming up with their own solutions. This is a relatively 
non-directive
role, and may be called 
for in areas where you can make a key contribution to the 
ownership
of the decision: helping 
employees to formulate learning goals, for example, or to cope with work (and sometimes non-
work) problems. 
The counselling process has three broad stages (Egan, 2014).