THEY NEVER TELL YOU WHEN YOU START WORK .... AND WHY?

The Second Thing They Never Tell You
"#2).You'll never make good money working for other people."
How many senior managers are there at your place of work? And how many others are there? The ratio is likely to be anywhere from 40:1 to 200:1. So if you have their education, background, ability, contacts and perhaps luck, those will be your odds of making that kind of money also. If you lack any one of those parameters, the
odds increase exponentially. Then ask yourself how long you would have to wait before you started earning that sort of cash? By the time you start making
enough money to relax with, it's nearly time to retire.Pah! You want the cash NOW, just when you need it most - when you want to build a home, raise a family, do stuff, take activity holidays, drive a fast car or whatever. So what do you do about it?

Well, you could look to get into one of the more lucrative and growing business sectors such as computing, finance or recruitment. Or one of the traditional ones such as law or accountancy. Any of these may mean re-training. And you must be sure you are going to at least enjoy it a bit. Alternatively, you could put your efforts into Number 1, above, which may take years to develop, or… Have outside interests! This is much more fun. Don't fall for getrich quick schemes (because they are anything but) or homeworking schemes. And be wary also of MLM (multi-level marketing)
stuff.

Keep your eyes and ears open. Talk to friends. Can you club together and start something? Think about what interests you; what you already know something about. What have you learnt from your employer than you can apply outside? Can you trade your skills elsewhere? Are there certain elements of what your employer does that you could do better or cheaper? You certainly won't have the overheads they have and that will make you cheaper. Are there ideas and suggestions that would work but which they have failed to or refuse to take on board? "Ripping off" your employer in this way is probably the most common way of doing your own thing.Accumulate everything you can from them that you think might help. Keep these questions in your mind and sooner or later ideas will start to flow, often in the most unexpected places. I'm always on the look out for good part-time business ideas myself to pass onto ProFile members. Perhaps I will have the opportunity to divulge some to you in the future.


The Third Thing They Never Tell You
"The willing donkey carries the heaviest load"
Workplace stress is fast becoming the plague of the 21st century. You could fill your house with references on why this is so, but that's for the academics. We haven't got the time or the will to analyse it all. But what is important is how to you may avoid it. Basically, you need to work smarter, not harder. Here are a few
tips on doing just this. Pick out the key issues of your work. Identify and work on the important, priority items; the ones that will progress your career.

This is the stuff you should be focusing your efforts on in order to
make an impact; everything else is just treading water. However, you can't just ignore the routine stuff. This you should either systematise, delegate or ignore. Having a systematic way of doing the everyday stuff gets it done quicker, more efficiently and with far fewer errors or wasted thinking time. Write all your
procedures down, if it helps to get it clear in your own head. Then look for ways to simplify it. Once it is systematised, it is easier to delegate as well. Don't let people dump work on you. It's just laziness. Get them to take it to the boss (unless you are the boss), or suggest someone else is better qualified to do whatever it is. Just get them out of your space. Offer suggestions by all means - two heads are better than one - but don't do the work for them. They will usually find a
solution if forced to.

Delegate upwards. If you have tricky tasks to do, new stuff or things that require a lot of donkey work on your part, there are certain ways around it. Ask your boss for help, guidance and support. In the modern organisation, that is what they are there for, anyway. They will often ask you to "stick with it for now" or "do your best" - and then promptly forget about it. In which case, you are surprised, are you not, that they should shun an opportunity to improve efficiency and effectiveness by giving you the support you need.
•Ask for training. You'd be surprised what modern software can
do these days; you just need to know where to look.
•Tell your boss it is really someone else's job and outside of your
remit. You would do it as a favour, but as it stands, it is just too
time-consuming.

The Fourth Thing They Never Tell You
"They don't really mean it"
"They" applies more to senior than to middle managers. When they get ratty or annoyed, they often don't really mean it. Let's begin with the basics. There are 3 types of person in theworld:
. Those for whom the job comes first, regardless of who suffers or indeed who does it.
. Those who believe you should care for your people first and only do the job within such comfort zones.
.Those who don't care about the job or the people, so long as they are in control.
The latter category is the most dangerous. These are the politicians and the senior managers of the world and they achieve their position through a craving for power. The nature and success of both the people and the job are irrelevant, so long as they have the whip hand.

Many, many tactics are employed to enforce this. Getting angry is just one of them. A bit of well-placed rage can work wonders on the vulnerable and the more sensitive . which typically includes everybody else.
However, standing up to them will not break the façade. Maintaining a show of strength in all weathers is paramount to them. You just have to see it for what it is - play-acting - and take it in your stride.


The Fifth They Never Tell You
"Get noticed - Get promoted"
It's not what you know, it's who you know - and, indeed, what they themselves know. A few percent increase in the quality, quantity or thoroughness of your work can take a lot of effort. This is time that could be used to rub shoulders with those who have the power to promote you and whose opinion of you counts. I'm not saying you should creep and smarm, but there are two particular advantages in this.
1. You gain information and you "create" luck for yourself. You stand a better chance of being in the right place at the right time and of discovering the difference that will make a difference to your prospects; that one piece of information that can open doors for you.
2. You will gain in professionalism. Look at it from their point of view. Number 4 tells us that the more senior the manager, the more political they are. Do they take time out to tell you what a great person you are? That you're doing a great job? Or to grill you on the details of the work? No. They are only interested with their own progression. You do the work and they take it to show their bosses just how great they are at getting things done.

So the more work you take on, the better your boss will appear in their boss' eyes. A few tips on avoiding the graft are given in
Number 3. To also appear like a good promotional prospect…Get in early and leave on time. Staying late rarely gets you noticed. But being there before others certainly does. You use this time to work on the stuff that will advance your career - or even
your personal stuff. When the boss walks in, have something significant to ask, to
suggest or to comment about. Show keen interest and understanding.Request training. But you must give sound reasons, including an a im; i.e. what you intend to do with your new knowledge for the good of the company and, in particular, your boss.

Gain general knowledge of your company's operations outside of your own field or area, including the people. Getting promoted will mean a wider remit, so you will need to know more about a broader range of issues. The more you already know, the lower the risk to the managers in promoting you. In a nutshell, if you want to be promoted you have to start behaving like you already have been. Then it will become obvious to others what sort of material you really are.

The Sixth They Never Tell You
"You don't go to work to be liked"
That's not to say you have to be a miserable, awkward git to everyone around you. But if there are people who don't fit your desire to improve, you don't have to hang around with them or tolerate them.
There are a multitude of whiners, moaners, groaners, rumourmongers, gossipers and malicious corrupters in any organisation. These people are toxic. One bad apple can spoil a whole barrel. They also need the company to pour their scorn out onto. They will walk considerable distance to have a good old moan with someone who will sit and listen. Just watch them do it! Their self-esteem is so low, it is impossible for them to keep it to themselves. Misery must seek company.

Don't get sucked into this quagmire. Making a living is hard enough as it is without this drain on your motivation. Besides, these people are going nowhere; they will never gain in rank, so you don't need them. Instead, hang around with the optimists, the idea-generators and the energetic. This is where important and valuable information and the contacts come from.Besides, bosses (usually) know only too well who are the doers and who are the malingerers. Hang around with the malingerers and you'll be guilty by association. Hang around with the doers and you'll be part of a valuable network.

The Seventh Thing They Never Tell You
"Perception is reality"
How people perceive you is how you really are. If you dress like a slob, they'll think you're a slob; if you speak with firm authority (even though you may be churning inside) you will be perceived as authoritative. If you're perceived as a keen, early starter, that is how you will be considered, regardless of what you are actually up to. If you behave like management material (see Number 5), you'll be
perceived as management material.You should dress as, act as and talk as the position in the company that you wish to be. Get that picture in your mind and start acting it out from today.

The Eighth Never Tell You
"Information is power"
Oh, boy, don't they just know it. There are various forms of power and information is one of the critical ones. This is why there will never be open management. It is far, far more one way than the other. The information that managers hold is one of the principal pillars of their power base. We are in the information age. Companies that collect and rapidly exploit information have a distinct competitive advantage over their rivals. It's no different on the personal level. There are some ideas and details you should never divulge to your boss and some you should keep back for the right moment. Every time you let something go, a little of your "proprietary knowledge" (that which is unique to you) goes public and it loses its
value.
Think what happens in share dealing. If you were a broker with some hot, insider information, would you let everyone know just so you can look clever, well informed or to curry favour. Not likely. As soon as that information got out, the share price would equalise and you would no longer make a profit from what you used to know. It
has lost its value. So judge the value of the information you hold and keep it for the right moment or for your own use.

I myself have used the tips and tricks I am divulging to you here to work more effectively and efficiently and so get ahead of the game. That meant I could produce and then hoard reams of information, letting it out only at judicious moments to show regularprogress. In the meantime, I got on with my own stuff.


The Ninth They Never Tell You
"It's only a game"
Although this means you do have to master the technicalities of what you do, it also means there is nothing wrong with bluffing, cheating and rigging the cards. If the slack in the system gives you manoeuvering space, use it. If there is a way for you to make it look good without having to bust a gut doing it, then take it.
Let me give you a few examples.
. Whilst doing his degree thesis, a friend knew that, on balance, academic theory was more important than the scientific accuracy. So he used his knowledge to get a feel for what the results should look like. Then he drew on his 'key results graph'
three points for scale, filled in an arbitrary curve between them and then made the rest up. He got upper second class honours.
. I saw a technical supervisor alter test results to fit the tolerances. It wasn't important - it had been tested again since - but the gaps and the mistakes would lose the department compliance points in the QA audit if discovered. How often was this done and how much time, effort, worry and stress did it save? Who knows. But
it never showed.

. I've seen fabricated production data. Stuff that would be detected downstream anyway, simply by the poor nature of the material (and so wouldn't go to the customer), but which could never be traced back thanks to a management system with more holes than a warehouse full of Swiss cheese.
. I've known students crib reports from friends who took the course some time previously, even from back home in foreign countries.
. I've even known some to pay professionals to do the work for them. After all, what happens when you get a business problem you can't solve internally? You pay a consultant, right?
. I've also seen a yearly appraisal of mine that didn't even take place. And that's senior management making stuff up! So you see how commonplace this is. From beginning to end, top to bottom, people are bucking the system. Have you ever walked
over a "keep off the grass" sign? Have you ever done 40 in a 30 zone? Of course you have. You take little advantages wherever you can. Many rules are made just to keep you in your place. If you stick rigidly to every rule made for you, then people will take advantage of you.

The Tenth Thing They Never Tell You
"Watch the X-Files - i.e. Trust no-one"
Don't even trust the stuff in this report! Pardon? Well, it might all be true; then again, it might not! It's up to you to decide. Let me explain myself. Deep down, everybody has their own personal interests at heart. It's only human nature. Even when you get married, your spouse won't be doing it for your sake. On top of that, everybody sees things in a different light anyway - their experiences are viewed through their own personal "cognitive filter"; i.e. everybody is wired up differently according to his or her own genetics, upbringing, experiences, abilities, rationale and emotions.

Now that's quite a list of fairly hefty parameters and it is what makes everybody's perceptions different. This means you can afford to take nothing at face value. The key is to absorb, assess and make your own decisions. You shouldn't take prescriptions. Do you think newspapers report what's good for the nation or stuff that will sell their papers? Will an insurance salesperson decline to sell you a policy because they truly believe it's not quite for you? Hardly.

You can't believe what they say. No one has your interests more at heart than you do. That's why you need to filter the world before letting it in.
So the next time your boss says something is really important, ask yourself for whom? Can you do a quick job on it and still keep him or her happy? When something is a rush job, is that really the case, or have they just not considered the options? Or are they just kneejerking?
Or are they just trying to get you to work faster? Or is it down to their lack of organisation and planning and so their own responsibility to do it? Can you gain a favour out of doing it? And from a million other requests made to you during your tenure.
You may think this is being excessively cynical. And cynicism is often cited as being highly detrimental. But that usually comes form those who are trying to exploit you.

Thanks!

THEY NEVER TELL YOU WHEN YOU START WORK …AND WHY !

There are a myriad of companies, both on- and off-line that focus on finding new jobs. BUT… to give yourself the best chance of landing a new and (hopefully) better job, you have to make the most of your current one. This is where we come in. It is our aim to accelerate your career by maximising your current value and so increasing your marketability – and that means bigger salaries for you. Increasingly, it is up to the individual to carve their own career, independent of any organisational "initiatives". This is because:

a).Job security is being eroded.
b).Job life expectancy is decreasing.
c). Organisations are geared up for flexibility.

This means you need to be flexible, too. It means you can no longer rely on blanket training programmes or on getting promoted. Each employees needs are becoming highly individual. It also means changing jobs at some stage is pretty much inevitable. So you will need to know how to market yourself. And the best way to do that is to have a highly saleable product – a high value "You".

We gives you the means to do this. You can:
•Give yourself unique, valuable and marketable skills with our
training courses.
•Accumulate daily working techniques with our e-mail training
course, "The Pro File" to give yourself an unsurpassable
professionalism.
•Devise your career plan through our exclusive blogpost.

•Market yourself with a killer ProFile CV.
•Plug those gaps in your career knowledge through our Free
Advice blogpost.
And there's our free weekly careers blog post, with up-to-date insights
on the employment market.I'm sure you'll find something to boost your career.
You only get one career. Protect it, nurture it, invest in it.

They Never Tell You When You Start Work And Why! You are about to discover some very useful insights into the world of work. Insights that should make your working days less stressful, more understandable and meaningful and quite possibly more lucrative, too. These few pages divulge some very valuable information. Information that could open your eyes to a new way of working if you so choose; certainly a new way of thinking.

This concise collection of no-nonsense disclosures about the world of work, its pitfalls, its peculiarities and its opportunities took me many years to accumulate and decipher. They could have saved me a whole lot of grief in the early years, had I known it all back then. But they certainly made life more tolerable in the meantime.It is written in my preferred style - open, free-flowing and
conversational, which pulls few punches. This booklet is after all
intended to expose a few home truths, so there is no point in mincing about.

You may not like some of the points made here and some you may not believe in or agree with them all. But whether you do or not,they do happen, every day, up and down the country. It all depends on your personal nature. If you're happy doing what you do, that's fine. If, however, you are looking to make life easier for yourself, or for ways to get on a bit, then you'll likely find the nuggets of information very useful.

As is explained in Number 10, application is the key to learning. So, as you read each one, give some thought as to how it applies to your own situation. I sincerely hope you find real value in these insights. They have certainly proved to be very valuable for me. Enjoy.

The First Thing They Never Tell You
#1."You will be paid the lowest possible amount
they can get away with." Why should this be so?
1. For a start there is little union power around these days to argue
otherwise.
2. You have to wait two years now before you get the employee
protection you used to get after 6 months.
3. There are plenty of other people waiting in the wings to take your
place for a lower fee if you refuse.
4. If you do protest, you can typically kiss promotion goodbye.
5. Employee costs are a significant percentage of total costs and
are usually monitored in budgets and reports. It is often a key
management performance indicator (like production, wastage,
stock levels and so on). So it is in their own promotional interests
to keep them as low as possible.So what's the answer? It depends on your view.
If you need security more than a stunning wage, stay put and argue your case at your annual reviews.

If you want the money, you need to build yourself a glittering CV and jump ship at suitable moments. This may mean volunteering for projects, taking extra responsibility, making suggestions, and sometimes swallowing your pride and compromising your better judgement.In the lower ranks, getting your way is secondary to getting promoted. The difference you can make is not significant, anyway.
The people who can make a difference and can get you promoted are higher up.

Besides, you will eventually have the last laugh when you become more marketable. And nothing annoys your antagonists more than agreeing with them! Be satisfied with that. And make note of No.9 here. Most of all, keep records of your work, your results and your improvements as evidence for your CV.

Whatever you do, you should realise that it is all a means to an end. Your aim is to build an impressive CV and to back it up with the facts and figures of your proof of capability for your next employer. To be cont...to 2# reason,

Thanks!

How To Manage Virtual Workforce

Virtual Workforce, the latest boon of the technology and globalization, has questioned the very nature of employer employee relationship structure across the world. The concept of virtual workforce is fast welcome by a section of employers and working people in many countries.

An organization’s workforce is said to be virtual when its employees are geographically dispersed, or operating through the differences of time, place and organisational boundaries. In simplified terms, the members of the virtual workforce work from places distant from their offices (their homes, office branches in different states or even different countries) and collaborate effectively even after not being in physical contact with each other.

The emergence of multinational companies, new and flat organisational structures have fuelled the growth of global and virtual workforce, and the changed the very nature of the employer-employee and business relationships. We attempt to look at all the issues related to the concept of virtual workforces in organisations.

Advantages of having virtual workforce;Virtual workforce is proving to be a blessing in disguise for the employees as well as the organisations.

Employees can work from anywhere. Anytime!Technology enabled virtual workforce has helped the organisations to resolve and reduce various HR problems by enabling the employees (especially the working women and the new mothers) to take benefit of the flexible working hours. Now the employees can work from their homes and other locations at their convenience.

Facilitates hiring the best talent irrespective of the location;
Virtual workforce has opened the doors of attracting best talent from anywhere in the world (i.e. eliminating the limitation of distance and the physical separation).

Time and cost savings;One of the most significant benefits to the organisations and the employees is the cost and the time savings resulting from less commutation. Many organisations have admitted of registering reduction in the employee absenteeism. Most importantly, virtual workforce in different countries or locations helps an organisation to compete in the global industry and strengthen its position.

The role of technology;It is only because of technology that the concept of virtual workforce came to existence and also became successful. Technology supports virtual workforce through the hardwares and softwares like mobile phones, laptops, modems, wireless communication links like LAN, WAN etc. the software include the e-mails, remote access softwares, video and tele-conferencing technologies etc.

Technology provides the connecting links to the virtual workforce. Technological tools like video-conferencing enable people to see and talk to each other being spread at different places around the world at a given point of time. It would be apt to say that technology provides and creates the virtual infrastructure and facilities for the virtual workforce.

Issues in virtual workforce;Where the virtual workforce is a blessing for all, the baggage also contains some serious issues to be dealt with, in order to successfully integrate and manage the concept with the organisation and achieve its objectives successfully. When the employees are not physically present at the office every day, one of the issues that crops up is of trust. Away from the management scrutiny and monitoring, and with the management having no control over the working hours and daily monitoring of employees, there is a need on the part of both the employer and the employee to have faith in and trust each other.

Miscommunication problems;In absence of the physical contact and face-to-face interaction, miscommunication is bound to occur. Due to people present in different parts of the world, bringing them together virtually at the same time and the difficulty in contacting each other due to any reason like technological faults, communication gap can creep in.

Managing virtual workforce;The virtual workforce can be dispersed across the country or even to the different continents. The biggest challenge of having virtual workforce is to engage, integrate and manage them in alignment to the organisational goals and objectives. Being away from the organisation, peers and the organisational environment can make the employees feel isolated or not –valued by the organisation. The employees miss the happenings or events in the organisation. Miscommunication problems also arise in the virtual workforce.

The organisation needs to have a complete system or structure in place to effectively manage the virtual workforce which should have the following components;
Training for the managers to mange the virtual workforce effectively and efficiently.

Technology should be put to its best possible use in managing the virtual workforce.
Incorporating trust in the employees and the organisation.
Ensuring proper communication between the organisation and the team.

Conclusion;Virtual workforce has become an integral and inseparable part of the corporate world today. It is a blessing for the organisation and the employees, but only if the organisation handles and manages the issue effectively and efficiently. Stating the expectations clearly to the employees, maintaining constant contact, proper communication channels, periodic meetings are few ways to handle the issue effectively and make it a success.

Thanks!

How To Building an Employer Brand

In today's present job markets, where companies compete for attracting the best of the talent, employer brand, sometimes, becomes more relevant when compared to various critical factors like job profile and the compensation package.

Employer brand is the image of an organization as a great place to work in the minds of its current employees and key stakeholders. It is the development of such an organizational culture which fosters a sense of belongingness with the company and encourages the employees to share organization's goals for success. In short, it is the value of the company in external marketplace. The goal of employer branding is to create loyal customers; the customers here being the employees.

An employer brand represents the core values of an organization. Companies that are considered good employers have a strong identity and an image in the marketplace. Building such a brand requires a lot of introspection by the company, and answering the questions, "what kind of company we are, and want to become?" and "how do we live up to the expectations of our stakeholders?".

What makes an employer a brand? Simon Barrow, who is president of a successful consulting firm in London that specializes in employer branding services describes four elements that work together to make an employer brand. The first element is the Employment Package which is the offer that an employee gets including job responsibilities, financial compensation, work/life balance, the employee's role in organization and professional development. Next comes the Culture and Environment which includes the physical working environment, the size of the organization, and the organization's approach to work. Then there is Integrity. Delivering what has been initially committed always counts. The consequence of a lack of integrity is seen in the form of high attrition rates. And finally Management Performance that plays as a vital role in the Employer Branding process.

Building a brand is typically a twofold process. One is for prospective employees and the other for the current set of employees. While building brand for prospective employees, initiatives are targeted at building a repute in potential recruits about the company as a preferred place to work. On the other hand, while building brand internally, the company has to live up to its standards and incorporate a culture of respect and trust for employees.

Growing Significance;It is said that an unsatisfied customer tells ten people about his experience while an unsatisfied employee tells a hundred. Employer branding reflects the work culture in an organization. It has become more critical in today's times, as most professionals are looking at a stable career and establishing a long-term relationship with the company. Research shows that employees of industrial brands feel a much greater sense of pride, attachment and trust towards their employer. They are also significantly more likely to recommend their company to others and claim it treats employees well. Through right branding, the company can recruit the best talent and reinforce its positioning amongst its employees. It helps build trust and reliability. A good employer brand makes it easy to attract good talent and curb attrition. The strength of an organization's brand has a significant impact on the performance of its employees. Working with one of the largest or most innovative companies in a specific industry acts as a motivator too.

But as one moves higher in his career, brand name becomes of little significance as job role takes over. Brand name is the most important factor but at entry level only. When one is a fresher and embarks on one's career, the brand of a company matters. It helps in reflecting a stronger resume. With career growth, one places importance on things that are more meaningful to one's sense of purpose. According to experts, for employees who have spent three-four years in the industry, brand is high on the list. It is easier to sell the company if it is a reputed brand. For those who have spent five years in any industry, it's the job role that's important and for those with 10 year behind them, the job role becomes the most critical factor.

It is also being argued that in most cases, companies treat employer branding as a mere short-cut for attracting the talent. Instead of self-analysis, the HR departments tie up with ad agencies to conjure up an image that may be attractive to their target market, even if not their own. While some argue that organizations like Google with strong employer brand hardly spend money in building the brand; instead they focus on living the brand. Shaken, for example, has a stated 'People First' policy to emphasize that employees are the focus. Fedex has a core philosophy of 'people - service - profit' to indicate what comes first. Some organisations does not get tired of repeating the founder's belief "Take care of the associates, and they'll take good care of the guests, and the guests will come back." These organizations reveal a high degree of trust in the management of the organization. Managements must understand that the core value offering of the organization is to engage employees towards being productive and responsive to customers. In the end, it is believed that if the company takes care of people, people will take care of the company.

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Is It Important To Counsel Employee At Workplace?

In these days of world economic meltdown,the latest trend catching up in the corporate Human Resource across the world is that how It's Important To Counsel Employee At Workplace rather is there any need to ?. In the world of ever increasing complexity and the stress in the lives, especially the workplaces of the employees, employee counselling has emerged as the latest HR tool to attract and retain its best employees and also to increase the quality of the workforce.

In today's fast-paced corporate world, there is virtually no organisation free of stress or stress-free employees. The employees can be stressed, depressed, suffering from too much anxiety arising out of various workplace related issues like managing deadlines, meeting targets, lack of time to fulfill personal and family commitments, or bereaved and disturbed due to some personal problem etc.

Organisations have realized the importance of having a stress-free yet motivated and capable workforce. Therefore, many companies have integrated the counseling services in their organisations and making it a part of their culture. Organisations are offering the service of employee counselling to its employees.

What is Employee Counselling?Employee counselling can be explained as providing help and support to the employees to face and sail through the difficult times in life. At many points of time in life or career people come across some problems either in their work or personal life when it starts influencing and affecting their performance and, increasing the stress levels of the individual. Counselling is guiding, consoling, advising and sharing and helping to resolve their problems whenever the need arises.

Technically, Psychological Counselling, a form of counselling is used by the experts to analyze the work related performance and behaviour of the employees to help them cope with it, resolve the conflicts and tribulations and re-enforce the desired results.

Ingredients of counselling:Counselling of staff is becoming an essential function of the managers. The organisation can either take the help of experienced employees or expert, professional counselor to take up the counselling activities. Increasing complexities in the lives of the employees need to address various aspects like:
a).Performance counselling: Ideally, the need for employee counselling arises when the employee shows signs of declining performance, being stressed in office-hours, bad decision-making etc. In such situations, counselling is one of the best ways to deal with them. It should cover all the aspects related to the employee performance like the targets, employee's responsibilities, problems faced, employee aspirations, inter-personal relationships at the workplace, e.t.c.

b).Personal and Family Wellbeing: Families and friends are an important and inseparable part of the employee's life. Many a times, employees carry the baggage of personal problems to their workplaces, which in turn affects their performance adversely. Therefore, the counselor needs to strike a comfort level with the employees and, counselling sessions involving their families can help to resolve their problems and getting them back to work- all fresh and enthusiastic.

c).Other Problems : Other problems can range from work-life balance to health problems. Counselling helps to identify the problem and help him / her to deal with the situation in a better way.

Need of counselling at workplace;Apart from their personal problems, there are various reasons which can create stress for the employees at the workplace like unrealistic targets or work-load, constant pressure to meet the deadlines, career problems, responsibility and accountability, conflicts or bad inter-personal relations with superiors and subordinates, problems in adjusting to the organizational culture. Counselling helps the employee to share and look at his problems from a new perspective, help himself and to face and deal with the problems in a better way. Counselling at workplace is a way of the organisation to care about its employees.

Hurdles faced for counseling at workplace;The biggest bottleneck in employee counselling at the workplace is the lack of trust on the employee's part to believe in the organisation or his superior to share and understand his problems. Also, the confidentiality that the counselor won't disclose his personal problems or issues to others in the organisation. Time, effort and resources required on the part of the organisation are a constraint.

Benefits of counselling
# Helping the individual to understand and help himself
# Understand the situations and look at them with a new perspective and positive outlook
# Helping in better decision making
# Alternate solutions to problems
# Coping with the situation and the stress

Basic requisites of employee counselling :
$ Employee Counselling needs to be tackled carefully, both on the part of the organisation and the counselor. The counselling can turn into a sensitive series of events for the employee and the organisation; therefore, the counselor should be either a professional or an experienced, mature employee.
$ The counselor should be flexible in his approach and a patient listener. He should have the warmth required to win the trust of the employee so that he can share his thoughts and problems with him without any inhibitions.
$ Active and effective listening is one of the most important aspects of the employee counselling.
$ Time should not be a constraint in the process.
$ The counselor should be able to identify the problem and offer concrete advice.
$ The counselor should be able to help the employee to boost the morale and spirit of the employee, create a positive outlook and help him take decisions to deal with the problem.

Conclusion:Counselling can go a long way in helping the employees to have better control over their lives, take their decisions wisely and better charge of their responsibilities, reduce the level of stress and anxiety. Counselling of employees can have desirable consequences for the organisation. It helps the organisation when the employees know that the organization cares for them, and build a sense of commitment with it. It can prove to be of significant help to modify the behaviour of the employees and more so to re-enforce the desired behaviour and improve and increase the employee productivity in any organisation.
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