Counselling is for everyone....
Psychology and counselling at work – www.flourishinwork.co.uk
Stress may be what springs to mind when counselling in the workplace is mentioned. In the work environment there may be situations that are specific to the workplace, for example performance/target pressures, redundancy, whistleblowing and a host of others. Workplace issues although different in their derivation and source can also generate similar symptoms to the sources of emotional disquiet outside work. The significance and severity may differ between inside and outside work. The way we respond to these pressures may be more or less invasive to our quality of life at work and at home.
Pressures from outside work are pervasively brought into the workplace affecting productivity both for the individual, relationships with other employees and job satisfaction.
There may be insidious organisational issues such as bullying, prejudice (for a host of reasons), ‘gossiping’, aggression, anger and much other subtly tolerated behaviour that affect the organisation as a whole.
Executive stress and burn out is not limited simply to top level managers, Chief Executives and others in similarly senior positions. Often intolerable stresses among employees at any level are not realised until it is too late.
All organisations have a statutory obligation to employees to protect their wellbeing. This should be in addition not only to a moral duty towards employees to enhance their lives at work but also represents an indispensable element of the best managed and most successful organisations and businesses.
I have experience not simply in psychology and counselling but have also owned and advised on the management of a number of businesses and have lectured at undergraduate level. Understanding the individual and working with that individuality to make the most of the talents and gifts that they bring to an organisation is the foundation for successful businesses and organisations.
‘Psychology at work’ can offer business support in managing the workforce in a variety of ways including:
- staff welfare policies;
- managing individuals to make the most of their potential in the workplace;
- dispute resolution and mediation, especially between individuals;
- board level business management, observation and support;
- HR and business planning;
- relational training;
- effective staff appraisals;
- performance and incentive management;
- negotiation and psychology;
- regular executive counselling;
- counselling support to employees at all levels whether work, personal or domestically derived.
Furthermore, the effective use of psychology at work in resolving disputes and protecting well-being creates, importantly and additionally, significant financial benefit for organisations when subjected to simple cost-benefit analysis.
At the heart of a fulfilled organisation are fulfilled individuals.
Visit www.flourishinwork.co.uk for more information.