I provide employee counselling services for a number of organisations based in the North East. Part of my work with organisations involves working in-house as the Counsellor for an Occupational Health Company. I have worked with many people who were struggling with the stress and pressures of work and helped them to return to the workplace and remain in the workplace.
In addition to being a registered member of the British Association of Counselling and Psychotherapy (BACP) I am also a member of the BACP Workplace Counselling Specialist Division.
Alongside my counselling work I have previously worked in Human Resources for seven years and I have a Masters Degree in Human Resources Management and Development (with Distinction). I understand the issues facing employees and the benefits of counselling for employees and the organisations they work in.
If you are enquiring on behalf of an organisation, employee assistance programme, or other agency interested in referring employees for counselling please contact me for further details.
The Chartered Institute of Personnel and Development (CIPD) Employee Outlook Survey found that 97% of respondents with poor mental health said it affected their work performance as a result of:
· difficulty concentrating (80%)
· taking longer to do tasks (62%)
· more difficulty juggling a number of tasks (57%)
· putting off challenging work (42%)
· being less patient with customers or clients (50%)
· having difficulty making decisions (60%)
· being more likely to get into conflict with others (37%)
· finding it difficult to learn new tasks (33%)
The CIPD’s Absence Management Survey Report (2011) found that stress is the number one cause of long-term absence.
‘‘There is strong evidence from research that counselling can reduce sickness absence by up to 60%’’ (BACP, 2014).
CIPD Factsheet ‘Mental Health in the Workplace’ (2015) ‘‘There’s a strong business case for organisations to promote good physical and good mental health for all staff. Actively promoting staff wellbeing leads to greater staff productivity, morale and retention, and reduced sickness absence’’.
‘‘Organisations find that having a counselling support provision does make financial sense, and there is considerable evidence to demonstrate a positive return on investment for counselling’’ (Personnel Today, 2015).