A company officer may counsel an employee to:

A company officer may counsel an employee to:

• A. Identify and resolve personal, behavioral, or career problems that adversely affect an individual's performance
• B. Coordinate their activities with a functional or an immediate supervisor
• C. Determine if the employee is eligible for an official recognition or reward
• D. Lessen the blowback from transitioning from being an employee's peer to an employee's supervisor

Answer: (A)

Counseling is a supervisory tool used to help a member address factors that are harming performance. A company officer should work with the employee to identify personal, behavioral, or career problems that are affecting job performance and guide them toward appropriate steps to improve. This often includes clarifying expectations, offering coaching or resources, and setting a plan with follow-up to monitor progress. The goal is to resolve issues before they escalate and to support the employee’s development. Other options fall outside this counseling role: coordinating activities with a supervisor is a task related to workflow and supervision, not addressing performance-related problems; determining eligibility for recognition is about awards, not counseling; and easing the transition from peer to supervisor concerns interpersonal dynamics rather than directly addressing performance issues through counseling.

Counseling is a supervisory tool used to help a member address factors that are harming performance. A company officer should work with the employee to identify personal, behavioral, or career problems that are affecting job performance and guide them toward appropriate steps to improve. This often includes clarifying expectations, offering coaching or resources, and setting a plan with follow-up to monitor progress. The goal is to resolve issues before they escalate and to support the employee’s development.

Other options fall outside this counseling role: coordinating activities with a supervisor is a task related to workflow and supervision, not addressing performance-related problems; determining eligibility for recognition is about awards, not counseling; and easing the transition from peer to supervisor concerns interpersonal dynamics rather than directly addressing performance issues through counseling.