Counseling in the place of work is a procedure that is viewed differently by various organizations. Those that have a clear understanding of it, have gone ahead to implement it and consequently receiving results. Others who do not clearly understand it view it as a waste of time and resources. It is a technical issue that requires the support of a professional. Issues and conflicts in the workplace are a trend that can not be stopped. This is because of the fact that a work environment comprises different people that have unique ways of handling issues. Ignoring the issues of employees at the expense of saving resources of the company may lead to low production. A workplace, just like any other interactive institution is a place where different kinds of people merge to fulfill certain goals and objectives. When these individuals from different backgrounds meet, there will always be issues that the administration has to deal with. One of the most important issues that the management has to integrate into its operations is counseling (Palmer, 2001). The employees need to be frequently monitored and their issues solved for the organization to be productive. Some of the issues that are faced by the employees may be work-based or personal. Both these issues can affect an individual and make him not achieve the required goals. The personal issues may be marital misunderstandings, sicknesses, broken relationships, financial and many more. Work-based issues may include; being overworked, low payments, being undermined by colleagues and higher bosses, mistreatment, and many more. Even though some employees may be sincere about what they feel and share it with the management, others may find it difficult to open up their hearts. It is therefore up to the management to ensure that the environment is conducive enough for the workers to openly tell them what they feel or are going through (Maureen, 2001). The management should however not wait for the employees to approach them with their issues. It may be easy for them to tell that things are not working out well for a certain worker through some behaviors which may include; change in the mood of the worker, low production, being absent from work, reporting late, lack of concentration, and making obvious errors on the job. Once such issues are observed in an employee, the biggest issue is how to approach him and offer an appropriate solution. In most cases, the administration may show a harsh attitude towards the employee without first getting to understand what may be contributing to a certain behavior (McNorton, 2004). Some employers may use threats to get the employee to perform and if they see no change in them they fire them. Such an attitude is not required in the workplace. The employer should be in a position to understand that the employees are not machines that need to be controlled accordingly to make them work. It may also not be easy for them to offer the employees the necessary help because the managers and supervisors don’t have an appropriate approach skills. Some employees may choose not to share their issues for security purposes (Einarsen, 2003). They consider their problems too personal to be shared. However, with a skillful approach, even the most reserved employee can be made to speak out. This is the reason why the management needs to employ psychiatrists in their organization to help them deal with such issues. However, the role of monitoring the psychological we