Working with someone on the autism spectrum (including those with Asperger syndrome) can be an enriching experience for managers and colleagues alike, but it may also present some challenges.
Here we explain how to avoid or overcome any difficulties in order to ensure enjoyable and effective working relationships.
Many autistic people have a variety of exceptional skills that enable them to thrive in roles ranging from sales assistant to computer programmer, to name a few. However, they are often disadvantaged when it comes to getting and keeping a job because of difficulties with social communication and interaction, other people's lack of understanding and sensory issues. Autistic employees may need some support within the workplace.
Simple steps to adjust for people with disabilities
Clarify expectations of the job. You may need to be more explicit about your expectations for an autistic staff member. As well as providing a clear job description, you need to explain the etiquette and unwritten rules of the workplace.
Provide training and monitoring. Clear and structured training is invaluable. This can be provided informally on the job, by a manager, colleagues or a mentor or may take the form of more formal training.
Make sure instructions are concise and specific. Try to give the employee clear instructions right from the start about exactly how to carry out each task from beginning to end. Don’t assume the person will infer your meaning from informal instructions. You may also choose to provide written instructions.
Ensure the work environment is well-structured. Some autistic people need a structured work environment. You can help by working with them to prioritize activities, organizing tasks into a timetable for daily, weekly and monthly activities and breaking larger tasks into small steps.
Regularly review performance. As with any employee, managers should have regular one-on-one meetings with the person to discuss and review performance and give overall comments and suggestions. For an autistic staff member, brief, frequent reviews may be better than longer sessions at less frequent intervals.
Provide sensitive but direct feedback. Autistic people often find it difficult to pick up on social cues, so make sure your feedback is honest, constructive and consistent. If they complete a task incorrectly, don't allude to or imply any problems. Instead, explain clearly why it is wrong and what they should do instead.
Provide reassurance in stressful situations. Autistic people can be quite meticulous and can become anxious if their performance is not perfect. You can help by giving concrete solutions to these situations and reassure them that if they occasionally arrive late due to unpreventable factors, this is not a problem.
Support your staff member to prepare for changes. Give information about changes to the workplace or tasks well in advance.
Ask about sensory distractions. Autistic employees sometimes benefit from things like screens around their desk, noise-canceling headphones or their desk being in the corner.
Help other staff to be more aware. If your autistic employee gives consent to their condition being disclosed, then providing colleagues with information and guidance on autism can benefit everyone.