It is estimated that as many as 80% of people with Asperger's Syndrome (AS) do not have full time jobs. One of the primary reasons cited is that most people with AS are not able to function well socially.
Employers who take the time to learn some simple ways to deal with their AS employees will often fine that these people are hard workers, focused, honest and loyal. It is worth the adjustment.
Your employee with AS needs to know exactly what you want from them. Give them goals that are very clear. Be descriptive. Instead of saying something general, lay out precisely what you want them to do.
People with Asperger's tend to think very literally. When speaking to them, be literal and descriptive. Don't just tell them something is "Over the Top," instead, tell them precisely what they did that you feel was overkill.
Most people with Asperger's don't process verbal communication very well. Writing is often much easier and preferred. Write instructions, guidance, policies and other information that you want your employees to have.
Your AS employee may not be very good at thinking on his or her feet. That is a common trait of Asperger's. Because of this, you should give them topics for meetings a day or so beforehand so that they can prepare.
People with Asperger's don't respond well to emotionally charged discussions, especially if they think that they are the reason the person is upset. Calmly describe the behavior that you want to adjust and discuss with them ways they can make the changes. Don't yell, raise your voice, accuse or berate.
Your AS employees are not all that different from your neuro-typical (NT) employees. While they may require some adjustments or minor communications, they should not be treated differently. They especially should not be treated as if they are mentally deficient, retarded, lacking intelligence or different.
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