How live with asperger in the office

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We know that we unwittingly live in a world where our environment is not what it seems. As already mentioned in previous post, people with asperger are usually those that go unnoticed but are in the background, more than the rare place, misunderstood.

That is often because we do not give ourselves the opportunity to know them and when we do not have the tools to face it. On the one hand, because the policies of the company do not have clear and established against it and on the other because even when we have clear policies, we do not put them into practice.

Mainly, the asperger is characterized by a lack of social skills and communication skills. In addition, such individuals may be deficient in tactile perception, psychomotor coordination, or visual space organization.

There are few interactions that those who suffer the asperger can have friends with their environment are by choice or the conversations they have really are not the expected fluency. So as your interlocutor do not despair.

To improve the synergy of the group companies should, in the first instance, focus on people who have this syndrome and on the other hand realize how to do so that it does not affect him or the rest of the team in which he develops.

Broadly speaking, what mainly affects individuals with asperger’s is communication but in our contemporaneity “communication is everything” then it also influences the administration of time, impulsiveness, stress and concentration for what the managers of each Company, be it human resources or the boss himself who can integrate the employee.

In terms of communication:

  • Provide advance notice regarding the issue to be addressed at meetings to come, to facilitate communication.
  • Provide notice in advance of the dates the individual will be required to speak in public to reduce or eliminate anxiety.
  • Allow the employee to provide written answers instead of verbal responses.
  • Allow the employee to have a partner or friend who attends meetings to reduce or eliminate shyness.

In the meantime, you can advise that:

  • Divide large tasks into several small tasks.
  • Use alarms.
  • Provide a list of tasks or responsibilities to be done.
  • Provide an electronic organizer and training on how to use it effectively.
  • Use wall calendars to remember important dates.
  • Provide well structured breaks that allow physical rest.
  • Use a personal trainer to reinforce impulsive control techniques.
  • Allow the employee to work from home.
  • Review the employee’s behavior policies.
  • Adjust supervision methods to give better preparation regarding reactions to and disciplinary actions on disciplinary action.
  • Provide a private workplace where the employee does not interrupt other workers by pattering, humming, or moving nervously.

While stress management:

  • Give praise and positive encouragement.
  • Refer these employees to help programs.
  • Allow employees to make phone calls to doctors or ask for support during working hours.
  • Provide sensitivity training to co-workers and supervisors.
  • Modify the work schedule.
  • Allow the presence and use of service animals.

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