Here’s a tricky one for you, and I welcome your thoughts.

Here’s a tricky one for you, and I welcome your thoughts. I have an employee (entry level) who shared with me about 3 months after starting with the company that he “has the aspbergers”. I’ve gently provided information about the RA process that could help him be successful, but he has been very clear to me that “those kinds of programs don’t help me.” Because he hasn’t requested any RAs, I must hold him to the same standards of all other staff at his level. He is NOT successful. Every couple of days we have a “50 First Dates” situation with him. Reminding him that he has already been trained in different processes, retraining, etc. I’ve rewritten his performance standards, trying to help him succeed, but he’s still failing. He makes approximately $40,000/yr, and we aren’t getting even close to that much productivity out of him. Do I have any choice but to proceed with a failure to perform action?? It’s become exhausting, but I don’t want to fire him. Help!

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34 Comments

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  1. FGB user

    What is RA?

  2. Anonymous

    request accomodations?

  3. Rebecca Ali

    reasonable accommodation(s)

  4. Kat

    As above, I believe the poster is referring to Reasonable Accommodations for a disability. It's part of the ADA. It protects your rights and can help keep your job. For example, students can request alternative types of tests or more time to complete exams. Your medical provider can complete a form for HR specifying the condition and what accommodations are needed so you can keep your job. If the worker doesn't do it, they lose the protections the ADA provides.

  5. Anonymous

    Thanks for your comments. Very helpful!

  6. Anonymous

    Reasonable accommodations

  7. Kat

    Why don't you want to fire him? He's not meeting expectations and refuses help and your guidance. [I'm assuming RA=reasonable accommodations for his situation here. Do you know for sure he has Asperger's or is he using that as an excuse?] He's not retaining information or any of the training that's been provided. He's just making your job harder. It's time to stop being nice, since that's not getting you anywhere with him. If he's not requesting accommodations and his disability isn't formally documented (official documentation on file with HR, not just a personal aside to you) then discuss the termination process with HR. If you need to start with verbal warnings and performance expectations, then do so. You spell out what he needs to do (answer the phone in 3 rings, follow procedure X when situation Y occurs, etc.) and if he can't do the job, proceed to the next step. Make sure you have documented all the times you've offered help, support, tried to rework his position description and the lack of success he has in the position. Some people aren't a good fit for certain types of jobs. It's not your job to try and make this work when it clearly isn't. Find someone who'd like to make 40K a year (I don't) and can do the job the way it needs to be done.

  8. Anonymous

    Thanks for your comments. Lots to think about…

  9. Anonymous

    If I am reading correctly, he is choosing not to use any for of accommodation, which is his right, but that also requires him to perform. If he isn't performing then he isn't performing. I know many who choose not to use workplace accommodations (for various needs), but they also have learned how to adapt and still perform their job accordingly. This may just not be the job for him or he may come to realize accommodations are what he needs to succeed.

    I am not sure if your business offers it, but you could put him on "probation" and state that he has to make certain quotas if you haven't already. If they don't or rewriting his performance standards was his form of probation then you may have to fire him. You have legit reasons why as he isn't performing.

  10. Anonymous

    Thanks for your comments. Very helpful!

  11. Anonymous

    Can you report to HR that your employee has revealed Asperger’s but has refused intervention, and that you are concerned because performance is suffering?

    Sounds like this is something HR might be able to discuss with employee.

    Difficult situation. Hope that employee will get help.

  12. Anonymous

    Thanks for your comments. Very helpful. For the record…. We work in HR.

  13. Anonymous

    Given that you work in HR, are you able to cite the success of past accommodation programs? Perhaps that will give the employee the confidence to request accommodations.

    Because your group’s function is HR, you are also in a better position to persuade your employee that the accommodation program is a sincere and effective initiative — not just window dressing.

  14. Heather Bingham

    I am very hot on inclusion; I've worked through bipolar for the last 27 years, requiring an adjustment to my hours, and I'm an org psych with a focus on D&I, so I hope I have a useful perspective. The way it works in the UK, when done properly, is that if he declares a reason for being unable to perform the role as standard, he must request any adjustments himself. He is the one who knows his situation best, so he has to be, to a degree, the expert in any necessary alterations. You put in place those you can, and negotiate those you can't. Then you judge him as you would judge anyone else, against the standard expectations within the framework of the adjustments you have put in place. If he doesn't give you the opportunity to provide adjustments and either doesn't perform in a way that you strongly suspect is a result of his Aspergers, or you think he is just badly suited to the role, you are 100% right to judge him against you customary standards. However, I'd like to suggest that he may be signalling to you that he wants to suggest adjustments - "those kinds of programmes don't work for me". I would just ask him what he needs. I have personally worked with an adjustment for the last 20 years and have always otherwise been judged as usual. This is how it best works and it has done me the power of good.

  15. Anonymous

    Thank you for your comments. Very helpful.

  16. Anonymous

    My niece has Aspergers. I understand that it can be frustrating that performance is not up to standards and that this person does not want RA. I do know my neice does not want special treatment and that as someone with Aspergers they may not want to be considered disabled, just normal. It is putting you in a difficult situation. I am sure that your employee wants to do a good job.

    I agree with another persons recommendation. Talk directly with your employee. Explain to him that his performance is not satisfactory and that you will have to start documenting that. You will have to explain the whole sequence of events that could occur, probably more than once. Then explain that you would prefer if he would request RA so that 1) he can improve his performance and 2) he can keep his job.

    In the end you can only help him if he is willing to help himself. Best of luck!

  17. Anonymous

    Thank you for your comments. Very helpful!

  18. Anonymous

    Thank you for your comments. Very helpful!

  19. Deb Horner

    My experience with the spectrum is extensive. I have over 40 years of it, so much of what I say may come across as too blunt for the rest of society. If so, my apologies to those I will offend.

    The person who has the Asperger's has a limited understanding of what is expected in real life work experience. You may have to assign him an RA to get him to accept it. You may need to write him up over his failures to perform. Understand that he is probably experiencing enhanced anxiety over the conversations you have had and being unable to figure out how to change the story into something positive. If I were working with him, I might provide social stories. Social stories explain a dilemma and then explore positive, appropriate solutions in terminology the person can comprehend. If this young person has Asperger's, they are probably pretty high functioning, including high IQ and higher than average (for autism spectrum) social skills. That doesn't mean that they are in a position to understand why you are complaining that they aren't performing. Unlike the rest of your employees, if you make it a sandwich (compliment, complaint, compliment) they will ONLY hear the compliments and never address the complaints. How does this person learn best? Reading, listening, visually, or hands on? Then address the complaints using those technologies. Address the issues individually, and work on the one that drives you craziest first. It seems illogical, but eliminate your stress by having him work on the task that you spend most time cleaning up after. Remind him that following directions didn't stop the day he graduated.

    Best wishes for both of you.

  20. Sheila Tria

    you nailed it Deb!!!

  21. Anonymous

    Have you engaged a lawyer? If someone claims a disability it can be tricky. I worked for a company that the situation was similar with an employee. She would show up hours late almost everyday because she was “tired”. By the way, part of her job was reception so it truly impacted the office when she was late. She also claimed a disability. Her manager had to go through a process to prove she was doing what she could to support and accommodate, more so because of her disability. After weeks of taking steps and documentation with no improvement she was able to let her go. That said I’ve seen this go the other way in other places I’ve worked and employees have really improved. So you never know.

    My point is depending on your jurisdiction you may want to get a consultation and ensure you are taking the proper steps. Even to ensure you have in writing you discussed RA is helpful. Good luck!

  22. Anonymous

    If they do not accept help but prefers to be treated as a standard employee then the same policy applies. They must be held accountable for the quality of their work.

  23. Anonymous

    Agreed. She did what she could by offering him resources. He didn’t take it and that’s on him. A lot of companies will hire people with varying disabilities and not have a real support system in place. They are still in a protected group and make it difficult for their coworkers who have no other options. They are left picking up the slack and that’s unfortunate. If the situation isn’t helping productivity, she should enforce the policies.

  24. Anonymous

    You really should consult the attorneys and HR at your company.

    The very fact that your employee admitted that he had a medical issue that may interferre with is work, means you may have to give him reasonable accomodations due to his medical issue. Not doing so could give him a legal basis should he decide to file a discrimination lawsuit. So if your companies have attorneys, use them. Thats why they get paid the big bucks for. Make sure that whatever decision you make is solid to avoid future litigation. For example, if you ever discussion his medical condition over an email, that could be enough to prove that you atleast knew about it to give him the reasonable accomodations he would be entitled to. Read up on employment medical discrimination. It is illegal under both federal and state laws to discriminate against an employee based on his or her medical condition with regard to employment decisions. These decisions include hiring, firing, promoting, demoting, training and job assignments. And I am not saying you are, just make sure you do your research and don't try to handle this alone. get your job attorneys, HR and other folks in leadership involved to make a solid decision going forward, because you never know what the EE next steps will be.

  25. Sheila Tria

    absolutely correct!!! whoever you are keep speaking the truth!!!

  26. Anonymous

    I'm having a hard time understanding why you don't want to let him go. You are not his mother, and it's not your job to protect him. This is a job. One he seems unable to perform. He's not a fragile flower, he's a grown man and can learn to deal with tough situations like we all do.

    You can actually provide him a gift by redirecting him. He's not stupid and he's not incapable. This just isn't for him.

    The only tricky part is ensuring that you won't get sued under ADA. So check with an attorney.

  27. Anonymous

    I agree with others that your employee is not "hearing" your conditions for performance and the consequences. I have found this thread to be extremely informative and helpful in how to approach such issues constructively.

    I was forced by my manager to hire an employee that had all the signals of trouble, but the issues played differently than I could have expected. The employee quickly demonstrated they did not have the skills I needed. I spent hours patiently reviewing their work with them, demonstrating what was wrong and what was required. They did not "hear" anything until I expressed impatience (within pro boundaries) that there had been no progress, the same issues continued without any improvement. Employee was completely shocked and shaken -- and asked why I had not provided feedback previously. I realized they had not heard me before. Employee immediately requested an accommodation from HR citing a very common medical condition managed by a significant percentage of the American population without accommodation (my HR partner was livid). The employee was self-aware enough that they would not succeed in the job to eventually resign, but has continued to stalk me since, sending me a hate letter on the one-year anniversary of resignation (I have blocked as I can). Sad situation for all; had I read this thread during that time I could have possibly handled it better.

  28. Anonymous

    My teenage son was recently diagnosed with Asperger’s & we’ve been trying to figure out everything (with lots of help.)

    Meet with him that his performance is not as expected but you know he is very bright & capable and don’t want to lose him. Then have him help with solutions. What worked best in college/high school?

    he may have a lot of Executive Function issues (organizing tasks, figuring out priorities, starting but not finishing). There are apps & calendars that specifically help people on the spectrum & can be immensely helpful. Fairly detailed lists of each process. And clearly articulating which tasks should be done in which order.

    sensitivity to light/sounds temperatures & other distractions or he may be totally oblivious to all of them, so you have to directly make sure he sees/hears you. Many of these things are easy to control. (Ex, while the orthodontist was carefully showing him the computerized models of his teeth & how the braces would work, he was staring intently at her, presumably (to us) really interested in the discussion, but when he asked if he had any questions, he asked why her eyes were so bloodshot with little red lines in them. I was mortified- this was before we figured out the Asperger’s. He was paying careful attention to her, but not on what she was saying!)

    if personal hygiene is an issue, privately call him in and tell him he needs to shower and put on deodorant each day before work. (Be thankful he’s not a 16 yo boy!)

    he may lack normal social communication skills, not understand sarcasm, tone, etc. for example, which greeted with “Hi! How are you?” He may be panicking in his brain if this is one of those (to him) “trick questions). Do you mean how he is actually doing (really annoyed, I cut myself shaving & stubbed my toe) or is this a “neurotypical” pleasantly and thus fine AND reciprocating by asking how you are is what you mean.

    he may need to know exactly why something is necessary. (My son reads incessantly but refused to fill out reading logs for class because they didn’t prove anything. My older son & I pleaded with him - but you’ve actually read the books & half the kids just make it up! That was exactly his point. It proved nothing. Ummm I didn’t have an alternate response!)

    I hope these examples make sense. Now - for the good side. He most likely thinks way, way out of the box and spot abnormalities in patterns in seconds, so harness that!

    Many people think Elon Musk has Asperger’s- he’s dreamed up & turned into reality cars that drive themselves & rocket boosters that can be re-used, both way out of the box. At the same time, he has excitedly shared news that shouldn’t have been shared! (My son recently attempted a joke involving the number 69 while at dinner with the whole family including grandparents!)

    pattern wise - one manager at Microsoft would ONLY hire people with Asperger’s for coding because they could instantly see where the bug in the thousands of Lines of code.

    I could go on & on since I’m so involved with this (but I won’t!)

    finally, I’m somewhat religious, but call it God, fate etc, there may well be a reason he’s working for you. You may have a child or grandchild, niece, nephew who has Asperger’s & you’ll be well prepared. Feel free to reach out if I can be of more help!

  29. Anonymous

    My son has Asperger’s and this is spot on.

    Your employee may not want an RA or accommodation as they’ve probably had them before in school and no one followed them consistently. So, basically it’s just words on paper and has no validity.

    Also, providing retraining, different processes, and revising performance standards may be extremely confusing to them. They are typically very literal. They need one process and it should be detailed out. The performance standard should be the same for them. If theirs is different than it’s not a “standard” and will have no meaning.

    They also do not respond well to phrases like “have this done as soon as possible” or “let me know when you’re done.” You may be waiting a long time or never get it.

    Feedback should also be given very matter of factly. Forget the pleasantries that neurotypicals need. Aspires need you to be direct. Not mean, but to the point. Also, don’t do small talk, it’s not their strength. As an example, if you bring up the weather, you might get long winded and detailed account of all types of clouds as an avalanche of information is a coping mechanism for them.

    Kepp in mind they have high sensitivities to sounds, smells, light, etc. While someone tapping a pencil, the hum of a fan, etc. is no big deal to us, it may be very disruptive to their concentration. Also, many have issues to light, especially bright or fluorescent light. Soft and natural light are better.

    If HR doesn’t have anyone experienced in working with neurodivergent individuals, they need to.

  30. Jodi Gonzalez

    SUPER helpful! My 18yo has Asperger’s and we always knew but didn’t confront til this year with senior year and him hitting a wall. Total burnout from masking. Your ideas are just honestly making me cry happy tears.

  31. Karen Gongaware

    People with Asperger's syndrome are not stupid, have phenomenal memories, and learn quickly. They have a social glitch or glitches and have trouble in social interactions. That said, it sounds like your employee is not invested in learning. Yes hold him to the same standards for work as he is capable. He is choosing not to succeed and basically playing the helpless role. I am a therapist who worked with children and adults diagnosed on the spectrum. Depending on his background, he is either used to getting away with playing forgetful or believes his stating he has Asperger's gets him a free pass. Nope to all.

    May sound harsh, but he actually can be highly successful, if he wants to put in the work and effort.

  32. Emilie Johnson

    I've been a teacher for 16 years and have worked with students with a range of abilities. I have found that many people need to receive feedback in written form or it just doesn't soak in. Even email doesn't do it for some people, they need it written or typed out on a piece of paper to really "get" it. You might try that with this employee.

  33. JJ

    Can you find another role?

  34. Liz Milne

    I would say - and this is going to sound harsh, but it's not intended to - don't tell him things gently.

    Autists have issues understanding metaphor and nuance, and even though Asperger's is 'high-functioning' (in quotes because it's not really an appropriate term, I just can't think of something better right now, sorry!) he is probably not picking up your subtle hints about RA processes and the fact that he's not succeeding.

    Be blunt, but friendly: 'your work at the moment is not good enough. But I don't want to fire you, so you need to tell me what I can do to help you improve X, Y or Z.'

    I guarantee that he will be grateful for your plain speaking, even if you feel horrible to be so tactless.

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