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• Gathering employee feedback about job satisfaction and concerns.

By maintaining a structured approach to performance management, managers can foster

ongoing development and job satisfaction.

Best Practice 3: Address Poor Performance Thoughtfully

Poor performance can arise at any stage of employment and may be particularly likely for

Autistic employees due to:

• Workplace environments that are not Autism-friendly.
• Misunderstandings about job responsibilities.

• Communication barriers.
• Lack of motivation.

To address these challenges, managers should take a mindful and proactive approach:

1. Assessment and Adjustment of the Work Environment: Managers should
evaluate the workplace and implement reasonable accommodations to better support

the employee without disrupting others’ work.
2. Maintenance of Open Communication: Managers should provide consistent,

constructive feedback and engage in meaningful dialogue.

3. Investigation of Causes: Before providing feedback, managers should gather all
relevant information to understand the root cause of performance issues and develop
appropriate solutions.

4. Provision of Specific Feedback: Managers should clearly address particular
concerns, clarify expectations, and outline targets or standards for improvement.

5. Avoidance of Personalisation: Managers should focus on behavior or outcomes,
not on the employee’s disability or personality traits.

6. Encouragement and Detailed Explanations: Managers should avoid asking
simple "yes" or "no" questions. They should allow employees to fully explain their

perspective and rationale.

7. Provision of Support: Managers should regularly ask employees if they need
assistance and discuss ways to enhance support.
8. Explore Motivation: Managers should investigate any lack of motivation and

collaborate to identify strategies to inspire better engagement and performance.
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Project Number 2023-1-IT01-KA220-VET-000152721