Establishing Performance Expectations

Employers commonly ask about establishing performance expectations and accountability standards for employees with autism. While it is important to consider reasonable workplace accommodations that may be requested, such as adjusting a work schedule or restructuring a job description, the overall performance expectations should be the same for an individual with autism as job-related expectations for all other employees. The following best practices pertain to managing all employees, not just those on the autism spectrum.

• Performance expectations should be discussed in the interview before a job offer is made to ensure both the employer and job candidate understand and agree to the work schedule, assigned job duties, and performance expectations.

• Employees with autism have valuable knowledge, skills, and abilities. They should be held to the same standards as all other employees, including job performance, company policies, and codes of conduct.

• Detailed, well-defined performance expectations should be clearly communicated to the employee verbally and in writing. It is important to check for comprehension, rather than assume the message is understood.

• To enhance effectiveness of communication, use direct, clear language, clarify metaphors and avoid figurative speech (e.g., idioms, slang, unfamiliar industry jargon, sarcasm).

• Encourage open lines of communication, allowing the employee to follow-up or ask questions verbally or in writing.

• Do not assume that the employee intuitively knows how well they are performing. Schedule regular, brief check -ins to provide constructive performance feedback. Focus on the facts, and communicate in a direct, clear manner.