About Me
- Repploy ASD Services
- Melbourne, Victoria, Australia
- Repploy is dedicated to breaking down the barriers for those on the Autism spectrum. Description Repploy, formed in 2011, is a Victorian based company which offers a ground breaking service through supporting individuals on the Autism Spectrum, their families, carers and educators. Our staff at Repploy understand, respect and support all our clients individual, social and emotional needs. We strive to identify strengths and provide tools and strategies to ultimately achieve independent life skills. As a company we identified a gap within the current services available to individuals on the spectrum as well as those supporting them. Repploy aims to break down these barriers. I am a mother of a child on the Autism Spectrum, Vice President of CASS (Casey Asperger Syndrome Support), have worked and am currently working with children, adolescents and adults with disabilities specialising in ASD. I have a strong and vested interest in achieving our goals and am dedicated to supporting individuals on the Autism Spectrum, their families, carers and educators. Trudy Cahill Director
Thursday, 8 September 2011
Having to let someone go is a trying time for a manager no matter what the reasons are around it. Managers have the ability to be respectful right to the end as whether we like it or not this is a very personal conversation, one that’s taken personally and at times seen as a personal attack on the individual.
Whether the decision is formulated due to retrenchment, work ethic, performance, serious violation.
Make sure it is handled quickly, fairly and above all professionally……….
Remember in all cases the employee needs to be clearly aware what and why this meeting is being held and as an employer, you have gone through all the stages of performance reviews, offering solutions and support to help an employee improve their performance, or address a serious violation or a Reduction Industry Force; Prior to making your decision to cease employment or holding this meeting.
So if you have to “sack”, then when should you “sack”?
End of the week such as a Friday in the morning usually is the best time (if there is a best time) to cease someone’s employment; it eliminates having to interact with that individual after the deed has been done.
It also give the individuals co-workers the weekend to come to terms with the decision as no matter who the employee is there is always a fall out impact on the team.
As unpleasant as it is for you it is worse for the employee. Having a formal exit interview with the employee and allowing that employee to also air their grievances in calm and heard manner. Remember “it’s not personal“, listening to an irate employee can be hard, stay calm in your mannerisms, language and listen. As a company we also can learn from exit interviews as everywhere has room for improvement.
Saturday, 11 June 2011
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| TV's Favourite Aspie Sheldon Cooper |
What was it that had gone against this person? What in particular was it that had made this individual suddenly unqualified?
On paper according to the employer the applicants skills, attributes and experience were paramount to the position, he was well presented and a good match for the job order………………But didn’t interview well
Through further discussion it became apparent to me that candidate could have possibly had Asperger’s.
Why would this make a difference? I hear you ask.
Well people who have Asperger’s can find the interview process very difficult (more than others) due to the fact that they find it difficult to embrace the simplicities of conversation that is so paramount to the interview process.
They have trouble understanding exactly what we as interviewers are asking of them especially through the behavioural interview questions. You know the ones where we will ask similar questions looking for different insights into a person’s behavioural response.
Where as a person with Asperger’ will look at you and most likely give you the same answer to all, let’s face it by the end of that line of questioning they will probably be thinking ”Do you not understand my answer? Why do you keep asking me the same thing over and over”? This then leads them to start concentrating on trying to work out more of what “your problem” is rather than concentrating on the situation at hand.
Candidates with Asperger’s can easily be seen by interviewers as unengaging, a true “aspie” trait is that they don’t like to hold eye contact; they may fidget, and have trouble interpreting facial expressions.
They will give you Yes or No answers unless you make it clear that you are looking for more. They can be very literal in their answers as well ….
So be careful Mr Interviewer because if you ask an aspie:
They will be trying to work out the” vicious cycle”.
So as interviewers let’s be clear in our requests and what we are asking.
As a person who spends every day with family members who have Asperger’s- I know how highly intelligent, motivated (as long as they like the subject), diligent and most of all the extraordinary sense of humour they have.
As a recruiter I also understand the amazing benefits a person with Asperger’s can bring to an employer
Let’s face it
“if your business is an aspie’s passion you can’t lose”.
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