Successful Performance Improvement
Utilizing Neurodiversity Workplace Coaching to meet performance goals and retain talent
An early-career professional at a top financial company was making frequent and repeated errors in her work. After being granted an extended training period, refresher training, and regular opportunities to connect with teammates for technical support, the employee was formally placed on a performance improvement plan with a 2-month timeline to reduce her error rate.
The employee got connected with a member of our team– their coaching work began by assessing the issue and identifying where barriers could be removed. The coach and employee worked together to determine an accommodations request, which entailed giving the employee flexible working hours so that she could complete her work at the time of day that worked best for her, as well as establishing a practice for feedback to be delivered to her in both verbal and written formats. Additionally, the coach and employee worked together to develop a set of tools, including templates, checklists, and written guides, which helped the employee remember key details when completing her work.
“She walked away from coaching with greater confidence, awareness of practical supports that help her to do her work, and a set of tools that can be translated to a variety of contexts.”
An early-career professional at a top financial company was making frequent and repeated errors in her work. After being granted an extended training period, refresher training, and regular opportunities to connect with teammates for technical support, the employee was formally placed on a performance improvement plan with a 2-month timeline to reduce her error rate.
The employee got connected with a member of our team– their coaching work began by assessing the issue and identifying where barriers could be removed. The coach and employee worked together to determine an accommodations request, which entailed giving the employee flexible working hours so that she could complete her work at the time of day that worked best for her, as well as establishing a practice for feedback to be delivered to her in both verbal and written formats. Additionally, the coach and employee worked together to develop a set of tools, including templates, checklists, and written guides, which helped the employee remember key details when completing her work.
