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Workplace Assessments

What is a workplace assessment?
A workplace assessment explores the challenges an employee is having, or may have ,in their job role and recommends adjustments in order to support the employee and help them work at their best. These recommendations could involve all or some of the following depending on the individual’s needs:

Changes to the working environment
Support and training for the organisation, managers and or colleagues
Technology and software
Coaching
Strategies and different ways of working

Why have a workplace assessment?

If an employee has disclosed that they have dyslexia, dyspraxia, ADHD and/or autism and the organisation would like to make sure they have the right support in place. If an employee is finding their role challenging and they have either disclosed they have or think they have dyslexia, dyspraxia, ADHD and/or autism. A workplace assessment will provide the organisation with the reasonable adjustments needed to be put in place to help the employee overcome challenges and work at their best. Performance cannot be fairly reviewed until the recommended reasonable adjustments have been put in place

What does a workplace assessment involve?

A work place assessment involves 3 separate meetings via Zoom or Teams:

Meeting one with the manager to discuss the employee’s job role, expectations, performance, the strengths the employee brings to the role and any challenges the employee is having. Approximate time: 1 hour
Meeting two with the employee to discuss their job role, strengths, and challenges, and what could be put in place in order to help them work at their best. Approximate time 2 hours.
Meeting three with both the manager and employee to discuss the reasonable adjustments recommended. Approximate time: 1 hour.

A detailed report will be sent within 5 working days of the assessment to the manager, employee and the person who requested the assessment.

Coaching

What is coaching?

Coaching is having a safe and confidential space to explore what is going on for that individual. Coaching will help them to unlock their potential and maximise their performance by increasing their awareness and understanding, developing new ways of working and holding them accountable.

Why have coaching?

Coaching is beneficial for most people; however, it is particularly useful if an individual is finding their role challenging or needs additional support.

Coaching will:

Help the individual better understand their neurodiverse thinking style and the strengths and weaknesses associated with it.
Build strategies and explore different ways of working in order to help them work at their best.
Increase confidence and self-belief.

What does a coaching involve?

he coaching sessions will take place via Zoom or Teams, are flexible and tailored to the individual. The number of sessions, the length of sessions and the gap in between sessions will vary depending on the individuals needs. A written report summarising the session and containing the agreed actions which will be sent within 2 working days of the coaching session.

What is co-coaching?

Co-coaching is a safe and confidential space for both the employee and the manager to work together with a coach to help increase understanding and develop new and more effective ways of working together. Co-coaching sessions often take place alongside coaching sessions for the employee. Why have co-coaching? Some of the most common reasons for co-coaching are:

To help the manager have a better understanding of the employee’s neurodiverse thinking style.
Improve communication.
Reduce conflict.
Develop new ways of working together that works for both parties.

What does co-coaching involve?

The sessions will take place via Zoom or Teams, are flexible and tailored to the individual. The number of sessions, the length of sessions and the gap in between sessions will vary depending on the manager and employee's needs. Ahead of the first session a separate call with the employee and the manager will take place, to find out what they would like to achieve from the co-coaching. A written report summarising the session and containing the agreed actions will be sent within 2 working days of the co-coaching session to both manager and employee.