I recently hired an employee who has highly functional Asperger's. I had retained him for some consulting work in the past, so I knew he was a great fit for a role needing a meticulous workhorse - hiring him was a clear choice that I don't regret, but at the same time I'm having difficulty thinking about how I can interact with him to be most effective (beyond the obvious MT stuff: the Trinity).
For example, when I stop by his desk to check in he has difficulty stopping what he is doing and interacting with me - he will often keep his eyes on his screen and say "things are great". Knowing that it can be tough for ASD individuals to transition tasks, I don't want to insist on making these check-ins work like they do with my other employees, but at the same time I need some small way to keep the pulse on daily work/give direction for the next step/etc.. I've thought about setting up a daily touch base to "schedule" the 2 or 3 minute check-in - not sure if that'd come off as micromanaging or if he would appreciate the gesture. I've thought of just asking him if he would like it, but I don't want to make him feel like I'm making exceptions for him because he's not good enough for what everyone else gets.
I have read some things in HBR and elsewhere about ASD employees and resonate with their overall message - ASD employees can be very effective, but you might have to make some adjustments to help them be comfortable. Curious what of this advice others have found most helpful?
Wondering if anyone else has some tactical experience with helping ASD employees be most effective at work? Did you find it helpful to make any adjustments vs. how you usually interacted with your team? How did you balance giving real help for a legitimate condition vs. pretending to be a paychiatrist? Is it helpful to discuss the ASD openly or was it more effective to find subtle ways to make accommodations?