SATIEE for Managers
We help you simplify the complexity of neurodiversity & disability
Most managers want to help when someone in their team is struggling, and the hard part is knowing where to start. This page shows where that gets stuck today, then how SATIEE gives you a place to begin and keeps you part of the decision to the end.
Many managers can see someone in their team struggling but cannot act until that person tells them what is going on. The fear of saying the wrong thing often keeps them quiet while the real issue goes unspoken and an unmet need is mistaken for a performance problem. When the conversation does happen they may not know which adjustments exist and the request stalls if the employee is unsure what would help. Even an agreed adjustment often needs sign-off from HR, which takes the request out of their hands and out of their sight. This leaves them answering for delays they cannot control and stuck in the middle of a process they never chose.
SATIEE lets managers start support before anyone names a condition because an employee can ask without sharing a diagnosis. Each request arrives in the employee's own words on how it affects their work and what would help, giving the manager a place to begin without guessing what to say. The manager can also browse the same plainly explained catalogue when the employee is not sure what they need. They can approve or decline a request themselves or add their view for HR when it needs sign-off, depending on your SATIEE configuration. Any request waiting on HR stays in their own With HR list so they can see where it has got to. This keeps them part of the decision from the first conversation to the last and makes support a normal part of managing someone.
