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How do you help someone get out of depression?
Pro
36 and my body cannot handle alcohol anymore!
Chief
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Here are some awesome apps for investment:-
1.Groww
All in one app- investment in Mutual funds,stocks,IPO,FD,Gold.
Link:- https://app.groww.in/v3cO/61bcf14
2. Cred
For managing all credit cards at one place. Think as someone is paying you for your credit card bills.
Link:- https://app.cred.club/spQx/ce090339
3.INDMoney
Invest in foreign stocks and efts. As you need to diversify your portfolio.
Link:-https://indmoney.onelink.me/RmHC/9cb8da54
4.WazirX
Its my favourite for crypto investments.
Link:-https://wazirx.com/invite/j9kk5ted
5.12%club
For parking your emergency funds and getting 12% p.a is exceptionally good.
Link:-https://twelveclub.onelink.me/2Cmd/25922c
Never put all eggs in one basket.
Hi everyone! Does anyone in here work for Omada Health ? I have an interview next Wednesday for a PT Member Support Agent role and am unclear on what the pay could be. Glassdoor has the pay estimate at 42k-48k, but I found a comment where someone in the same role mentioned only getting paid $12/hr. I have 8 years of experience as a CSR but I’ve had a couple year gap in between now and my last job. TIA Any advice helps .
Whats the point/use of NFT collectibles?
Chief
Earning $54k/year sitting on my butt
Feelsgoodman ☺️
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Without asking them to tell you if they are neurodivergent, you can ask them specifically if instructions are clear, if there’s a particular way they like to learn, and how you can best support them.
Thank you, I appreciate this approach. I definitely don’t want to push for them to disclose anything they may or may not feel comfortable addressing.
You’re awesome for wanting to do this.
So from a legal perspective, you have this employee mentioning the potential disability, and you know about it. So whatever happens next with you treating them differently may put you in a bind of discrimination with the best intentions. You need to ask HR to reach out to the employee to set the record straight and offer a reasonable accommodation.
Employees might not understand your good intentions and feel like you're giving a favorable treatment or an ADHD employee may feel like they are being treated unfairly, and see your behavior as ableism.
As a mother of a neurodivergent child, I recommend you not assume that your teammate wants you to support them without their knowing.
Thank you for this. That’s a very good consideration and I certainly don’t want anyone feel like they’re being treated differently. I will discuss with HR, and ensure we are treading carefully.
The only way for them to know if they have ADHD is to get screened/tested by a medical professional.
Otherwise it’s pure speculation and may be used to deflect from the quality of their work later on. I’d treat lightly.
Agreed. Definitely need to proceed carefully in this matter.
I would make an effort across all your directs to have specific conversations about what is and isn't working w/r/t communications. It's none of your business if they have a diagnosis or not. It IS your business to ask and to understand how best to communicate to your staff.
Have the conversations with everyone. Say you are going to dig into that with everyone so no one feels targeted. You may get some great ideas about how to run the team.
From my perspective as someone with ADHD, I believe you can support this employee by adopting approaches that don't presuppose they have ADHD. Given that they're a new team member, structuring the onboarding process with transparency would benefit any newcomer.
* Effective Communication:
* Clearly communicate expectations and instructions.
* Offer written guidelines or summaries to reinforce verbal communication.
* Organized Environment:
* Establish clear routines and workflows for consistency.
* Break down tasks into smaller, manageable steps to aid comprehension.
* Frequent Check-ins:
* Schedule regular meetings to review goals, progress, and any challenges encountered.
* Provide constructive feedback and motivation to foster growth.
* Training and Assistance:
* Implement microlearning sessions to facilitate skill development.
* Promote Self-Advocacy:
* Encourage open communication regarding individual needs and preferred learning methods.