Support from managers and department
Interview excerpt: Frances found the different management styles of two managers had drastically different outcomes for her productivity and emotional wellbeing.
When I started worked for a manager who I got on really well with. I think I made quite a lot of mistakes, but I think she just kind of overlooked them, or I don't know. But in any case, I got a merit award and I got moved up from grade four to grade five. And then three years ago my manager changed. And she immediately seemed to pick up on mistakes I made. And she's sort of very rule based and follow[s] procedures. And I think [manager] is really good at certain things, she's very good at order, which I'm rubbish at. But she doesn't like anything new. And she doesn't really think outside the box. And I think basically [they are] the two things that I can do. And so she just doesn't think they're huge at all. And so she just focuses on things I can't do, really. I think part of it is because [manager’s] mind-set is so different from a dyspraxic's mind-set. You know, she is so correct with things. And expects you to follow the line completely. [And] I've asked for praise, because I tend to get a lot of criticism. And then they sort of say "Oh, but nobody else gets heaps of praise" [laughs] But it's like, "Yeah, but nobody else needs it because they're not criticised all the time" [laughing].