Alison joined a new firm as an analyst.

She would come into work every day at the same time.

She would sit down, re-arrange her desk slightly and start work.

12.45 would be time for lunch.

5.30 would be time to go home.

Soon she was identified as a star performer.

So she was invited to a star performer’s training day.

Much to everyone’s surprise, she turned up late.

She made every effort not to participate, and even became aggressive when challenged.

Soon after, she left the business.

Alison joined a new firm as an analyst.

She would come into work every day at the same time.

She would sit down, re-arrange her desk slightly and start work.

12.45 would be time for lunch.

5.30 would be time to go home.

Soon she was identified as a star performer.

So she was invited to a star performer’s training day.

Her boss sensed that she was uncomfortable with this.

He asked her about her work and her motivations.

Alison didn’t go to the star performer’s training day.

She continues to perform brilliantly.

Alison has a form of autism.

This is a story recounted to me by a diversity professional in a leading bank. I take no credit for anything; I just found the story incredibly powerful and wanted to use it to highlight the power of understanding your employees and what their motivations.

Luckily, we are not all the same.