What can I do at work to help someone when they do not know where to start?

Short answer

A useful starting question is: “What is getting in the way of this work, and what would change it?”

What this can look like

A useful first meeting can start with one recent work moment rather than a broad question about what is wrong.

Why it can happen

Start with one recent situation, not someone’s whole identity. That creates a fair path to clearer expectations, useful support or an appropriate next conversation.

What might help

Ask: what was difficult, what made it harder, and what would make the next occurrence more workable?

What the research helps explain

A broad work pattern can be shaped by task demands, health, stress, recovery, environment and support. Public information can help leaders improve conditions and have better conversations; it cannot decide what label, if any, applies to a staff member.

What can vary

Do not diagnose, compare suffering, demand private information or assume that visible output tells you the full cost. New, severe or concerning changes may need appropriate professional advice.

For this situation

For you, document the work condition and agreed action, not guesses about a person.

More info and original sources

Poko summarises the relevance of public original sources and links out for anyone who wants to read more.

• About psychosocial hazards — Australian guidance on identifying and managing work conditions that can create psychosocial harm.
• Executive Functions — Explains attention, working memory and flexibility as distinct, context-sensitive processes.