There are many things to be discussed around the subject of employing a PA as a disabled person, and the one I want to address today is being assertive.
I have learnt through my experience of employing PA’s that I need to be assertive to make sure that my PA’s are meeting my needs. I’ve employed many people in the last 5 years, some have been amazing, others have been OK and others have not been so good. It’s when you’re not happy with the way someone is working for you, for whatever reason, that being assertive becomes really important.
I employ PA’s to come into my flat twice a day to do the things that I either can’t do myself or just need a bit of help with. They are coming into my daily living routine and therefore I’ve always felt that it is very important to employ people who I’m completely comfortable with. If I’m not completely comfortable then something’s not right. Think about it, if you’re not disabled you would expect to feel comfortable carrying out your daily routine, so why shouldn’t I just because someone is helping me?
There have been times where I’ve felt uncomfortable with a PA, or where they’ve not been meeting my needs. A lot of the time it’s the latter because they either can’t or won’t be flexible enough. Most of the time there’s been something concrete, like they haven’t been able to do the shifts I’ve needed, or haven’t been willing to. In these situations I’ve had to tell them that the employment relationship is no longer working for me and that I have to find somebody else. This takes a certain amount of assertiveness because it’s not easy, as I’ve found, to be in that position of authority and tell someone that they can no longer work for you. It has to be done, though, to ensure you’re happy with the PA support you’re receiving and ultimately that you’re running the show rather than fitting around other people.
This, however, is the easier of two options. There isn’t always a second option, but I’ve recently found myself in a situation where I do have the second option. Sometimes you might employ a PA who you are not entirely comfortable with and there has been no significant event that has given you cause to end the employment relationship. What do you do in these circumstances?
I’ve let the situation go on for months, feeling too scared to voice my concerns to my PA. I wasn’t happy with her attitude towards me as her employer and felt that she didn’t fully understand the role of a PA. I felt like my independence was being compromised because she was questioning the way I used my PA’s. The problem was that I didn’t know how to voice my concerns, or if it was even fair to do so. Instead, I told my parents about the situation and they were able to give an objective view. This really helps because sometimes, when you’re too involved in the situation yourself, it’s hard to see what the right course of action is to take. My parents could see that my working relationship with my PA wasn’t right and needed to change significantly if it was going to continue. This gave me the courage to step up, be assertive and deal with the situation.
I could still have ended the employment relationship and just said that it wasn’t working out, but I decided not to. As an employer I have a responsibility to be fair to my employees and give them a chance. I decided to explain my concerns to my PA, make it clear what isn’t working and why things need to change. I’ve said that if things do change I am still happy to employ her and will review the situation in six weeks but that if she feels that she can’t work in the way I need her to I’ll have to find somebody else. I don’t mean this in a harsh manner, I mean it in a kind manner. Stating that I will review the situation in a set amount of time also formalises the relationship a bit. This can help when things aren’t quite right because it makes it clear to your PA that if you don’t see a change you will need to end the relationship.
Rather than having the attitude ‘you’re not doing what I want so I don’t want you to work for me anymore’ I’ve clearly stated how I need the employment relationship to work and understand that if she is unable to work like this then it needs to end for both our sakes. That’s far harder than just ending it immediately.
I made sure that I took time out to figure out how I felt about the whole situation before voicing my concerns. This meant that I could be completely open and honest with my PA, not from a place of anger and resentment but from a place where I could feel that what I was doing was the right thing for both of us. Whatever response I get now I’m confident that I dealt with the situation in the best and most appropriate way.
It is always important to speak up when you feel that your PA is not meeting your needs, either physically or emotionally through making you feel uncomfortable. Before you do, though, think about what it is you’re not happy about and why you’re not happy about it. Then, without getting angry or confrontational, clearly state how you feel and what you need to change. This is how you can become far more assertive and create far healthier relationships with your PA’s. It’s not about whether you think that person is good, or mean, or doesn’t care enough. It all boils down to whether they are the right person to be YOUR PA. When you feel that somebody isn’t right for you, you can then say with integrity that it’s not working for you and that either something needs to change or unfortunately you will have to let them go.