Prevent Stuttering

There are some people that work in management and human resources that are not sure of what they need to do about employing or having an employee who stutters.  They normally don't know how to react. 

They should keep in mind some basic principles about people who stutter:

• You may work at a place or in the capacity of employing someone that stutters
• People that stutter are just as capable, if not more, to work in any given job with the skills that they have. 
• People that stutter have moved up the ladder to become successful in their careers.

If you work with someone or employ someone who stutters, remember the following things: 

• People who stutter are just as bright if not more so, than those who don't.
• People that stutter are not necessarily afflicted with emotional issues and baggage.
• Just because you may work with or employ people that stutter, doesn't mean that they feel edgy or nervous for whatever reason.
• People that stutter can communicate just like people that don't.  In fact, some of them are able to deal with other people on a regular basis.
• People that stutter should not be held back from promotions just because they have a speech disorder.
• It may be more difficult for a job candidate who stutters to get hired because of their speech disorder.  However, they should not be put to the side because of it.
• Some people that stutter will go to great lengths to hide their speech disorder in fear that it may count against them. 

There are resources available for employees that have a problem with stuttering.  Most if not all companies have EAPs (Employee Assistance Programs) to help them get referrals to places that can help them with stuttering in the workplace.

People who stutter should be upfront with their employers regarding their speech disorder.  They can discuss with them how they can still perform their job in the best way possible, despite the way they speak.