I agree- it's completely not your place to try to diagnose someone you consider a coworker. Or even suggest they look into getting any kind of assessment.
To put it in a different context, I would say it's akin to suggesting to a coworker they may have any other thing that can be found in the DSM.
I mean... I'm kind of... really taken aback that it's considered appropriate to even entertain the idea, actually.
If someone's behavior is interfering with their job- no matter what the source of the behavior [which no one in a co-worker or supervisory position is really qualified to diagnose]- it needs to be addressed according to how it is affecting the performance. If it is a documented medical issue, and that is addressed through HR, that is one thing.
If it isn't, that is on the individual to deal with their job performance. So they can address the issues in any number of ways, but if they can't do the job, they can't.
that may sound harsh, but that's just... the world.
There are things I can't do if I don't have accomodations because of various reasons. But i go through the crap of getting accomodations, or I make extra preparations if I can't get accomodations, or I make ways to work around the challenges because I've gone through the trouble of figuring out why certain things are challenging or i have difficulties in certin situations. After the same situations turned out like crap I needed to do something about it.
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fter all, it's treatable, correct? So why wouldn't it be somebody's place to help him and in the process help those around him?
The passive, do-nothing approach has been tried for too long here and it does not work for anybody.
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This is an adult right?
Why does it sound like we are referring to a child here?
If you don't want to listen to his personal matters, draw a line in the sand.
If you are tired of him running to you with his every problem, but he continues to do it, and you continue to listen... that's not just his fault, you've encouraged that behavior by not establishing a boundary.
That whole "it takes two to tango" thing.
So, no the passive do nothing approach DOESN'T work for anybody, as you are finding out.
But making someone else's life your responsiblity doesn't either. Address behaviors as they manifest and negatively affect the workplace and productivity, not what may or may not be an individual's personal issues outside of work time.