Telling manager about being autistic

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I have a supervision next week (a meeting with my manager where I'm meant to talk about any issues I'm having and she talks about how pleased/displeased she is with my work) and I'm thinking about mentioning the fact I'm seeking a diagnosis of autism/aspergers.

I don't experience many difficulties in this job, but there's a few things I think I can tell her which would help me.

The problem is I just don't know what to physically say and how to bring it up. She usually says "Is there anything you want to add to the agenda?"(usually I say no because it's not been that long since our last supervision and nothing's happened) but I don't know how much to say at that point, and what to cover when we actually get onto the issue later, at the end of the meeting.

Have any of you guys done this? How did you go about mentioning it?

I am out about my Asperger's at work, but I did not talk about it until I got my diagnosis (the provisional one anyway). I would advise you to also wait until you have documentation of some kind as it will be necessary to have it.... and if it is determined that it is not, in fact, your diagnosis, you won't be making a fool of yourself.

Why will it be necessary to have documentation?

All it would be for is saying "I have these difficulties, this is what we think it is. This is how you can help."
That will be the case regardless of what label they put on it when/if I am diagnosed.

If you don't request any form of accommodations at work, then you don't need documentation, but you do, you'll need it.

I told a manager about it (or the only one I felt would be cool with it) and it went pretty well. If you feel them knowing would improve your work environment and it's the sort of thing they wouldn't hold against you I say go for it.

This is the main thing what is causing me anxiety with getting jobs. I just get embarrassed when telling people about my condition. I just sigh at the thought of how wonderful life must be to be a person who doesn't have anything wrong that they need to tell employers.

I think when I finally get in a situation where I have to tell an employer about it, I think I would say I've got learning difficulties or learning delays. It just sounds more generalised, and I'm no stereotypical Aspie so I could get away with telling them anything I want. It'd just be easier.

Depends on your trust in the manager and the job involved too, especially if it's affecting your performance. I've had problems lately and had to spill the beans about 3 weeks ago, and I wasn't keen on it and even though he was kind of a @#%^ about it he worked with me a bit. You shouldn't require documentation unless you're actually going around and asking for actual accommodations with HR or something (and I avoid those altogether). I recommend still having it though just because my situation and your situation could be very different :/

I definitely would refrain from doing it though if you haven't been working there long and/or have no reputation; I avoid telling people unless they're used to me to avoid generalizations.

I told my manager in an email prior to my return to work after 4 months off sick with stress last year.
I would never have been able to tell him in person.
He has been very supportive, which is why I feel like sh*t now because I'm off sick again and have been for month (signed off for another month as well). This is driving me nuts ... I just want to be well enough to do my job but for whatever reason, I'm just not coping.
I had worked there for 6.5 years before going off sick the first time, so had built up a good reputation.

I told my manager three months after I joined. This was necessary because the assistants I have, complained about me. He showed a certain understanding, but recommended me not telling to anyone else.

As these ladies didn't stop to complain about my missing communication (was not true, I tried everything to talk to them, but they were simply not interested), I told them that I have Asperger and that's the reason why I seem to be different. That was at a point where I didn't have to lose anything because they had destroyed my reputation already.

The result was that everything turned worse. By instance, they asked my boss if this is infectious. Since that day I am convinced that an AS has more problems with primitive people than with smart people. But it's bad that my boss thinks much of them. Further he has threaten me: Before they resign, I will have to go. To be honest, this idiot is the worst boss I ever had in 25 years.

In the USA, it is outright ilegal for an employer to fire an employee for having a disability. Its called the Americans with Disabilities Act (ADA). Do they have something like that in Germany? If there is something like that, use it.
I had a similar experience. A person in authority (not even my boss) tried to get rid of me because of my Aspergers, couching it in such a way that I seemed a drooling idiot. When ADA responded, she backed down in a hurry and has left me alone ever since.

I am still in the probation period and for other reasons I want to quit this job asap. Today I had an interview in an employment agency and the interviewer knows my company from the past. She understands why I want to leave and said that this company let a very bad impression on her. But the most relevant is the position itself which doesn't fit to me and the boss and the two stupid (believe me) assistants. I know there are many better opportunities.

The problem is the spectrum is so big, it has exacerbated my issues at work to the point I had to file a Civil Rights Complaint with the city (I also work for the city), which makes these types of situations all the more tenuous.

If you believe that negative feedback directly relates to your disability, I would get a diagnosis and get protected first, like I did. Now I have the Union, Civil Rights, and Dept Workforce Development ats my advocates in lieu of any discplinary action I find to be retaliatory.