Guest Post: Managing Neurodivergent Employees
Walking into a workplace where everyone’s brain works a little differently can be both exciting and a bit daunting. Some team members might process information quickly, while others might need more time to think things through. Some communicate in ways that aren’t what you’d expect, and that’s perfectly okay. This is the reality of neurodiversity, and it’s something many organizations are starting to recognize and embrace.
Neurodivergence includes conditions like autism, ADHD, dyslexia, and more. It’s important to understand that these aren’t deficits but rather different ways brains are wired. When managed well, neurodivergent team members can bring incredible strengths—like deep focus, creativity, attention to detail, and unique problem-solving skills. The trick is creating an environment that respects these differences and helps everyone thrive.
The first step is education. Learning about neurodiversity can dispel myths and reduce stigma. For example, autism isn’t just about social challenges; many autistic individuals have remarkable attention to detail and can focus intensely on tasks they love. Similarly, someone with ADHD might struggle with organization but also bring bursts of energy and innovative ideas. Sharing resources or even hosting a workshop with a neurodiversity expert can go a long way. The more you understand, the better you can support your team.
Clear communication is another critical piece. Many neurodivergent people benefit from straightforward, explicit instructions. Vague directions or assumptions about understanding can lead to frustration. Instead, try using visuals, checklists, or written instructions alongside verbal communication. Recent advancements in AI tools make this easier than you’d think. Check out using Microsoft Co-Pilot with Teams to record, transcribe, and summarize notes. It can even pull out action items! Regularly check in to make sure everyone is on the same page—rather than saying, “Let me know if you need help,” try, “Please give me a quick update every Tuesday on your progress.” Small adjustments like this can make a huge difference.
Flexibility is also key. Some team members might need flexible hours, remote work options, or quiet spaces to do their best work. Showing that you trust employees to manage their schedules and work environment not only supports their needs but also fosters loyalty and engagement. For example, if someone finds bright lights or noise distracting, providing noise-canceling headphones or a private workspace can be a game-changer. It’s about creating a culture of trust where everyone feels empowered to work in a way that suits them.
The physical environment matters too. Bright, noisy, or cluttered spaces can be overwhelming for some neurodivergent individuals. Having honest conversations about what environment helps each person perform at their best can lead to simple but impactful adjustments. These small changes can boost productivity and well-being significantly.
Building an inclusive culture means normalizing neurodiversity and celebrating different ways of thinking. Recognize and highlight the unique talents that neurodivergent employees bring to the table. Avoid making assumptions about what they can or can’t do; instead, focus on their strengths and contributions. When everyone feels valued for their differences, the whole team benefits. Important note: make sure to engage your neurodiverse employees about their level of comfort regarding public acknowledgement before celebrating wins or delivering critical news.
Supporting your neurodivergent employees might also mean providing extra resources like mentorship, coaching, or access to mental health support. Creating an environment where people feel safe to share challenges without judgment is essential. An open-door policy or partnerships with mental health professionals can make a real difference in helping employees succeed.
Finally, patience and ongoing learning are vital. Managing neurodiversity isn’t a one-time effort; it’s a continuous process of listening, adjusting, and growing. Regularly check in with your team about what’s working and what isn’t - and realize that might change between employees. There likely isn’t a ‘one-size fits all’ approach that works for everyone. Keep educating yourself about the latest trends and best practices, this shows your commitment and helps you become a better manager.
In the end, managing neurodivergent team members isn’t just about making accommodations, it’s about really knowing your employees and unlocking the full potential of a diverse workforce. With understanding, flexibility, and a genuine commitment to inclusion, you can create a workplace where everyone feels valued, understood, and empowered to do their best work.
Julia Pillow, MBA, SHRM-SCP
Owner - Purplexity Consulting
Julia K. Pillow is a results-oriented HR professional with extensive experience in employee relations, leadership development, and strategic HR across various sectors. She owns her own consulting firm: Purplexity Consulting, that helps businesses with HR support, focusing on employee experience, conflict resolution, employee development, policy compliance, and fostering an inclusive culture. She is also the Director of Inclusion & Diversity for HR Indiana SHRM.