As a manager, you’re tasked with overseeing a team that must work together to reach organizational goals. At times, you’ll have neurodiverse employees in your team. Understanding neurodiversity and how these employees contribute to team success is an important first step.

What Neurodiverse Employees Want Managers to Understand

Not everyone thinks and behaves the same way. Differences emerge when people engage with each other and the world. In the recent past, individuals with noticeable behavioral differences were told they had autism.

But that definition didn’t include everyone in the category of “different” thinkers. Industry professionals gradually began to speak of a larger group of individuals. These people exhibit thinking and behavior styles that fall across a wide spectrum.

Some definitions of neurodiversity include people with ADHD, learning differences or sensory integration disorder.

Up to 20% of people can be categorized as neurodiverse. Experts point out that being neurodiverse is not the same as having a disability. Often, it is the individual who will define their abilities for others.

Differences in thinking and behavior styles may range from extreme creativity to innovative thinking to possessing outstanding math skills. On the other hand, these individuals may struggle with social interactions that come easily to other team members.

Deloitte reports that teams which include neurodiverse individuals “can be 30% more productive.” What manager wouldn’t want highly productive employees on their team?

As many of today’s jobs require technical ability and knowledge, more employers are focusing on skills-​based hiring. This focus has opened doors for neurodiverse employees who are eager to contribute in meaningful ways. But that is only the first step in their long journey to achieve career success.

Success at Work

To help neurodiverse employees succeed, managers should first adapt their hiring process. They will also need to create a workplace setting that feels comfortable. Accommodations may be needed to maximize neurodiverse employees' unique skills and traits to promote their productivity in meaningful ways. In addition, managers should actively monitor team interaction.

The Hiring Process

Some organizations pride themselves on putting candidates through grueling interviews and tests. The message being sent to applicants is that they must be tough to survive working at the company.

This process, especially if it takes place all in one day, can overwhelm neurodiverse applicants. And for them, a panel interview may feel like encountering a firing squad.

Some experts suggest allowing neurodiverse candidates to stretch out tests and interviews over several days. One-​on-​one interviews may also make them feel more comfortable.

If you are interacting with a neurodiverse candidate, study the details of the psychometric assessments you’ve given them. When results indicate you are working with an unconventional thinker, you’ll want to ask targeted questions. Learning about their skills and the work settings in which they are most comfortable is key.

Personalized Coaching

Managers should already be personalizing their coaching to help employees engage and be productive. They need to do the same for their neurodiverse employees.

However, these employees may need more specific instructions to fully understand performance expectations. They may also need to discuss the steps necessary to complete a project.

Masika Brisco, a special education professional and CEO of MB Eye Wear, agrees. “It’s important to have neurodiverse individuals repeat the steps they heard back to the manager. This process informs the manager of any misunderstanding and confirms to the employee that they understand what is required.”

Managers should also encourage their neurodiverse employees to ask questions. But these employees may hesitate to do so. To maintain progress toward deadlines, managers should check in frequently.

These check-​ins might happen during one-​on-​one meetings or spontaneously. Offering positive feedback and encouragement will reassure your employees that their work meets standards.

Creating Sensory-​Friendly Physical Environments

One way to ensure that employees are working productively is to create the proper physical environment. Encourage your neurodiverse employees to purchase items that will help them.

Brisco suggests purchasing blue light-​blocking glasses. This technology serves as a sensory softening device. “Today’s eyewear frames can be designed to fit any kind of lenses. And they allow the wearer to express their individuality.”

Your neurodiverse employees may also require quiet office space to be productive. If you can’t offer a private office, make a conference room available for specific hours. If possible, allow these employees to work from home at least some of the time.

Establishing Socially Appropriate Work Environments

Office culture can be particularly challenging for neurodiverse employees to navigate.

Mental health professionals vary on whether social anxiety belongs in the classification of neurodiversity. However, they point out that neurodivergence and social anxiety frequently occur simultaneously. 

Your neurodiverse employee may dread the morning chitchat in the break room. And they may try to avoid outings like office parties and offsite meetings. Often, they fear that they don’t know what to say. Engaging in casual conversation can be draining for them.

On occasion, they will encounter mean-​spirited behavior at work. We like to think we’ve moved beyond middle school by the time we join the workforce. But as herd animals, most humans seek out interaction with others. And they expect other people to behave the way they do.

But neurodiverse individuals often will not get the shared joke. Their confused reaction may put off their co-workers.

Set for Success

As a manager, you should take the time to understand your neurodiverse employees’ needs. You should also set the tone for acceptable behavior for all team members. Through thoughtful actions and words, you can model that behavior.

In addition, managers should allow neurodiverse employees to express their personality through physical appearance. Bright prints and nail polish and unusual eyewear frames may be favorite items.

Just be sure to set the guidelines for all staff members. For example, orange eyewear frames may be acceptable while dyed orange hair may not be.

When you make the effort to create a positive work environment for all employees, you’ll be rewarded with loyalty and productivity.

Photo by Juan Mendez on Pexels.