Five Strategies to Support Different Minds in the Workplace
There is no one way of thinking. And that is a good thing. Promoting collaboration between people with different ways of thinking and experiencing the world allows for innovation and creativity. Within the workplace, there are several strategies you can use to promote diverse thinking and help the neurodivergent mind thrive.
One: Building a strong, supportive relationship with neurodivergent employees ensures they feel comfortable and understood. A manager could take the time to learn about an employee's sensory sensitivities, preferred communication style, and triggers.
Example: Sasha, an employee with autism, struggles with sudden changes in her daily schedule. After learning this, her manager schedules weekly check-ins to review and adjust the upcoming week’s tasks, helping Sarah feel more in control and less anxious.
Two: Individuals with autism and ADHD benefit from clear, prompt responses to their work. This helps them understand expectations and refine their approach. Immediate feedback ensures that the connection between action and outcome is clear, preventing confusion and helping the employee improve continuously.
Example: John, who has ADHD, tends to get distracted during long meetings. His supervisor provides immediate, gentle feedback when he loses focus: "John, I noticed you were looking at your phone; let's try to stay on task." This real-time correction helps John adjust and improve his attention span during meetings.
Three: Another helpful strategy is breaking down tasks into manageable steps, as neurodivergent employees often benefit from clear, written instructions that reduce ambiguity. Setting specific, achievable goals can help them maintain focus and direction. Clear goals and a structured, written plan create a sense of order, reducing anxiety and increasing productivity.
Example: Emily, who has dyslexia, receives written instructions with bullet points and specific deadlines for a project. The manager breaks down the tasks into smaller, manageable chunks with clear goals, ensuring that Emily does not feel overwhelmed. With this approach, Emily confidently completes her tasks, as the expectations are transparent and achievable.
Four: Understanding what drives an individual allows managers to offer meaningful reinforcement that encourages positive behavior. This could range from verbal praise to time off or even a preferred work environment—anything that resonates with the person.
Example: After successfully completing a major task, Tom’s manager reinforces his success by allowing him to choose an activity like attending a professional development workshop or taking a half-day off. This meaningful reinforcement helps Tom feel recognized for his efforts while also giving him a refreshing change of pace, motivating him to stay focused and energized for future tasks.
Five: By adjusting the work environment or task expectations, employers can reduce barriers and enable employees to succeed. Accommodations can range from changes in the workspace to modifications in how tasks are assigned or how communication is handled.
Example: David, who has dyslexia, struggles with reading long emails or documents. David’s manager provides audio versions of essential papers and allows him to participate in verbal check-ins rather than written reports. This accommodation helps David perform more effectively and boosts his confidence and productivity.
Workplaces must encourage open discussions and learning opportunities regarding the concepts of neurodiversity to help all individuals understand their personal work styles. These exercises allow employees to become more comfortable exploring and advocating for their personal needs while collaborating effectively by leveraging their strengths; at the same time, they allow companies to give their employees the support they need to thrive in their roles.
