Navigating the corporate workplace can be challenging—especially for individuals with ADHD and autism, who may not naturally pick up on the unspoken rules that govern many work environments. From unwritten social norms to hidden performance expectations, these invisible rules can become obstacles, impacting not only job performance but also mental well-being.
In this guide, we’ll uncover some common “unspoken rules” of corporate life, explore why they’re particularly challenging for neurodivergent employees, and provide actionable insights for both employees and managers. Whether you’re a professional trying to understand these norms or a manager looking to create a more inclusive workplace, this post is for you.
1. The Pressure of Small Talk and Office Politics
In many workplaces, casual conversation and “small talk” are seen as pathways to build rapport and gain social capital. However, for employees with autism or ADHD, the nuances of small talk and office politics can feel confusing or unnecessary.
Tips for Neurodivergent Employees:
- Recognize that small talk, while it may feel trivial, can play a role in building workplace relationships.
- If it’s challenging, try starting with simple questions (“How was your weekend?” or “What do you enjoy about your role here?”).
- Remember, you don’t need to master office politics; just be mindful of what’s happening around you and focus on forming genuine connections.
Advice for Managers:
Encourage clear and direct communication styles that don’t rely on social “extras.” Acknowledging and normalizing different ways of connecting with colleagues can help neurodivergent employees feel included without forcing them into uncomfortable social norms.
2. Navigating Hierarchies and Unwritten Social Cues
In a corporate setting, hierarchies often extend beyond formal titles, creating an unspoken social structure. For many, understanding these dynamics is intuitive; for neurodivergent employees, these subtle cues can be elusive and anxiety-inducing.
Tips for Neurodivergent Employees:
- Observe interactions and ask trusted colleagues for clarification if you’re unsure about workplace dynamics.
- Keep communications with your team and managers direct and professional. Avoid assuming hidden meanings in their messages, as this can reduce stress and potential misinterpretations.
Advice for Managers:
Provide clear guidance on team expectations, including communication preferences and feedback protocols. This clarity helps neurodivergent employees engage confidently, reducing any anxiety around hidden expectations.
3. Feedback and Performance Expectations
The corporate world often runs on vague or implicit performance standards. For neurodivergent employees, this lack of clarity can lead to uncertainty about job performance and growth potential.
Tips for Neurodivergent Employees:
- Ask your manager for specific, measurable goals and feedback on your work.
- If feedback seems vague, follow up with questions to ensure you fully understand how you’re performing and where you can improve.
Advice for Managers:
Aim for transparent, specific feedback. Provide measurable goals and regularly review progress with neurodivergent employees, so they have a clear understanding of expectations. Open communication is key to building trust and supporting their career growth.
4. Managing Unspoken Norms Around Time and Productivity
For neurodivergent employees, understanding how to navigate the often-unstated expectations around time management and productivity can be a challenge. While deadlines are clear, productivity expectations and perceptions of “being busy” aren’t always explicit.
Tips for Neurodivergent Employees:
- Prioritize task lists and break down projects into manageable chunks to stay on track.
- Communicate your progress and any roadblocks with your manager—this helps prevent misunderstandings about your workload and productivity.
Advice for Managers:
Set realistic deadlines and focus on quality outcomes rather than adherence to arbitrary standards of “busyness.” Offering flexible work options, where possible, can improve productivity and mental well-being for neurodivergent employees.
Creating an Inclusive Workplace for Neurodivergent Employees
The “unspoken rules” of the workplace can be particularly challenging for ADHD and autistic employees, who may not naturally perceive or prioritize these hidden norms. By opening up the conversation and providing direct communication, we can make workplaces more inclusive for everyone. Here’s a recap of how both employees and managers can help foster an inclusive environment:
- Employees: Focus on clear, open communication and seek guidance on expectations when necessary.
- Managers: Provide consistent, specific feedback, and be mindful of how unspoken norms may impact neurodivergent team members.
Inclusion and accessibility aren’t just buzzwords—they are essential to unlocking the potential of a diverse workforce. By understanding and adjusting to the unique needs of neurodivergent employees, we can create workplaces where everyone thrives.
Are you a manager or employee looking for more insights on building an inclusive workplace? Let me know how I can help you in this work: Brett@audhdboss.com