Hi, I’m Brett, the AuDHD Boss! With over 10 years of experience as an autistic manager with ADHD, my goal is to help people thrive by recognizing and leveraging the unique strengths neurodivergent employees bring to corporate environments. This guide will help managers recognize common signs of autism and ADHD, and provide tips to support these employees effectively, without asking for a diagnosis. Please note, I do not speak for all ADHD and Autistic people, this is a generalized guide as a starting place for workplace education and awareness. For more information I recommend Embrace Autism, How to ADHD (videos and her book) and Dr Ed (Ned) Hallowell‘s work.
Why Recognize Autism and ADHD in the Workplace?
Employees with autism and ADHD bring incredible strengths to the workplace. However, these strengths are often overshadowed by behaviors mistakenly seen as performance issues. Understanding these behaviors through a neurodivergent lens can prevent unnecessary performance plans, reduce turnover, and foster an inclusive environment where employees feel valued.
Important Note:
Autism and ADHD are considered disabilities under the Americans with Disabilities Act (ADA), and it’s crucial to respect employees’ privacy. Managers cannot ask for a diagnosis, but can provide a supportive environment for all.
Recognizing Signs of ADHD in the Workplace (note: these are small generalized samples and don’t cover all ADHD symptoms or people)
1. Inattentiveness
- Common Sign: Employees with ADHD may miss details, especially in repetitive tasks.
- Example: Hyperfocus on one task but may tune out in a meeting if a distracting email or other task appears.
2. Time Management Challenges
- Common Sign: Difficulty managing time, often running late or missing deadlines.
- Example: Struggling with task prioritization due to differences in time perception.
3. Easily Distracted
- Common Sign: Sudden shifts in attention when something catches their interest.
- Example: May lose focus if a task is monotonous or a meeting doesn’t require active participation.
Recognizing Signs of Autism in the Workplace (note: these are small generalized samples and don’t cover all Autism symptoms or people)
1. Preference for Direct Communication
- Common Sign: Minimal small talk and may keep conversations concise.
- Example: Prefers direct, clear communication without ambiguous instructions.
2. Sensory Sensitivities
- Common Sign: Discomfort with loud noises, bright lights, or specific textures.
- Example: May seek a quieter workspace or use headphones to reduce sensory input.
3. Need for Routine and Predictability
- Common Sign: Prefers structured routines and feels stressed with unexpected changes.
- Example: Enjoys consistency in meeting agendas and regular check-ins.
Strengths of ADHD and Autistic Employees (note: these are small generalized samples and don’t cover all ADHD and Autism symptoms or people)
Understanding strengths is key to supporting neurodivergent employees:
- Hyperfocus: Can lead to incredible productivity, especially when tackling detailed or creative projects. This also helps us become experts in certain areas.
- Detail-Oriented: Many autistic employees excel in attention to detail and can bring a unique depth of analysis.
- Innovative Thinking: ADHD brains often see connections others might miss, leading to breakthrough ideas.
How to Support Neurodivergent Employees
Creating an inclusive workplace for neurodivergent employees can be simple with these approaches (please note this is a small sample and the support should be designed both with the employee’s involvement/participation and to their personalized strengths and work:
1. Regular, Structured Check-Ins
- Schedule regular check-ins at predictable intervals. Outline what to discuss in advance, and avoid vague language or unclear expectations.
2. Clear and Direct Communication
- Avoid ambiguous instructions, be clear about deadlines, and provide as much detail as possible. This helps reduce anxiety and uncertainty.
3. Sensory and Movement Breaks
- Allow employees to take sensory breaks as needed. Some may need to step outside, move around, or sit in a quieter space to reset their focus.
4. Prioritization and Task Management
- Help employees manage priorities by clarifying which tasks are most urgent. Avoid giving lists of tasks without indicating what should be done first.
Common Myths about Neurodivergent Employees
- Myth: “They’re lazy”
- Neurodivergent individuals may struggle with task initiation or experience task paralysis, which can appear as laziness but is often due to difficulty prioritizing or starting tasks.
- Myth: “They’re antisocial”
- Many neurodivergent employees prefer to minimize small talk, not because they’re antisocial, but because they find structured, purposeful communication more efficient.
Creating a Safe, Supportive Environment
Empathy and understanding are essential. When employees feel trusted and respected, they’re more likely to share any support needs and thrive in their roles. Here are some ways to create this space:
- Ask questions with curiosity rather than assuming intent.
- Encourage autonomy by providing clear instructions and allowing flexibility.
- Embrace individual strengths: Trust that neurodivergent employees know themselves, their capabilities and bring invaluable skills to the team.
Conclusion
Recognizing and supporting ADHD and autism in the workplace benefits not only individual employees but also strengthens the team as a whole. By fostering an environment of empathy, understanding, and respect, managers can unlock the unique talents of their neurodivergent employees.
Connect with Me
If you found this guide helpful, feel free to reach out with questions or topics you’d like me to cover. I’d love to help create a more inclusive workplace for everyone.