Managing Team Members on the Spectrum

Especially if you work in high-complexity support, chances are high that some of your team members are on the (autism) spectrum. Many will prefer to think of themselves as neurodiverse, with neurodiversity embracing many situations including autism, ADHD, and many others. Regardless of the label, you may find it challenging to work with individuals whose communication styles with you, colleagues, and customers differs from what you may expect.

This post offers suggestions on how to collaborate effectively with neurodiverse team members.

Don’t diagnose

You are not a trained physician, so don’t pretend to be one: simply be open to noticing behaviors and responding appropriately. On the other hand, if the team member discloses a diagnosis, warmly acknowledge that it’s helpful to you.

And keep in mind an important aphorism in the world of autism, “When you’ve met one person with autism, you’ve met one person with autism”, famously coined by Dr. Stephen Shore. Each team member is different: approach each one with openness and flexibility.

Reduce sensory overload

Many individuals on the spectrum are easily overwhelmed by environmental input, so do what you can to reduce distractions. Provide a quiet workspace and welcome the use of noise-cancelling headphones. Fluorescent lights flicker and buzz so you may need to supply alternatives. Smells (from a kitchen, for instance) could also be an issue.

Some individuals may need to use fidget spinners or other movement-focusing devices.

Communicate clearly and deliberately

Use clear direct language and avoid sarcasm and humor. Don’t expect an understanding of unspoken social cues.

Give them time to process what you say. Write down instructions, or ask them to write down what they understand to check the message got through.

Maintaining eye contact can be difficult for neurodiverse individuals. Don’t immediately conclude that they are not listening if they don’t look at you while you’re talking.

Protect their routine

Autistic individuals have a great need for routine and preparation. Provide an agenda and pre-readings for meetings. Note how this technique, and many others, can be tremendously useful to all your team members! Reducing friction is helpful to all of us.

Be aware that even minor surprises can result in heightened anxiety.

Coach personal interactions

Communicate expectations and rules for communication (for instance, greet others in the mornings).

You may want to create a signal to use when they are talking too loudly or too long. And think about providing them with potential “magic phrases” to use in common situations.

Remember that it takes a lot of energy for an autistic team member to “mask” (that is, adopt neurotypical behaviors). Target those areas that are most important for the job and call it a day.

For more information, I recommend the Neurodiversity Hub, which offers many resources for employers and neurodiverse individuals.

What have you done to accommodate the needs of your neurodiverse team members? Any successes you’d like to share?