Managing a team in the workplace means recognising the strengths and weaknesses of all employees, including those who are neurodivergent. Neurodiversity presents itself in many forms, and it affects how a person processes information and interacts with the world. If a company wants to thrive, it must embrace neurodiversity, as neurodivergent employees contribute to a more innovative, creative, and productive workforce.
Neurodiversity awareness training for managers
Managing neurodivergent employees means understanding what neurodiversity actually means. Essentially, neurodiversity is the idea that there are natural and normal variations in the way that people think and process information and that different cognitive profiles can present both strengths and challenges depending on the environment in which people work.
Processing information in different ways leads to a number of different strengths, and managers should look to leverage the strengths of their team members in the best way they can. Alongside strengths, everyone has challenges that they encounter in day-to-day life, and it’s essential that managers also work to minimise these challenges wherever possible.
First and foremost, managing neurodivergent employees means fostering a culture of acceptance. For instance, you must ensure that all employees are educated about neurodiversity and encourage open conversations that promote empathy and understanding. Here at neurobox, we work to demystify neurodiversity and break down stigmas via our neurodiversity awareness training sessions.
Neurodiversity awareness training
When everyone has different needs, the same schedule won’t accommodate everyone. As a result, it’s important to provide flexible working arrangements, including flexible hours, remote work options, and customisable workstations. The traditional 9 to 5 schedule doesn’t work for everyone, so it’s good to provide the opportunity for people to work when they feel most productive.
Clear, direct, and unambiguous communication works well for almost anyone. By steering away from the use of idioms, metaphors, or implied meanings, you can be quite confident about the fact that all your employees are on the same page. When you’re explicit about expectations, deadlines, and feedback, you can be quite certain that your employees have grasped the message. Similarly, it can be especially helpful to provide written instructions so that employees can review these when needed.
The best way to stay updated on your employees’ needs is to check in with them regularly. Setting up meetings in which they can discuss any challenges they’re having can be greatly effective. These meetings can help adjust goals and offer support where necessary. In doing so, make sure you create a safe and nonjudgmental space so that employees are comfortable speaking openly.
Every individual is unique, which is why it’s so important to provide personalised support plans. Managers and employees can work together to identify the specific requirements of the employee and develop tailored accommodations to assist with these. Support might come in the form of assistive technologies, modified job responsibilities, and specialised training programmes.
Supporting someone also means empowering them to advocate for themselves. As a manager, you should make it clear to your employees that they’re welcome to express their needs and preferences and request any accommodations. Expressing your needs and asking for what you want can feel awkward, so you might also look at providing self-advocacy training. This way, you’ll let your employees know that their voices are valued and respected.
As with anything, it’s important to focus on the positives rather than the negatives. Therefore, you should pay closer attention to unique strengths rather than potential limitations. When you identify each individual’s strengths, you can then go on to assign them tasks and roles that align with these. For instance, an employee with strong analytical skills might excel in data analysis or quality control, and those with creative talents might thrive in design or marketing roles.
As a manager, it’s your job to invest in the professional development of your employees. This means providing opportunities for skill-building, training, and career advancement. With the help of courses, workshops, and certifications, you can pave the way to success for your employees.
Here at neurobox, we provide neurodiversity awareness training for managers to provide guidance about managing neurodivergent employees. Nearly half of all managers would feel uncomfortable managing neurodivergent or disabled employees, and this discomfort stems from a lack of understanding. As a result, we provide our training sessions to equip managers with the understanding they need to make life in the workplace easier for their neurodivergent employees. With our help, building and supporting an inclusive team couldn’t be easier.
