Have you ever had an autistic employee go from being articulate and verbose in their speech to barely being able to form a sentence in certain situations? This is known as situational mutism.

Someone who processes information differently isn’t “purposefully obtuse” or trying to be difficult. They simply process information differently, and that’s all there is to it.

Autistic or ADHD employees need to be understood, supported, and accommodated. They need their supervisors and co-workers to assume positive intent and to communicate their needs, wants, and expectations clearly and openly.

Being aware of common neurodivergent misunderstandings and learning how to navigate them can go a long way in saving time, energy, and feelings while boosting morale and productivity all around! 

Lift the burden of guesswork and uncertainty for all of your employees by providing clear and explicit instructions about conduct expectations, so your employees can use their energy and unique abilities to propel your business into its next leap forward! 

Autistic people thrive on details and structured tasks. Clear and direct communication with all the details and expectations laid out at the start of a project is essential.

Avoid assuming you know or understand any of your employee’s intentions, whether they are autistic or neurotypical. Instead, open up a dialogue and create a culture of psychological safety for everyone within your organization. The benefits far outweigh the risks.

An employee who needs extra processing time isn’t trying to be difficult, rude, or insubordinate. Their brains work differently from those of your non-autistic employees.

Autistic people are assets in the workplace, but that can be difficult to see if your primary focus is on how they don’t “fit in” with your current culture. They weren’t meant to fit in, mask, go with the flow, or toe the line. They are meant to be innovative, avant-garde, and just different enough to help guide your business into the future.