Let’s talk neurodivergent motivation.
Sometimes, motivation is seen as a light with a dimmer switch—some days you’re more motivated, some days less. External incentives push the dimmer up or down. But it does not work this way for everyone. For my autistic and probably ADHD brain? The motivation switch is either on or off. When it is on, it is really ON, 200% on (I know, it does not work mathematically, but that’s what it feels like).
But when the switch is off…it’s really off, flat-out zero. Threats, nagging, and guilt trips—if their intended purpose is to make me cry, they work. If their intended purpose is to fuel action … I seem to only work on intrinsic motivation.
It does not mean I am not trying. I can try very hard – and just stare at the screen.
And I am not alone. The idea of an interest-based brain is a popular explanation for phenomena associated with neurodivergent brains, such as hyperfocus and hyperactivation on the one hand and procrastination and the absence of motivation on the other hand. While most discussion of these extremes occurs in the context of ADHD, research also indicates that neurodivergent differences often co-occur in the same person; interest-based brains are not limited to one neurotype.
Those interest-based brains can drive us to complete a challenging project a team of several people would normally work on for a month by ourselves. In one night. Because it’s fun. It’s new. It’s challenging. In other words, for an interest-based brain, it’s irresistible.
The same differences could lead to procrastinating on filling out basic forms, because what fun is in that?
So, how do we help interest-based brains keep shining bright in a world that’s built for a more “traditional” approach to motivation? And how can organizations not break the intrinsic on stars by trying to install a dimmer switch on them?
First, for managers aiming to maximize creativity, productivity, and retention of “interest-brained” talent, a couple of pieces of traditional “wisdom” are best left in the past.
1. Forget the old adage that “if it was fun, it would not be called work.” It was never great advice and is downright harmful in a world where productivity largely comes from creativity. People who have fun are also more creative and more productive.
2. Unlearn the one-size-fits-all advice that neurodivergent people always need very specific instructions for doing their jobs. It works for some but is damaging to others. For those with interest-based brains, figuring out how to do something new creatively is a core component of motivation. If you hand an interests-driven person a step-by-step guide to a task, with no space for creativity, that light of enthusiasm can fade fast.
Advice for Managers: Don’t Try To Dim The Stars.
1. Prioritize Autonomy: Micromanaging is particularly demotivating for interests-driven employees. Autonomy, on the other hand, helps us to engage deeply and frees our creativity and problem-solving.
2. Create the Space for Creativity: Allow interests-driven employees to reach outcomes in ways that suit their style. Set clear goals, but don’t give a GPS route. Many employees do their best work when they have a destination, not a play-by-play. Give them the end goal, then let them get creative about how they get there. If the goal is a brilliant project report, let the employees decide if they work in quick sprints or pull a hyperfocus magic session. And if there is a new area to explore and never-been-done-before project to complete, these are the best people for the job.
3. Recognize and Support Hyperfocus: When an employee is in a “200%” state, let them run with it. Periods of hyperfocus can lead to innovative solutions and high productivity; respect these rhythms and provide space for them. Strategies for protecting time for deep work are described in chapter 8 of my book, The Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work.
Supporting Job-Crafting
For neurodivergent employees, “job crafting” can be an effective way to align work tasks with intrinsic motivation. Job crafting involves supporting employees in molding their responsibilities to fit their strengths and interests, increasing both productivity and job satisfaction. This does not have to be an individual-focused pursuit. One effective way to job-craft is to allow team members to trade responsibilities. It is also possible to craft jobs as a team. In effect, supporting job-crafting is supporting everyone in shining their light – no dimmer switch!
1. Find Each Person’s Shine Factor. Employees shine with a focus on their strengths. Not everyone is meant to do everything, but everyone is meant to shine at something.
Example: Say you have a team member who’s incredible at putting together presentations but might panic over weekly status reports. Let them be the team’s presentation wizard, and someone else can handle the weekly updates. Productivity is not a limited pie; it is an expanding pie. The more successful our colleagues are, the more success there is in the company.
2. Have a Task “Potluck” – Support Task-Swapping. Just like at a potluck not everyone wants to bring the same dish, not every employee wants to tackle the same tasks (unless you are hiring for a very narrow “fit” and have no diversity in strengths and interests, in which case you need to diversify). Some team members love diving into data, while others would rather create beautiful presentations. So why not let them trade responsibilities? Encourage team members to hone their strengths and trade off the tasks that someone else might enjoy.
Example: An employee who loves designing but dreads meetings could swap with someone who thrives in face-to-face interaction. By playing to each person’s strengths, everyone gets a chance to shine without feeling stuck with their “least favorite dish.”
At the heart of a healthy workplace is helping each person feel like they’re doing the work they were meant to do. When each team member can shine in their own way, everyone wins—and organizations have teams full of stars, motivated to fully shine, in their unique ways. Stars don’t need a dimmer switch.
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