How do I have a supportive conversation with my neurodiverse employee about what support they need?

Having a supportive and open conversation with your neurodiverse employee about their needs is key to fostering an inclusive and productive work environment. Here’s our step-by-step approach to help guide the conversation:

1. Set the Right Tone & Environment

  • Choose a private and comfortable setting where they feel safe to share.
  • Ensure it’s a two-way conversation, not an interrogation.
  • Express genuine curiosity and openness rather than assuming what they need.
  • Reassure them that the goal is to support their success and not to scrutinize their performance.

2. Start with Open-Ended Questions

Rather than asking direct or potentially overwhelming questions, ease into it with open-ended prompts:

  • “I want to make sure I’m supporting you in the best way possible. Are there any adjustments or accommodations that would help you thrive in your role?”
  • “Everyone has different work styles. What helps you stay focused and productive?”
  • “Are there any specific challenges you’ve been facing that I might be able to help with?”
  • “Are there any signs I should look out for that indicate you are struggling or need help?”

3. Be Ready with Examples (But Don’t Assume Needs)

Some employees might not know what’s possible or might be unsure how to articulate their needs. You can offer examples of common accommodations, such as:

  • Flexible work hours or locations
  • Noise-cancelling headphones or a quiet workspace
  • Clearer written instructions or structured breakdown of tasks
  • Using alternative communication methods (e.g., email instead of verbal instructions), or sending bullet pointed summaries of key instructions
  • Adjustments to lighting, seating, or sensory input in the office

Ask:
“Would any of these be helpful, or is there something else that might work better for you?”

4. Listen & Validate Their Needs

  • Give them space to share and listen without interrupting.
  • Acknowledge their experiences:
    “That makes a lot of sense. Let’s see how we can make that work.”
  • If they struggle to articulate their needs, offer to check in again after they’ve had time to think.

5. Agree on Next Steps

  • Summarize the key points they’ve shared.
  • Discuss any immediate adjustments you can implement.
  • Arrange a follow-up to check how the changes are working.
  • If certain adjustments aren’t working, consider trialling other adjustments.

6. Keep the Conversation Going

  • Needs may change over time, so keep the door open for future discussions.
  • Let them know they can come to you if new challenges arise.

Knowing what will work best to support someone at work isn’t an exact science, but some of it is common sense. However, if the individual is still struggling at work (e.g. with performance, communication, attendance etc..) regardless of the support you have put in place, you may wish to consider an occupational health referral. We can assess more deeply any specific co-existing health challenges, as well as the neurodiverse challenges (in relation to the individual, the work tasks and the work environment) and provide more tailored recommendations on adjustments.

We also offer management training on neurodiversity awareness, and 1:1 coaching for neurodivergent individuals if they are finding certain tasks or part of their role particularly challenging (especially in relation to executive functioning such as memory, organisational skills, planning etc). Contact us today to find out how we can support YOU to support YOUR employees. Click here for some general resources on neurodivergent conditions.

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