Work can be challenging for all of us from time to time. Some days it's hard to focus, communicate clearly, or manage a busy workload.
For some people, especially neurodivergent individuals, these challenges can be part of everyday working life. The good news is that workplace support doesn't always require major changes. Often, small adjustments can make a big difference.
When thinking about support at work, it can help to focus on three areas:
- The environment
- The individual
- The task
Start with the Environment
Before asking someone to adapt, consider whether the workplace itself could be making things harder.
Simple changes such as quieter workspaces, noise-cancelling headphones, reduced distractions, or flexible work locations can help people do their best work.
Real-life example: Sarah worked in a busy open-plan office and found it difficult to concentrate with constant conversations around her. Moving to a quieter area and using noise-cancelling headphones helped her stay focused and complete work more efficiently.
Think differently: Instead of asking, "What's the problem with this person?" ask, "What's getting in their way?"
Embrace Flexibility
Not everyone works at their best at the same time, in the same place, or in the same way.
Flexible hours, hybrid working, and allowing people to work when they are most productive can reduce stress and improve performance.
Real-life example: James found his commute during rush hour exhausting and arrived at work already drained. By starting his day 30 minutes earlier and working from home twice a week, his stress levels reduced and his productivity improved.
Remember: Flexibility isn't about lowering standards. It's about helping people meet them.
Recognise Individual Needs
Everyone processes information differently. What works for one person may not work for another.
Support might include:
- Clearer communication
- Written instructions
- Regular check-ins
- Extra time to process information
Real-life example: After team meetings, Priya sometimes struggled to remember all the actions discussed. Her manager started sending a short written summary to the whole team afterwards. Everyone, including Priya, had a clear reference point and misunderstandings were reduced.
Remember: Fairness isn't treating everyone the same. It's giving everyone what they need to succeed.
Understanding the "Spiky Profile"
Many neurodivergent people have what's known as a spiky profile. This means they have exceptional strengths in some areas while finding others more challenging.
For example, someone might be highly creative, analytical, or innovative but struggle with organisation, prioritisation, or time management.
Real-life example: Tom was brilliant at solving complex technical problems and often came up with innovative solutions. However, he found managing multiple deadlines challenging. Regular planning sessions with his manager helped him stay organised while allowing his strengths to shine.
Variable performance is frustrating, for the person with the spiky profile too. It also damages confidence and self-esteem. By understanding both strengths and challenges, employers can help people thrive rather than simply cope.
Focus on strengths as well as support needs.
Make Expectations Clear
Unclear instructions can create unnecessary stress.
Simple steps such as providing written guidance, breaking tasks into smaller stages, and clarifying priorities can improve confidence and performance for everyone.
Real-life example: A project brief that seemed straightforward to one employee felt overwhelming to another. Breaking the project into smaller milestones with clear deadlines helped them stay on track and deliver excellent work.
Clear communication benefits every employee.
Support Planning and Organisation
Tasks such as prioritising work, managing deadlines, and switching between projects can sometimes be challenging.
Support might include:
- Planning tools
- Priority lists
- Regular catch-ups
- Structured deadlines
Real-life example: Emma used a weekly 15-minute check-in with her manager to review priorities. What seemed like a small change helped her feel more in control of her workload and reduced unnecessary stress.
Remember: Needing support with organisation isn't a sign of laziness. It's often a sign that better systems are needed.
Feedback That Helps People Grow
People are more likely to succeed when feedback is specific, balanced, and constructive.
Real-life example: Rather than saying, "This report isn't good enough," a manager explained exactly what worked well and what needed improvement. The employee left the conversation feeling motivated rather than discouraged.
When support feels collaborative rather than critical, confidence and engagement grow.
Small Changes, Big Impact
Creating an inclusive workplace isn't about special treatment. It's about recognising that people work differently and creating conditions where everyone can succeed.
Sometimes it's a quieter workspace, or noise cancelling headphones. Sometimes it's written instructions, flexible hours, or a simple weekly check-in. On their own, these adjustments may seem small. Together, they can transform someone's experience at work.
Because when people feel supported, everyone benefits.
Call to Action
Looking to create a more inclusive workplace?
Experiencing overwhelm in the workplace and looking for support to identify needs and ask for change?
I deliver workshops, and coach individuals and managers to identify and implement practical support.
Small changes can have a lasting impact on wellbeing, engagement, and performance. Start by having conversations, understanding individual needs, and focusing on strengths. You may be surprised by the difference it makes.
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