Managing an autistic person can be a rewarding experience. Autistic employees are known for their dedication, loyalty and conscientiousness. Since the Covid pandemic more autistic people have entered the workplace, however there is still a way to go. According to a survey earlier this year by the Chartered Institute of Personnel and Development, which measured neurodiverse individuals, it was found that only 37% found that their place of work provided sufficient support.
Unsurprisingly, managers who may not have any personal experience of autism or other forms of neurodiversity such as Attention-Deficit/Hyperactivity Disorder (ADHD) may struggle when faced with an autistic employee for the first time. It is fair to say that there is now more awareness of autism within the workplace but perhaps less understanding of how to successfully manage an autistic employee – particularly when things do not go to plan.
This post will hopefully give managers out there a few tips on how to successfully manage an autistic employee.
Be aware of executive functioning, what it does and how it impacts us daily. The tern “executive functioning” is well known within neurodivergent circles but surprisingly less familiar outside of them in the wider world. It is essentially connected to processing speed and the brain’s ability to organise and complete a task. We take it for granted both at home and at work. For an autistic person however, executive functioning can be compromised. It may take longer for someone to understand instructions, recall information or prioritise details. Subsequently it is important to give them a little more time to take in all the information.
Be careful with your language. Refer to positive attributes as “strengths” rather than superpowers. We aren’t in school anymore.
Try to be as specific as possible when explaining tasks to the employee.
Try to avoid being overly confrontational. Mistakes are likely to happen at some point – particularly if someone is new to a role. When this happens, it is important to address it directly but not to instinctively put all the blame on the individual. Find out what went wrong, say what the consequences are and allow the autistic individual time to reply. It is likely that the autistic employee will be very anxious upon hearing that they have made a mistake (more intensely so than a neurotypical individual) so give them time to process what you are telling them.
Allow time for an effective relationship to develop. Any job requires a strong, effective relationship between the manager and the employee. Autistic individuals may be more hostile and guarded towards managers – especially if they are in a new position. It’s possible that they may have had a negative previous experience or simply want to make the best impression they can.