Autistic people bring a wide range of skills to work. Depending on the person, that might be a sharp eye for detail, the ability to concentrate deeply for long stretches, or a talent for spotting patterns and inconsistencies. Like anyone, autistic employees do their best work when the environment and management style suit them. Our overview of autism in the workplace covers the basics; here’s what managers can do day to day.
Get to know the person
Autistic people are as varied as anyone else, so what helps one person may not help the next. Labels such as “high” or “low” functioning won’t tell you much either, and there are good reasons the autistic community is rejecting those terms. Ask your employee directly how they like to work, communicate and receive feedback, then adapt your approach to what they tell you.
Make expectations clear and predictable
Unclear expectations and last-minute changes create barriers for many autistic people. Share priorities and deadlines in writing, give notice of changes to plans or routines where you can, and spell out the unwritten rules everyone else is expected to pick up, from dress code to how quickly people usually reply to emails.
Look at the environment
Sensory differences are common among autistic people. Bright lighting, background noise and busy open-plan spaces can be draining. A quieter desk, permission to wear headphones or hybrid working can help a lot. Our article on how open-plan offices fail autistic employees explains why, and our guide to reasonable adjustments for autistic employees has more examples.
Keep social events optional
Team lunches and socials help build relationships, but they shouldn’t be compulsory or the only way to get noticed. Offer different ways to connect, such as smaller groups, daytime events or one-to-one catch-ups. And don’t judge anyone’s commitment by how often they come to the pub.
Communicate directly
Say what you mean. Hints, sarcasm and vague phrases like “when you get a chance” can be confusing. If something hasn’t gone to plan, explain calmly and specifically what happened and what you need instead, then check you’ve understood their side. Misunderstandings usually come from a mismatch in communication styles on both sides, not from a lack of willingness.
Give regular, specific feedback
Instead of “good job”, say what worked and why. Instead of “this needs more polish”, say exactly what to change. Regular one-to-ones with a consistent format help. If performance becomes a concern, read what to do if an autistic employee isn’t performing before reaching for formal processes.
The National Autistic Society also has useful guidance on autism and employment, including reasonable adjustments and disclosure.
How Enna can help
Our Supporting and Managing Neurodivergent Employees workshop gives managers practical tools for exactly these situations, and neuroinclusive communication training helps whole teams change how they share information. For a specific employee, a workplace needs assessment sets out the adjustments that will make the biggest difference.
