Feedback is a big part of a manager’s job. It is how people find out what to improve, hear that their good work has been noticed, and get to know you. With autistic employees, a few changes to how you give it can make a big difference to how well it lands.
Some autistic employees process feedback differently or find unspoken social cues harder to read, so clarity matters more than usual. Here are some practical tips. If you’re new to managing autistic team members, our guide to autism in the workplace is a helpful place to start.
Be specific and concrete
Many autistic people find abstract or vague feedback hard to act on. Instead, give clear examples and specific details about what needs to change.
For instance, suppose a manager notices that an autistic employee isn’t contributing much in team meetings. Instead of saying, “You need to improve your communication skills,” the manager can point to a concrete situation. They could say, “In the meeting last week, when you were asked for an update, you didn’t share one. Next time, it would help if you could give a two-minute summary of where your project is.”
Avoid metaphors and sarcasm
Many autistic people find figurative language, sarcasm and idioms confusing or open to more than one interpretation. Leave them out of feedback.
For example, instead of saying, “You need to step up your game,” you could say, “I think it would be helpful if you could be more proactive in looking for new opportunities for the team.”
Use a direct and positive tone
Some autistic employees find it harder to interpret social cues such as tone of voice or body language when receiving feedback. So say what you mean directly, and keep it encouraging.
Avoid negative language such as “You’re doing a terrible job”, which can be demotivating and damaging to self-esteem. Instead, give constructive feedback that highlights the employee’s strengths and their potential to improve. For instance, you could say, “I think you have a lot of potential, and I believe you can improve in this area.” Feedback that feels like rejection can hit particularly hard for some neurodivergent people, as our article on what the Lidl tribunal case teaches employers about feedback shows.
Provide clear expectations
Many autistic people appreciate clear expectations and guidelines. Giving specific goals or targets to work towards when you give feedback can be highly beneficial.
Instead of general statements such as “You need to be more organised”, give actionable feedback that sets out exactly what the employee needs to do. For instance, you could say, “I think it would be helpful if you could create a to-do list at the start of each day and prioritise your tasks by importance.” Now they know exactly what you are asking for. If performance is a wider concern, read our advice on what to do if an autistic employee isn’t performing.
Use visual aids
Be mindful of any communication differences your employee has. Some autistic people find it harder to process spoken information, which can make verbal feedback difficult to absorb. If that is the case, back your words up with something they can see.
Diagrams, charts or written notes all work. For instance, instead of describing a complex process verbally, you could share a flowchart that sets out the essential steps. It is much easier to act on.
Set regular check-ins
Ask your autistic employees how often they would like feedback, for example weekly or monthly. A regular, predictable check-in schedule can reduce the stress and anxiety that sometimes come with receiving feedback.
Giving feedback consistently in the same format also helps autistic employees understand and prepare for it. A useful format is to cover what went well during a particular period, what could be improved, and any questions the employee has.
Consider the employee’s communication preferences
Autistic employees may have particular communication preferences that affect how they receive feedback. Some prefer written communication, while others prefer a face-to-face conversation.
Ask your employee how they prefer to communicate and adjust your feedback style to suit. That alone avoids a lot of misunderstandings. For example, if an employee prefers written communication, you could give feedback by email or in a shared document. If they prefer face-to-face communication, you could schedule a meeting instead. Our tips on how managers can communicate effectively go into more detail, and the National Autistic Society’s employment guidance covers reasonable adjustments that can support communication at work.
Encourage self-reflection
Asking people to assess their own work gives them time to process feedback, and lets them spot areas to improve for themselves.
You can encourage self-reflection by asking open-ended questions that help employees think about their performance. For example, you could ask, “What do you think went well during this project, and what could have been better?”
Provide opportunities for skill development
Feedback should lead somewhere. Give people the chance to work on the areas they want to improve and to pick up skills relevant to their role.
As a manager, you can do this by offering training sessions or workshops on specific skills, such as communication or time management.
Recognise your employee’s strengths
Don’t save feedback for problems. Telling people what they do well makes them feel valued and gives them a reason to keep developing.
For example, you could say, “Your attention to detail is exceptional, and it has been invaluable in making sure our projects are completed accurately and efficiently.” Our article on how managers can help autistic employees thrive has more ideas for building on strengths, and many of these principles apply across your team, as we explain in our guide to giving feedback to neurodivergent employees.
How Enna can help
Getting feedback right for neurodivergent employees tends to improve it for everyone else on the team too. Our neuroinclusive performance management training gives managers practical techniques for feedback, objectives and reviews that work for different minds. For one-to-one support, workplace coaching helps autistic employees and their managers build a working relationship that lasts.
For a sense of how inclusive your management practices are now, take our free neuroinclusion maturity assessment, or book a call with Enna to talk about your team.
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