More organisations now recognise the value of neurodiversity: the natural variation in how people think, including autism, ADHD and dyslexia. But any team with different ways of thinking will sometimes disagree, and that includes neurodivergent and neurotypical colleagues clashing. This guide looks at how managers can handle that conflict fairly, without anyone’s strengths getting lost along the way.
Understanding neurodiversity in the workplace
You can’t resolve conflict in a neurodiverse team without a basic understanding of neurodiversity. People think, process information and interact differently, and a team with that range has more skills and perspectives to draw on. Our guide to neurodiversity in the workplace covers the essentials, and Acas also has a clear introduction to neurodiversity at work.
Recognising and valuing differences
Neurodivergent people may have particular strengths and challenges, and their neurotypical colleagues bring different skills and experience. A lot of what looks like a personality clash is really a difference in communication style, sensory needs or how people approach a problem. Good managers check for that first. Our article on ADHD, communication differences and workplace conflict shows what can happen when those differences are misread.
Creating an inclusive environment
The manager sets the tone. Make it obvious that different ways of working are welcome on your team, and talk about what each person brings. When people understand how their colleagues contribute, there is far less room for conflict. Building psychological safety for neurodivergent employees is a big part of this.
Conflict resolution strategies for a neurodiverse team
1. Encourage open communication
People need to feel safe raising concerns before they turn into arguments. Some neurodivergent people find certain social interactions harder, so offering alternative channels such as written feedback or one-to-one meetings can help. Our tips on communicating effectively with neurodivergent colleagues are a useful starting point for the whole team.
2. Understand different perspectives
In a neurodiverse team, conflict can come from misunderstandings rooted in different perspectives. Take the time to hear each person’s side properly. You can’t find a fix that works for both of them until you know how each of them sees the problem.
3. Provide clear expectations and guidelines
Everyone benefits from knowing exactly what is expected of them. Spell out roles, responsibilities and what each project needs. Many neurodivergent people do their best work when expectations are explicit and well defined. A shared tool such as our working styles guide can help everyone understand how their colleagues prefer to work.
4. Make neuroinclusive practices standard
Consider introducing practices that support people with different neurological profiles. These might include sensory-friendly workspaces, flexible working hours and communication adjustments. Our reasonable adjustment examples for managers give plenty of practical ideas. They help neurodivergent team members directly, and they tend to suit everyone else too.
5. Use mediation techniques
When conflict does arise, use mediation techniques that take everyone’s needs into account. Mediation may involve a neutral third party facilitating the discussion, making sure all voices are heard and guiding the team towards a resolution. It slows things down and gives each person a fair hearing. Acas explains how workplace mediation works if you’re considering a more formal approach.
Case study: resolving a conflict between a neurodivergent and neurotypical employee
Imagine a neurodivergent team member who excels in a highly specialised area and feels frustrated because a neurotypical colleague, who is efficient at broader tasks, struggles to follow their detailed work. Here’s how a manager could approach the situation.
1. Facilitate a conversation
Start a private conversation with both team members and explain the importance of understanding each other’s perspectives. Create a non-judgemental space where both people can share their concerns openly.
2. Establish common ground
Identify what the two team members have in common, starting with the shared goal of success for the team and the organisation. Starting there makes the rest of the conversation easier.
3. Provide clear expectations
Clarify roles and expectations for each team member. Give the neurodivergent employee, who excels in specialised tasks, detailed guidelines and support. Make sure the neurotypical employee, who may prefer broader responsibilities, understands the value of their colleague’s specialist contribution.
4. Build flexibility into the workflow
Explore flexible ways of working that play to the strengths of both team members. Think about how tasks can be structured to make the most of the neurodivergent team member’s specialist skills while letting the neurotypical team member contribute in the way that suits them best.
5. Encourage peer support
Pair the two team members on collaborative projects so they can learn from each other’s strengths. It also makes future misunderstandings less likely.
Conclusion: making difference work for your team
Conflict in a neurodiverse team usually comes down to different perspectives, communication styles and ways of working. Managers who treat those differences as useful, rather than as the problem, are in a much better position to sort things out.
Handled well, a disagreement can leave two colleagues understanding each other better than they did before it started.
How Enna can help
Most team conflict starts with small communication gaps that nobody has the tools to close. Our neuroinclusive collaboration workshop helps whole teams work better across different thinking styles, and neuroinclusive management conversations gives managers the language and confidence to handle difficult discussions well. Where one person needs more tailored support, workplace coaching can help them and their manager find a way forward.
A good first step is our free neuroinclusion maturity assessment to see where your organisation stands, or book a call with our team.
