One of the most common concerns we hear from organisations is:
“We would love to provide training, but we are simply too busy to train everyone.”

And it is true. Teams are stretched, deadlines are tighter, and people are juggling multiple priorities. Taking whole groups away from their desks can feel impossible. For many managers and HR professionals, the thought of scheduling training across large and diverse teams is daunting.

It is completely natural to feel this way, and you are not alone. Most organisations we work with share the same concern.

But here is the good news: meaningful training does not have to be disruptive. In fact, some of the most effective approaches to building neurodiversity awareness are designed with busy workplaces in mind. At Enna, we often help organisations break training into smaller, more flexible formats so it works alongside day to day business rather than against it.

This blog explores why training still matters, what the risks of waiting are, and practical ways to make learning achievable even when time feels scarce.

Why Training Matters Even When You Are Busy

It can be tempting to push neurodiversity training down the list, especially when workloads are high. But delaying training comes with hidden costs:

• Managers may make mistakes. Without understanding reasonable adjustments, managers can unintentionally put the organisation at legal or reputational risk.

• Employees mask or disengage. Neurodivergent colleagues may feel unsupported and leave, increasing turnover costs.

• Performance suffers. When employees are not equipped to collaborate inclusively, productivity drops.

In other words, investing a little time in training now can save a lot of time, money and stress later.

The Challenge of Training Busy Teams

From our conversations with clients, the barriers usually sound like this:

• “We cannot get everyone in one room.” Different departments, shifts and working patterns make it difficult.

• “We cannot afford to pause operations.” Time away from core tasks feels too disruptive.

• “Our teams are already training fatigued.” After years of online learning, engagement feels low.

These challenges are real. But they do not mean training is impossible, they simply call for a more flexible approach.

Flexible Approaches That Work

Here are some of the ways organisations are making neurodiversity training fit around busy schedules:

• Staggered training. Sessions are rolled out gradually rather than delivered to everyone at once, so the business is never short staffed.

• Microlearning. Training can be broken into short and focused sessions that fit easily into the working day.

• Blended formats. Combining live workshops with on demand resources allows employees to learn at their own pace while still engaging in interactive sessions.

• Role specific focus. Not every employee needs the same depth of training. Managers might attend detailed workshops, while colleagues receive shorter awareness sessions. This makes learning targeted and efficient.

Why Small Steps Still Make a Big Difference

Even modest amounts of training can have a significant impact. For example:

• A short session on neuroinclusive communication can reduce misunderstandings and conflict.

• A workshop for managers on reasonable adjustments can prevent costly mistakes in recruitment or performance management.

• An introduction to neurodiversity can make colleagues more empathetic and supportive.

You do not need to overhaul everything at once. Small and practical steps build confidence and awareness gradually.

Planning Training Around Your Organisation

Every organisation is different, which means there is no single approach. Some things to consider include:

• Roles and responsibilities. Who needs deep training, and who needs a lighter introduction?

• Working patterns. Are there shifts, part time workers or hybrid teams to accommodate?

• Existing priorities. Can training be linked to current goals such as wellbeing, compliance or talent development?

• Engagement styles. Would your teams respond better to interactive sessions or shorter webinar style learning?

By mapping training to your specific context, you can build inclusion without disrupting operations.

Stories From Busy Workplaces

We have seen many organisations achieve this balance:

• A logistics company delivered short awareness sessions at shift handovers, reaching hundreds of employees without pulling them off the floor.

• A financial services firm began with manager training, then introduced short awareness sessions for staff once confidence grew.

• A manufacturing company split a full day workshop into three shorter sessions over three weeks so managers were never away for an entire day.

In each case, the key was flexibility and adapting training to the rhythm of the business rather than expecting the business to pause.

Final Thoughts

Saying you are too busy to train everyone is completely understandable. But even in the busiest organisations, small steps are possible and can make a real difference. By staggering sessions, using smaller modules and focusing training where it is needed most, organisations can build inclusion in ways that fit naturally around the day to day.

Neurodiversity training does not need to be a burden on time or resources. With the right approach, it becomes a manageable process that strengthens culture, reduces risk and helps every employee do their best work.

At Enna, we support organisations to plan training roll outs that make sense for their teams. From awareness sessions to manager workshops and workplace audits, we help busy organisations take steps forward without overwhelming their schedules.