Stimming, short for self-stimulatory behavior, is a common behavior among neurodivergent individuals, particularly those with autism, ADHD, and other developmental or sensory processing conditions. In the workplace, stimming can often be misunderstood or even seen as distracting. However, with awareness and understanding, managers can create an environment where neurodivergent employees feel comfortable and supported in their natural behaviours, including stimming.

This blog provides managers with the knowledge they need to understand what stimming is, why neurodivergent employees engage in it, what it looks like, and how to create an inclusive workspace that accommodates these behaviours.

What Is Stimming?

Stimming refers to repetitive movements, sounds, or other behaviours that are used by neurodivergent individuals to self-regulate, process sensory input, and manage emotions. While most people engage in some form of self-soothing behaviour (e.g., tapping a pen, foot bouncing), neurodivergent individuals may stim more frequently or in ways that are more noticeable.

For neurodivergent employees, stimming is often essential for managing sensory or emotional overload and for maintaining focus or calm in certain environments.

Why Do Neurodivergent Individuals Stim?

There are a variety of reasons why neurodivergent employees might stim, and these reasons can vary from person to person. Here are some of the most common reasons behind stimming:

1. Sensory Regulation: Many neurodivergent individuals experience sensory input differently. The workplace can be a sensory-rich environment with bright lights, background noise, and movement. Stimming helps neurodivergent individuals manage overwhelming sensory input by providing a repetitive, controlled experience they can focus on.
2. Emotional Regulation: Just as some people might pace when they’re anxious or fidget when they’re excited, neurodivergent individuals may stim as a way to express or manage emotions. This can help them stay calm during stressful moments or provide an outlet for feelings of joy or excitement.
3. Focus and Attention: For some, stimming can enhance concentration. For example, employees with ADHD might engage in stimming behaviours to help them focus on tasks. The repetitive motion or sensation keeps their mind engaged and prevents distractions from overwhelming them.
4. Self-Expression: Stimming is often a natural, instinctive way for neurodivergent individuals to express themselves. It is a part of their identity and a reflection of how they navigate the world. Suppressing or hiding stimming can lead to additional stress and anxiety.

What Does Stimming Look Like?

Stimming can take many different forms, and the type of stimming behaviour varies between individuals. Here are some common examples of stimming that managers might observe in the workplace:

• Repetitive Movements: This can include hand-flapping, rocking back and forth, foot tapping, or finger-flicking. These motions help neurodivergent individuals regulate sensory input or emotion.
• Fidgeting with Objects: Many neurodivergent individuals stim by playing with small objects, such as fidget toys, pens, or rubber bands. Fidgeting is a discrete form of stimming that helps with focus.
• Verbal Stimming (Vocalizations): This might include repeating certain words, phrases, or sounds. Verbal stimming can be soothing and is often used to calm oneself during overwhelming situations.
• Repetitive Sounds: Clicking pens, tapping surfaces, or humming are examples of stimming through sound. For some neurodivergent employees, these sounds are comforting and help manage stress.
• Touch-Based Stimming: This might involve stroking soft fabrics, rubbing one’s hands, or touching objects with specific textures. Tactile stimming provides calming sensory feedback.

While these behaviors may seem unusual to neurotypical individuals, they are vital coping mechanisms for neurodivergent employees. Understanding that stimming is a necessary and natural part of how these employees navigate the world is key to creating a more inclusive environment.

The Importance of Understanding Stimming in the Workplace

It’s important to recognise that stimming isn’t just a habit; it’s a fundamental way for many neurodivergent individuals to regulate their emotions, focus, and remain comfortable in environments that may otherwise feel overwhelming.

Without the ability to stim, neurodivergent employees may experience increased stress, anxiety, or burnout. When employees feel pressured to suppress their natural behaviours, it can impact their overall performance, productivity, and wellbeing.

What Can Managers Do to Support Stimming in the Workplace?

Managers can take several steps to create a workplace that not only accepts stimming but actively supports it. Here are some strategies to foster an inclusive and understanding environment for neurodivergent employees.

1. Create a Nonjudgmental Environment

One of the most important things a manager can do is cultivate an environment where stimming is accepted and not seen as “weird” or disruptive. Colleagues may not understand why neurodivergent employees engage in stimming behaviours, so educating the team on neurodiversity can reduce stigma and create an atmosphere of empathy.

Actionable Tips:

• Host neurodiversity training: Offer training sessions to help employees and managers understand what stimming is and why it’s important. This can help demystify the behavior and promote inclusion.
• Address biases: Be aware of unconscious biases that may label stimming as unprofessional or distracting. Normalise stimming as part of a neurodiverse work environment.

2. Allow the Use of Fidget Tools and Stim Toys

For many neurodivergent individuals, fidget tools (such as stress balls, fidget spinners, or textured objects) can be incredibly helpful for managing focus and sensory input. Managers should not only allow these tools but encourage their use when it helps employees regulate themselves.

Actionable Tips:

• Make fidget tools available: Consider offering a selection of fidget tools in common areas or allowing employees to bring their own to work.
• Provide private spaces: For employees who need more intensive stimming, providing quiet rooms or sensory-friendly spaces can be incredibly helpful. These spaces can be used for stimming when employees need to regulate in a quieter setting.

3. Be Flexible with Workspaces

Some neurodivergent employees may need certain accommodations to feel comfortable stimming in the workplace. Managers can help by offering flexible workspaces where employees can stim in a way that works best for them without feeling self-conscious.

Actionable Tips:

• Provide seating options: Some employees may prefer seating arrangements that allow them to move or rock while they work. Consider offering ergonomic chairs or standing desks to support these needs.
• Create sensory-friendly environments: Be mindful of the sensory environment. Bright lights, loud noises, and other sensory stimuli can be overwhelming for neurodivergent employees. Offering noise-cancelling headphones, dimmable lighting, or quieter spaces can reduce the need for more intensive stimming.

4. Open Channels of Communication

Managers should maintain open lines of communication with neurodivergent employees about their needs. Not everyone feels comfortable discussing stimming, so it’s important to create a safe space where employees can share what accommodations they require.

Actionable Tips:

• Offer 1:1 check-ins: Regular one-on-one meetings can provide a private and supportive space for employees to express their needs, including any stimming accommodations.
• Ask how you can help: Simply asking, “What can we do to make you more comfortable at work?” can go a long way. Being open to making reasonable adjustments, such as offering a quiet workspace, can make a significant difference.

5. Recognise That Stimming May Be Essential for Productivity

It’s important to understand that stimming is not necessarily a sign of distraction or lack of focus. In many cases, stimming allows neurodivergent employees to maintain productivity and perform at their best. Rather than viewing it as something that interferes with work, managers should recognize that it’s often essential for staying on task.

Actionable Tips:

• Avoid penalising stimming: Ensure that stimming is not seen as unprofessional or a reason for negative feedback during performance reviews.
• Celebrate neurodiversity: Recognise and celebrate the unique ways that neurodivergent employees contribute to the team. By embracing their stimming behaviours, you create a more inclusive and supportive workplace.

Conclusion

Stimming is an important part of the lives of many neurodivergent individuals, and it plays a key role in how they manage sensory input, emotions, and focus. As a manager, understanding what stimming is and why it happens allows you to create an inclusive work environment where neurodivergent employees feel supported.

By fostering a nonjudgmental environment, offering flexible workspaces, encouraging the use of fidget tools, and maintaining open communication, managers can make the workplace a more comfortable and productive space for everyone.

Creating a culture that accepts and supports stimming not only benefits neurodivergent employees but contributes to a more inclusive and understanding workplace overall.