Introduction
When a manager notices that an autistic employee is struggling with their role, it can be difficult to know what to do. You want to be fair and supportive, but you also need to maintain performance across your team.
This blog is here to help. If your autistic employee isn’t performing as expected, the key is not to jump to conclusions. Instead, it’s about understanding the root cause, whether it’s an organisational issue, a capability gap, a performance concern, or a need for reasonable adjustments. We’ll walk you through how to handle these situations with confidence, empathy, and practical steps.
1. Start with Curiosity, Not Assumption
Autistic employees may experience barriers at work that aren’t immediately visible. That might include sensory challenges, communication misunderstandings, unspoken expectations, or an environment that simply doesn’t work for their brain.
Instead of assuming poor performance is about effort or attitude, open a dialogue. To allow them to think and prepare, it is wise to put some time in their calendar and make a clear agenda about the questions you would like to ask them.
Try asking:
“Over the past two weeks, have you noticed anything at work that has made your job easier or harder?”
“Are there any specific tasks or situations in your job this month that you’ve found harder than usual?”
“Would changes like written instructions, quieter spaces, or more time for tasks help make your work easier?”
This creates psychological safety and shows your employee that you’re open to listening, not judging.
2. Consider Four Key Causes
When an employee isn’t performing, it’s usually due to one (or more) of the following:
Organisational barrier: Your systems, environment, or communication methods might be causing friction. For example, an open-plan office, unclear instructions, or changing deadlines without notice.
Capability issue: The employee might not have the right tools, training, or confidence to complete the task. This doesn’t mean they aren’t capable, just that they need support or clearer guidance.
Performance issue: In some cases, the role might not be the right fit, or expectations aren’t being met despite adjustments and support. These situations still require compassion and structure.
Need for reasonable adjustments: The Equality Act 2010 requires employers to make adjustments that remove barriers for disabled employees, including many autistic people. That might mean altering how meetings are run, providing written instructions, or allowing noise-cancelling headphones.
Clarifying which of these four areas the issue falls into helps you take the right next step.
3. Have a Clear, Supportive Conversation
When you’re ready to speak with the employee, put some time in their calendar to speak. Make the agenda of the meeting really clear and let them know the questions in advance if you can, so they can prepare and make notes if needed.
Use a clear structure:
1. Describe what you’re noticing — “I’ve noticed some deadlines have been missed…”
2. Ask open questions — “How are you finding the workload?”
3. Share your intention — “I want to understand what’s going on and how I can support you.”
4. Listen carefully to their response without interrupting or rushing to a solution.
If they disclose that they’re struggling because of a neurodivergent trait, remind them they are not alone, and that you are willing to support them.
4. Implement Targeted Support
Once you’ve identified the likely cause, take action:
- Organisational: Change the process or environment. Could they work from home more? Could instructions be shared in writing? Would flexible hours help?
- Capability: Provide training, mentoring, or clearer expectations. Don’t assume they’ll “just get it” over time.
- Performance: If it is a genuine performance issue, document the support you’ve provided and consider a fair improvement plan, but do this alongside reasonable adjustments, not instead of them.
- Reasonable Adjustment need: Make reasonable adjustments promptly. If you’re unsure what adjustments to make, we can help you design a plan.
Not sure what to try? Contact us to enquire about our Management Support Helpline for confidential advice.
5. Avoid Common Pitfalls
- Don’t assume “if they needed support, they’d ask.” Many autistic employees mask or fear being seen as difficult.
- Don’t make changes without asking, adjustments should be collaborative.
- Don’t ignore the problem,avoiding the issue makes it harder to fix.
- Don’t compare them to others, neurodivergent employees may have different, but equally valuable, ways of working.
6. Follow Up and Review
Once changes are made, follow up regularly. Ask what’s working, what isn’t, and be flexible. Keep notes and document what’s been agreed. Implementing reasonable adjustments is a continuous journey, not something thats put in place and forgotten about.
Sometimes a combination of small changes can unlock an employee’s full potential. With the right environment and understanding, many autistic employees not only meet expectations — they exceed them.
7. A Real-World Example
Let’s say you manage an autistic employee named Sam who works in a customer service role. Recently, Sam has started missing targets and responding to customer emails more slowly. You’re unsure whether this is a performance issue or something else.
Instead of starting formal performance procedures, you book a quiet, private room and say:
“Sam, I’ve noticed your email responses have slowed and targets have been missed over the past three weeks. I’d like to understand what’s making things harder and talk about what support might help.”
During the conversation, Sam shares that since the office layout changed, the increased noise and constant movement have made it harder to concentrate. They’ve also struggled to use a new ticketing system and didn’t want to look incompetent by asking for help.
You now have two concrete issues:
- A sensory barrier caused by the noisy environment
- A capability gap with the new system
To check if changes make a difference, you:
- Ask Sam if he’d like to work in a quieter area and use noise-cancelling headphones
- Arrange a 1:1 training session on the system with a trusted colleague
- Monitor email response rates and customer satisfaction for 4 weeks
- Schedule a follow-up meeting after 2 weeks to ask:
- Has the quieter desk helped your focus?”
- Do you feel more confident using the system now?”
By tracking performance data before and after the support, you can objectively see if it’s working.
8. What if They Don’t Disclose?
If your employee hasn’t disclosed that they are autistic, here’s how to still provide support:
1. Review their environment:
- Are they seated in a high-traffic area or under bright lights?
- Are deadlines frequently moved without warning?
- Is their workload clear, or constantly changing?
2. Watch for behavioural signs:
- Are they avoiding meetings or communication?
- Do they seem fatigued or overwhelmed?
- Are they highly focused but struggle with multi-tasking?
3. Proactively say:
“We’re reviewing how we support different working styles. I wanted to ask whether any changes to the way we structure tasks or communicate would make your role easier?”. You can use our Working Styles Guide with your team to help facilitate these conversations.
Even without a diagnosis, this opens the door to support, without pressure or forced disclosure.
9. How Our Helpline Can Help
Our Management Support Helpline gives you direct access to neurodiversity experts who can:
- Review the specific behaviours you’re seeing and explain possible causes
- Suggest reasonable adjustments that have worked in similar settings
- Help you phrase conversations clearly and sensitively
- Guide you through any formal steps, such as performance reviews or adjustments plans
You’ll speak with someone who understands the workplace and neurodivergent thinking, not just generic HR advice.
👉 Book a time to chat about the service and learn more here
10. Keep Learning
You don’t need to have all the answers — but you do need to be willing to learn.
We offer:
- Practical training on managing autistic employees
- Workshops for HR and team leads on implementing workplace adjustments
- Resource packs to guide your entire team
A more inclusive workplace leads to better engagement, lower turnover and a stronger team. And small actions start big change.