A cheap, low-effort way to help people focus and feel calmer in meetings, neurodivergent or not.
Most meetings are not very stimulating. A long Monday strategy session or a Friday check-in can be hard going for anyone. For neurodivergent employees, especially people with ADHD and autistic people, staying focused has less to do with interest and more to do with how their brains process information and stimuli.
That’s where fidget toys come in. You might associate them with kids in classrooms or trendy gadgets on TikTok, but there’s growing evidence that fidget toys can be useful tools for adults too, especially in the workplace.
And they help everyone, not only neurodivergent staff.
Fidget toys: what are they and why do they work?
Fidget toys are small, hand-held objects designed to be manipulated. They include everything from stress balls, fidget cubes and textured rings to putty, tangles and even discreet magnetic beads.
For people with ADHD, fidgeting is often a self-regulation strategy rather than a distraction. Research published in the Journal of Abnormal Child Psychology found that children with ADHD who moved the most performed better on complex cognitive tasks. More recent research from UC Davis found that natural fidgeting was linked to steadier attention in adults with ADHD too.
The theory is simple: movement boosts alertness. By occupying part of the brain that might otherwise get distracted, fidgeting can help people stay engaged in what’s happening. It can also take the edge off anxiety. You can read more about how ADHD shows up at work in our guide to ADHD in the workplace.
Neurotypical people experience similar benefits. Think about how often people doodle, tap their pens, twirl their rings or play with their hair during meetings. That’s natural fidgeting at work.
The business case for fidget toys in meetings
Putting fidget toys in meeting rooms might feel a bit unusual. We’d argue it’s just good management, for three reasons.
1. They support neurodivergent employees
People with ADHD, autism, anxiety or sensory processing differences often rely on movement or tactile tools to self-regulate. This is closely linked to stimming, which we explain in what managers need to know about stimming in the workplace. By offering fidget toys as standard, not just on request, you’re showing your team that you understand and actively support neurodiversity.
People notice when their needs are treated as normal. And according to a Deloitte report, inclusive workplaces are six times more likely to be innovative and twice as likely to meet or exceed financial targets.
2. They improve focus and engagement
When someone’s hands are busy with a subtle, repetitive motion, their mind is less likely to wander. In practice that means people take in more of what’s said and contribute more to the discussion.
3. They normalise accessibility tools
One of the best things about giving fidget toys to everyone is that it removes the stigma. If only one person uses one, they may feel awkward or “othered”. But when fidget tools are on the table for everyone, they’re seen as a normal part of workplace culture, not a special adjustment. That matters for people who mask their needs at work, as we explore in understanding high-masking neurodivergent employees.
What fidget toys should you offer?
You don’t need to hand out spinning gadgets or noisy clickers. Focus on quiet, subtle and easy-to-clean tools that won’t disrupt the meeting. Good options include:
- Textured silicone rings or bands
- Stress balls or squishy mesh balls
- Tangles (looped plastic fidget toys that twist and turn)
- Fidget cubes (small cubes with buttons, switches and dials)
- Putty or therapy dough (great for reducing stress and anxiety)
- Magnetic beads or smooth stones
- Velcro or textured patches that can be stuck to the underside of a table
You can order workplace-appropriate fidget toys in bulk from places like:
- Sensory Direct
- Fidgetland
- Amazon Business
Cost-wise, you’re looking at £3 to £10 per toy. That’s not much to spend for a noticeable difference in focus and morale.
How to introduce the idea to your team
You might be thinking: how do I introduce this without it feeling… weird?
It doesn’t need to be a big deal. You could say something like this at your next meeting:
“You might have noticed a few new things on the table. These are fidget toys, simple tools that can help with focus and stress. You’re welcome to use them during meetings if you find they help you concentrate. It’s just one small way we’re trying to make our workspace more comfortable for different working styles.”
Keep it short and treat it as normal from the start.
You could also add a few lines about it in your internal newsletter or meeting room signage. Make it feel casual, not clinical.
How it fits into a neuroinclusive workplace
Fidget toys can also open the door to a bigger change in how a team thinks. Letting people move, stim and self-regulate tells them something important: we see you, and we welcome your brain as it is. It’s a simple way to build psychological safety for neurodivergent employees.
It can lead to wider conversations about:
- Alternative meeting formats (for example, walking meetings or flexible camera-on policies)
- Flexible workstations and lighting preferences
- Quiet zones and sensory-friendly spaces
- Neurodiversity awareness training
Many of these are simple, low-cost changes. Our reasonable adjustment examples for managers has more ideas. When things like this are part of everyday working life, and not something that comes out during awareness weeks, inclusion tends to stick.
Final thoughts
Fidget toys may seem like a small thing. For some neurodivergent employees, though, they make the difference between struggling through a meeting and actually taking part in it. And for everyone else, they can offer a quiet, productive outlet for nerves or restlessness.
Offering them to everyone is a simple change, and it helps people do their best work.
Order a batch, leave them out at your next meeting, and see who picks them up.
How Enna can help
Fidget toys help most when managers understand why people need them. Our Neurodiversity Awareness for Managers workshop covers that, and shows managers how to run meetings that work for the different brains in the room. Where someone needs more specific support, our workplace needs assessments can recommend practical adjustments.
You can also take our free neuroinclusion maturity assessment to get a picture of where your organisation is now, or book a call if you’d rather talk to us first.
