How We Can Support Neurodiverse Employees in the Remote Working Era: Part 2
How We Can Support Neurodiverse Employees in the Remote Working Era: Part 2
This is part two of a two-part series on supporting neurodiverse employees.
Neurodiverse employees need to feel supported throughout the unique challenges that can be presented in the remote working environment, and as we discussed in “Part 1” of our two-part series, employers should rethink accessibility in remote work to ensure that the needs of the neurodiverse work population does not slip through the cracks.
As a reminder, Neurodivergence is the term for when someone’s brain processes, learns or behaves differently from what is considered typical. This spectrum of individuals who are neurodiverse is wide and can include individuals with autism, ADHD, dyslexia, or Tourette’s syndrome, according to HRzone, an online publication for global human resources (HR) professionals.
One-size-fits-all does not work
While some neurodiverse employees may actually prefer remote working to being in the office, there is no “one-size-fits-all” approach to employee management.
Working remotely can impact your neurodiverse employees in unique ways, from a lack of consistency, absence of a fixed workspace, maintaining communication, stress from isolation, and the like. To combat this, employers should take the time to listen and seek perspective on how to best support your staff.
This can be easier said than done. So, how can employers best support neurodiverse employees?
Turn off the camera
Zoom fatigue is real! Employers can let their teams know that they do not have to have their camera on during video calls. While this may seem counterproductive, it has been seen to help employees overcome a recent phenomenon known as Zoom fatigue, according to HR zone.
For some, it can be difficult and exhausting to maintain eye contact. Alternatively, a good old-fashioned phone call may do the trick.
Ask them to take breaks
Encourage workers to step away from their devices! It is possible for employees with neurodivergence, like ADHD for instance, to become hyper-focused on an assignment and lose track of time. In cases like this, some people actually work more from home, and its been noted that remote workers give about 13 percent more output.
Encouraging employees to take breaks ensures that everyone, not just neurodiverse individuals, are able to refresh and stay focused on their goals.
Create some structure
If this has not already been done, help individual employees by setting a structure at home.
Some neurodiverse employees may find it helpful to receive a simple check-in email or message from a manager. Others may want to set up regular calls with colleagues. Additionally, any employee productivity technology used for work should be embraced at all levels, and communication regarding expectations of use should be clear.
Creating structure can also include simply reiterating the company’s core working hours to ensure that employees are not overdoing it.
Ask how they are feeling
Reach out to demonstrate empathy and compassion towards a neurodiverse employee, or any worker for that matter. Oftentimes, employers may be unaware of those who are faced with isolation while working remotely.
For this reason and others, simply ask how they are doing personally.
It can be easy for remote workers to hide how they are feeling or chose not to share unless asked. Yet, employees appreciate being heard. In fact, this is one of the keys to employee satisfaction.
Use purpose-built technology
In my experience, each individual is on their own journey and I believe that high performance begins with high job satisfaction. Forbes even cited how happier employees are 20 percent more productive. This is why my team and I created purpose-built technology called BluXinga to act as a liaison to improve the daily communication between managers and employees.
This can help all employees, especially those who are neurodivergent, by providing a streamlined way to convey thoughts and progress to supervisors.
While the remote and hybrid work environments come with a myriad of benefits, it can also pose certain challenges for some people. As managers, it is our job to recognize that and be empathetic to the potential impact that it has on your employees. Even more so, it is essential for companies of all shapes and sizes globally to adopt organizational changes that accommodate neurodivergent employees to ensure that they feel supported in this shifting landscape.
