Practical strategies for managing a neurodiversity team

In the previous article, we discussed what neurodiversity is and what business benefits come from including neurodivergent individuals in teams. We also covered basic practices that help such individuals function effectively in a corporate environment. Now, let’s look at specific strategies you can implement as a manager to fully leverage the potential of neurodiversity in your organization.

Recruitment adapted to neurodiversity

Standard recruitment processes often unconsciously discriminate against neurodivergent individuals. The traditional job interview, based on social and communication skills, can be a major challenge for someone on the autism spectrum—even if they are an expert in their field.

Practical solutions:

1. Alternative assessment methods – instead of standard interviews, offer practical tasks or skills tests that allow candidates to demonstrate substantive knowledge.
2. Process transparency – clearly describe what the recruitment process will look like, how many stages are planned, and what specific skills will be assessed.
3. Precise job descriptions – avoid vague phrases and unrealistic requirements (e.g., “excellent interpersonal skills” for an analytical role).
4. Recruiter training – people conducting the recruitment should understand the needs of neurodivergent candidates and know how to adjust their communication style.

Adapting the work environment

Neurodivergent individuals, especially those on the autism spectrum, may be particularly sensitive to sensory stimuli. Noisy, brightly lit open spaces can be a source of sensory overload that significantly lowers their productivity.

Practical solutions:

1. Flexible spaces – offer quiet work zones or the option of hybrid work for those who need low-stimulation environments.
2. Reducing distractions – provide noise-canceling headphones, desk dividers, or the possibility of working during off-peak hours.
3. Predictability – introduce a clear daily structure, a regular meeting schedule, and notify employees in advance of any changes to the team’s routine.
4. Asynchronous tools – enable written communication (chat, email) as an alternative to phone calls or in-person meetings, which may be challenging for some individuals.

Effective communication with neurodivergent individuals

As Jacek Śmigiel emphasized during a webinar hosted by asperIT: “An autistic person may read things in a very binary and literal way”—this quote perfectly illustrates the importance of precise communication with neurodivergent individuals.

For individuals on the autism spectrum:

1. Clarity – avoid metaphors, sarcasm, and ambiguities. Use clear, unambiguous language.
2. Written instructions – even after verbal discussions, it’s helpful to provide a written summary with specific steps and expectations.
3. Defining deadlines – set specific dates and times instead of using vague phrases like “as soon as possible” or “soon.”
4. Clear expectations – specify the work standard, quality, and all task parameters.

For individuals with ADHD:

1. Visualization – use diagrams, mind maps, and colors to categorize information.
2. Task breakdown – divide large projects into smaller, manageable parts that can be completed in a shorter timeframe.
3. Frequent reminders – regularly remind about upcoming deadlines and project milestones.
4. Flexible work schedules – individuals with ADHD may have periods of “hyperfocus,” which are worth leveraging by allowing a degree of time flexibility.

Effective feedback and performance evaluation

Neurodivergent individuals often struggle to interpret ambiguous social cues and may require more direct feedback than neurotypical employees.

Practical approach:

1. Regularity – establish a cyclical, predictable schedule for feedback meetings instead of delivering them spontaneously.
2. Specificity – instead of general praise like “great job,” clearly state what was done well and why.
3. Constructiveness – when pointing out areas for improvement, be specific and offer actionable suggestions, not just criticism.
4. Two-way feedback – encourage employees to provide feedback to you as a supervisor to better understand their needs.

Building effective neurodiverse teams

Diverse thinking styles can be a huge asset to a team if managed correctly. As noted by an expert during the webinar: “People with ADHD and on the autism spectrum can complement each other perfectly when it comes to competencies.”

Strategies for building complementary teams:

1. Intentional talent pairing – autistic individuals may excel in data analysis and quality assurance, while those with ADHD often thrive in brainstorming and idea generation.
2. Clear role division – clearly define responsibilities and boundaries of each role.
3. Respecting different work styles – accept that some employees may work most effectively in unconventional ways (e.g., during unusual hours, with music, standing up).
4. Team education – training the entire team in neurodiversity helps build understanding and acceptance of different work styles.

Managing change in neurodiverse teams

Change can be particularly difficult for individuals on the autism spectrum, who value predictability and routine. On the other hand, people with ADHD may need more structure to adapt to new circumstances.

Implementing change effectively:

1. Early communication – announce changes in advance, giving time to adjust.
2. Explain the reasons – neurodivergent individuals are more likely to accept change if they understand its logical justification.
3. Gradual implementation – roll out changes in stages to avoid sudden disruptions.
4. Individual support – offer extra help during the transition period and allow time for adaptation.

Neuroleadership as a future skill

As awareness of neurodiversity grows, the ability to manage neurodiverse teams is becoming a key skill of the future. Managers who understand different thinking styles and can adjust their approach will gain a strong advantage in the job market.

As an asperIT expert said during the webinar: “Neurodiversity has recently become such a common topic that in a way, it touches all of us.” Therefore, developing competence in this area is an investment in the future of every manager.

Success story: Testing team at asperIT

The company asperIT employs individuals on the autism spectrum as software testers, leveraging their natural traits: thoroughness, precision, and the ability to detect anomalies. Thanks to appropriately adapted workflows and communication methods, the team exceeds industry standards, and their retention rate is significantly higher than the average.

Conclusion

Managing a neurodiverse team is a challenge—but also a great opportunity to enhance the innovation and efficiency of your organization. The key to success is understanding the diverse needs of employees and implementing strategies that allow each team member to reach their full potential.

As Jacek Śmigiel said: “We deeply care about understanding how exceptional these individuals are, what unique traits they have. And how we can offer neurodivergent people space, understanding—because only that will allow us to truly unlock their potential.”

By creating a neuroinclusive work environment, you not only support individual employees but also build a more innovative, adaptive, and competitive organization.