5 Ways To Manage Neurodiverse Teams

The best way to lead a neurodiverse team is to individually lift up each team member.

You need to know how to manage them, what makes them tick, ways to boost motivation, and even what turns them off – what not to do. One in five neurodivergent employees have been harassed or discriminated, per a 2024 study.

Matthew Rechs wrote an excellent post on this topic at BizLet, and we want to summarize his key points for busy managers. Here are 5 ways to manage neurodiverse teams:

1. Use literal, direct language.

Metaphors and symbolic language don’t work for everyone. Don’t lose someone in the messaging. Speak clearly and plainly, especially at key times. [See: Whatever It Takes: Managing Neurodiverse Teams]

2. Celebrate differences and give positive feedback.

Celebrate the unique by bringing attention to weird but good contributions. [See: Whatever It Takes: Managing Neurodiverse Teams]

3. Allow for the state of ‘flow.’

People work best when they get into a state of flow, uninterrupted like a flowing river or creek, especially neurodiverse people. [See: Whatever It Takes: Managing Neurodiverse Teams]

4. Put away the jokes.

It’s not comedy night, it’s a work environment. Do away with jokes, sarcasm, irony or exaggeration which may not land how you intend. [See: Whatever It Takes: Managing Neurodiverse Teams]

5. Realize mental health conditions can be interlinked.

People may have multiple conditions or illnesses, and you may never know. Be considerate and help your employees prevent exhaustion or burnout. [See: Whatever It Takes: Managing Neurodiverse Teams]