“I just can’t get started on this right now.” “Oh shit, I forgot to do that earlier!” “I’m not motivated enough to push through this today.” Are these common thoughts you or your neurodivergent colleagues have expressed? What if I told you each of these statements has an underlying, often overlooked need that is unmet for many Autistic and ADHD workers? If that is true, perhaps you might feel less inclined to adopt labels for yourself or others such as “lazy” or “unmotivated” from now on. Let’s explore why work can feel harder than it needs to be for many neurodivergent employees.
Autistic and ADHD employees can share similar traits: they have interest-based attentional styles, can get overwhelmed by competing sensory inputs in their environment or within their own minds, and can experience wavering levels of energy and work capacity throughout the day. Autistic workers have hyper-connected brains in which they see patterns more readily. ADHD workers get work done in bursts of energy and benefit from being able to move their bodies while working. Modern office culture places these employees in environments where their minds and bodies may not entirely thrive from time to time. Being stuck in the same spot, surrounded by sensory overload, lacking an effective body-double, or not having preferred space to work are major barriers to workplace productivity and efficiency for these neurodivergent folks.
I want to invite you to start reframing how you look at yourself and your colleagues when it comes to capacity and workplace conduct. Here is a list of common labels and reactions many neurodivergent employees have, and how we can shift our focus or direct our efforts of change to be more neuroinclusive and curious:
- “I’m procrastinating and need to get started.” -> Reframe: “I cannot get started right now, what are the barriers to that happening and what support do I need?” This places the burden less on the individual and helps them consider what kind of support they need.
- “I’m not motivated and don’t want to do this right now.” -> Reframe: “It’s okay if I can’t keep working at this moment. What do I need to re-energize and regulate myself so I feel capable of working?” Again, this reframe helps us be more compassionate to ourselves in times of lower capacity. We start to take a more curious look at ourselves and our neurodivergent colleagues from a regulation standpoint; this centers the idea that once we feel regulated, we can get back to work.
- “I’m being lazy.” -> Reframe: “I’m just not able to do this right now.” We want employees to have the ability to honestly share or recognize that they can’t do something at a given moment, without shame, blame, or “shoulding” on themselves. It’s important that neurodivergent employees accept when they are struggling to get something done and that it’s entirely okay!
If your neurodivergent workers are trying to cover up their dysregulation, manage their work to avoid punishment out of fear or anxiety, and are constantly navigating burnout and barely able to juggle their responsibilities, it’s time to rethink how you’re supporting them. Systemic redesign of work culture and procedures may be a saving grace that will benefit everyone in the long-run at that point. I encourage you to continue receiving feedback from, and collaborating with, neurodivergent workers and colleagues. The more we give a voice to these employees’ needs the better we get at reshaping the system to support everyone.