How to Spot and Support Neurodivergent Team Members Who Are Struggling

As a leader, ensuring your team feels supported and equipped to thrive - should be top of your priority list.

This includes recognising when a neurodivergent team member might be struggling, as they may face unique challenges that can impact their well-being and performance. Identifying the signs early and taking meaningful action can make a significant difference - not just for the individual, but for the overall health and productivity of your team.

This responsibility includes spotting when a neurodivergent employee might be struggling - something that isn’t always obvious but can significantly impact their well-being and performance.

By identifying the signs early and taking thoughtful, proactive steps, you can make a real difference to both the individual and your team as a whole.

Here’s how to recognise the signs of difficulty, understand the underlying causes, and take meaningful action to provide support.

5 Signs a Neurodivergent Team Member May Be Struggling

1. Changes in Communication Have they become quieter, started avoiding meetings, or responded more abruptly than usual? Struggling team members may also take longer to reply to emails or messages - a sign they might be finding communication overwhelming.
2. Drop in Productivity Are they missing deadlines, taking longer to complete tasks, or making more mistakes than usual? Avoiding challenging assignments might also indicate they’re finding it harder to cope.

3. Increased Absence or Lateness Patterns like arriving late, taking more sick days, or stepping away from their desk frequently without explanation could suggest stress or overwhelm.

4. Withdrawal from Team Activities Disengagement during group discussions, skipping team lunches, or avoiding social interactions altogether could point to emotional or social struggles.

5. Signs of Overwhelm Look for visible stress such as frustration, tearfulness, or over-apologising. They may also struggle with organisation, miss deadlines, or find it difficult to adapt to changes in routines.

5 Reasons Why They Might Be Struggling

1. Overwhelming Workload Without clear priorities or realistic deadlines, even the most capable employees can feel overwhelmed. Neurodivergent individuals often perform best when structure and expectations are clearly defined.
2. Unclear Communication Vague instructions, shifting priorities, or information overload can cause confusion and stress. Clear, consistent communication is essential to help them stay on track.
3. Sensory Overload Bright lights, loud noises, open-plan offices, or frequent interruptions can be overstimulating, making it harder to concentrate or remain productive.
4. Lack of Adjustments Reasonable adjustments such as flexible working hours, assistive technology, or quieter workspaces can make a significant difference. Without these, daily tasks can become unnecessarily challenging.
5. Fear of Stigma or Judgment A reluctance to ask for help or disclose struggles due to fear of being judged can lead to feelings of isolation and further stress.

5 Practical Ways Leaders Can Help support neurodivergent staff

1. Offer Neurodiversity Coaching Provide access to neurodiversity coaching, tailored to their specific challenges and strengths. Working with me a specialist coach can help them develop personalised strategies to thrive in the workplace.
2. Implement Neurodiversity Awareness Training Hold annual team-wide training sessions to raise awareness, reduce stigma, and equip colleagues with practical ways to support neurodivergent peers. A better-informed team creates a more inclusive environment. If you’d like to introduce this training across your staff, let’s have a chat to explore how I can help Training.
3. Provide Clear Communication and Structure Break down tasks into manageable steps, set clear expectations, and follow up verbal instructions with written summaries. This helps ensure everyone understands what’s required and reduces the risk of overwhelm.
4. Create an Inclusive Work Environment Offer adjustments such as flexible hours, quiet workspaces, or assistive technology. Empower your team members to adapt their environment to meet their needs.
5. Hold Regular One-to-One Check-ins Create a safe, private space for open conversations. Ask questions like, “What would help you feel more supported right now?” and listen carefully to their responses.

Final Thoughts

Supporting neurodivergent employees is so important. It’s about making work easier for them, about building a stronger, more inclusive, and effective team. By paying attention to signs of difficulty and taking thoughtful steps to help, you demonstrate that you value your people as individuals.

Leadership is about understanding the diverse needs of your team and creating an environment where everyone feels able to contribute, succeed, and be themselves. Small, meaningful actions can have a lasting impact—not just on the individual, but on the wider success of your organisation.

What strategies have worked for you in supporting neurodivergent team members?

If you want to explore, support your neurodivergent staff - let’s chat. My details are below.