As a change communications contractor, I get to see many companies. I join for a project, then leave. My role is to help manage the people side of any change and move people from one way of doing things to another: whether it’s adopting a new system, process or culture change. I sometimes jokingly call it “the art of corporate manipulation,” but at its heart, it’s about understanding people and coming alongside them when they’re struggling, and extremely strong communication.
Over the years, I’ve noticed a pattern: neurodivergent individuals, particularly those on the autism spectrum, often experience heightened anxiety during times of change. Many adults remain undiagnosed so it’s often not at all clear and no one wants to make assumptions, but their reactions to change can be telling. Whether it’s digging their heels in or hyper-focusing on minute details, these responses are often driven by the unique ways their brains are wired.
Here’s what I’ve learned about autism in professional settings and how small shifts in understanding can make a world of difference.
1. The Challenge of Change for Autistic Employees
Change is difficult for most people, but for autistic individuals, it can be especially overwhelming. Change disrupts routines, introduces unpredictability, and often comes with a barrage of new information to process—all of which can trigger significant anxiety. While many neurodivergent adults navigate workplaces undiagnosed, their reactions to change often stand out.Common Responses to Change:
- Resistance: Digging their heels in or outright refusing to adopt new processes. This isn’t defiance but a natural reaction to uncertainty, or not having 100% of answers to their satisfaction.
- Detail Obsession: Hyper-focusing on minute aspects of the change that others might overlook. This isn’t a distraction; it’s how their brain processes and makes sense of the situation.
Opportunity:
Instead of viewing these behaviors as obstacles, consider them opportunities. By understanding their wiring and redirecting their focus, you can turn resistance into valuable insight. Autistic employees excel when their skills are applied to the right problems. They’re often the ones who spot potential pitfalls or impacts of change that others miss, and their logical thinking can be a game-changer for your team.2. Understanding How Autism Shapes Communication
Autistic individuals process communication differently. While their cognitive abilities are often exceptional, social and sensory factors can make typical workplace interactions challenging. For example:- Audio Overload: Struggling to hear well in environments with multiple streams of audio (e.g., open offices or meetings with overlapping conversations).
- Facial Expressions: Difficulty interpreting non-verbal cues like facial expressions or body language.
- Literal Understanding: Missing hints or implied meanings. Clear, direct language is far more effective.
- Phone Aversion: Discomfort with phone calls, which may feel unpredictable or intrusive.
- Small Talk: Avoiding casual conversations that feel unnecessary or overwhelming.
- Video calls: It can be especially difficult when audio cuts out or is hard to hear on on a call as they are already working harder than the average person to process the conversation.
What Helps:
- Use clear, specific language. Avoid vague suggestions or reliance on hints.
- Pair verbal communication with written follow-ups to reinforce understanding.
- Provide additional context and timelines during periods of change.
- Offer quiet spaces or noise-cancelling headphones for auditory sensitivities.
3. How to Support Autistic Employees During Change
When an autistic person resists change, it can feel like two magnets repelling each other. But with the right support, they can become your biggest asset. Here’s how to provide the understanding and guidance they need:Show Kindness and Patience:
When someone digs their heels in or gets lost in the details, take a step back. Their response is likely driven by an anxiety, not defiance. Showing empathy can help reduce their anxiety and foster collaboration. I’m a firm believer that neurodivergent people just need some extra kindness sometimes. They’re not being annoying or frustrating, they’re just having a hard time processing what is going on.Leverage Their Strengths:
Autistic individuals often excel in logical thinking, attention to detail, and problem-solving which I talk about a lot. Redirect their focus to areas where these skills shine, such as quality assurance, risk assessment, or process optimization. Or ask them how they would like to be involved. No one likes change done to them, neurotypical or neurodivergent, so it’s always good practice to involve people in the process where you can.Provide Extra Communication:
During times of change, autistic employees are like everyone else and appreciate additional communication and reassurance. Clearly outline what’s changing and, equally important, what isn’t. This helps reduce uncertainty and provides a sense of stability. I learned even before my daughter’s official diagnosis that focusing on what was not changing during times of change was soothing to her. So for example ‘tomorrow is your first day in year 1, but it’s still the same school, the same playground, the same uniform, the same friends, the same book bag etc.’ In a similar way when communicating a change programme with difficult messages in it, I will work with leaders to pull out all the things that will remain the same. Repetition and familiarity is comforting to the human brain. Change is hard for everyone, but for neurodivergent colleagues, it’s even harder. With understanding, patience, and thoughtful communication, you can turn resistance into resilience and create a workplace where everyone thrives.
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