Inclusive Performance Reviews: How to Evaluate Neurodivergent Employees Fairly
Performance reviews can be a valuable opportunity for an individual to showcase their skills and evaluate their work with their line manager. But they can also often be stressful, sometimes leaving employees feeling demotivated and unappreciated instead of having the desired effect. For neurodivergent team members, a one-size-fits-all approach to performance reviews can be unfair, potentially due to communication barriers leading to misunderstandings, or differences in processing information. In this article, we provide top tips for managers on how to conduct fair and effective performance reviews for neurodivergent employees.
Gain an understanding of neurodiversity
Neurodiversity encompasses a wide spectrum of conditions, including autism, ADHD, sensory processing disorder, dyslexia, and more. Each individual has unique needs and experiences that may affect their role differently, and understanding these differences is crucial for creating an inclusive environment.
Establishing strong relationships with team members can help you, as a manager, to better recognise and support neurodivergent colleagues. While you don't need to be an expert in neurodiversity, creating opportunities for open communication and taking the time to understand what makes each colleague unique can significantly improve how you deliver feedback and support their growth. By creating a safe space where employees feel comfortable sharing their needs and preferences, you can develop personalised strategies that help them.
Have patience and be flexible
Developing a deeper understanding of your team members can naturally lead to increased patience. By demonstrating this skill, you show that you genuinely care about the needs of all your colleagues, creating a safe and supportive environment for everyone, whether they are neurodivergent or neurotypical.
Delivering feedback in alternative ways or receiving correspondence back may take more time than usual, but prioritising your team's needs creates a more inclusive and collaborative workplace. Not every neurodivergent employee may thrive in traditional one-on-one, in-person performance review settings. Offering flexibility, such as the option for virtual meetings, smaller review sessions spread over several days, or asynchronous feedback (e.g., recorded video reviews), can make the process more comfortable and accessible.
Be mindful of sensory sensitivities
For some neurodivergent individuals, the environment in which the performance review takes place can significantly impact their comfort level. Consider offering alternative settings with minimal sensory distractions, such as quiet rooms with soft lighting. Giving employees the option to bring noise-cancelling headphones or fidget tools can also help them feel more at ease.
Provide structure
Predictability can be very beneficial for neurodivergent employees who thrive on structure. Before the performance review, clearly outline what the meeting will entail. Instead of simply scheduling a meeting titled 'review,' - set a detailed agenda. Specify what topics will be covered, whether the meeting requires their presence in the office, the expected duration, and if any preparation is needed in advance. For instance, providing neurodivergent employees with a structured self-assessment template before the review can help them articulate their accomplishments, challenges, and needs at their own pace. This approach empowers employees to reflect on their performance and ensures the conversation is a two-way exchange, reducing the risk of them feeling overwhelmed or unprepared.
These considerations help create a structured and inclusive performance review process, reducing anxiety and ensuring that neurodivergent employees feel prepared and supported. This isn't a meeting to 'catch them out', but rather, one to help them succeed and continue in the right direction.
Be specific while communicating
Being clear and specific in your feedback can be incredibly beneficial to neurodivergent individuals as they can process information differently. By doing so, you minimise the risk of misunderstandings and set clear expectations.
Try to also avoid overusing jargon and vague statements and instead, clearly outline the key points of discussion and the next steps your employee needs to take.
Rather than giving generic feedback like "Your reporting could be improved", perhaps "Your report from December 2024 was delivered on time". However, it would be more effective if you included more detailed data analysis and visual aids such as a chart to illustrate our annual growth".
If an employee struggles with open-ended questions, ask more structured, closed-ended ones like:
- "Do you feel that the timeline we set for Project X was manageable for you?"
- "Would it help if we added more specific milestones to the process?"
Use written feedback
Some employees may prefer receiving written feedback for several reasons relating to their neurodivergence. For one, written feedback allows more time to process the information at their own pace, which can be particularly beneficial for those who need more time to understand and reflect on feedback. Additionally, having a written reference means employees can revisit the feedback whenever needed, improving comprehension. This method can also reduce anxiety, as it eliminates the pressure of immediate verbal responses and face-to-face interactions, which may lead an individual to mask and suppress their natural behaviours.
Visual aids, like graphs, charts, or mind maps, can help neurodivergent employees better understand and retain feedback. Pairing your verbal or written feedback with visual tools can clarify complex points and make goals more digestible.
Use Strength-Based Feedback
Focus on highlighting an employee's strengths and how those can be leveraged to overcome challenges or contribute to team goals. For example, instead of dwelling on weaknesses, recognise unique skills like exceptional attention to detail, creativity, or innovative problem-solving approaches that many neurodivergent individuals bring to the table. This positive framing can boost confidence and motivation.
Follow up
A performance review doesn't end once the formal meeting is over. To maintain consistency and demonstrate your commitment, it's essential to follow up with again, clear and specific actions. Schedule follow-up meetings in a few weeks or months, depending on the targets you both agreed upon.
Use the performance review as an opportunity to check in on their overall well-being, including work-life balance, workload, and any accommodations they may require. Demonstrating genuine care for their well-being fosters trust and enhances their sense of inclusion.
This approach ensures that feedback remains inclusive and continuous, which can be particularly beneficial for neurodivergent employees. Continuous feedback helps reinforce goals, provides ongoing support, and allows for adjustments based on the employee's progress and needs. This method can help build a more supportive and productive work environment, catering to the needs of neurodivergent individuals.
