How to Support Team Members Who Think or Learn Differently

Microsteps to help you make sure all of your teammates feel that they belong and are heard.

When individuals feel a sense of belonging at their jobs, they're more likely to stay engaged, focus better, and unlock their best ideas. When individuals don’t feel that sense of support, they’re less likely to perform at their best. A survey from McKinsey found that 54% of employees who quit their jobs in the past few years said it was because they didn’t feel valued by their organization, and 51 percent said they didn’t feel a sense of belonging at work.

If you work with individuals who are neurodivergent or have a disability, it’s important to recognize when those team members may need extra support. For example, neurodivergent people have brains that work differently than those who work more typically, so they may have different strengths and challenges than others. And coworkers with physical disabilities may not be able to join certain in-person team activities or need a different communication method.

If you want to make sure every member of your team feels supported and included, these Microsteps can help:

Take five minutes to research workplace support strategies for people who think and learn differently.

This can help you come up with proactive solutions to discuss with your team or manager.

If someone shares that they have a disability, ask, “how can I support you?”

This both helps you avoid making assumptions about their abilities and shows that you are willing to help.

If a coworker does a task differently from you, ask more about their approach.

Remember to pause and not judge their method or make assumptions. For example, someone may turn their camera off during meetings because it helps them pay better attention, not because they’re tuning out.

Provide information to your team in multiple formats.

Giving information on expectations or how to do tasks in multiple ways helps you be inclusive of all ways of learning. Consider written, verbal, and visual instructions, such as a video recording.

Set up your video calls so that closed captioning is automatically turned on.

This makes the call more accessible for those who may need it but are hesitant to ask for it. Those who don’t want it can simply turn it off for themselves.

Plan interviews or work-related meals in wheelchair-accessible locations.

Rather than asking anyone to share if they need an accommodation, make choosing accessible locations your default.