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Line managers often struggle with managing neurodivergent employees when they are not provided with the autonomy, information, resources and relevant skills to navigate their exchanges with their neurodivergent colleagues and to minimise team conflict.
One way to solve this problem is to encourage workplaces to provide ample time for line managers to build long term and trusting relationships with neurodivergent employees. This will minimise strain on the line manager, and in turn provide a better basis for neurodivergents to flourish in the workplace.
Read more: https://www.neurodiversitymedia.com/emotional-burnout-managers
IdeaSpies
Marcus Gordon
Jonathan Chrimes