The expert shares how to fix the limits of the company and manage sensory overload can modify your experience at work
One in five British is neurodivergent1, which means that their brain works in a way that differs from the typical standard, affecting the way they process information, communicate and engage with the world.
Several large -scale businessmen openly declared that they were neurodivergents, notably Steven Bartlett, Sir Richard Branson and Bill Gates, often quoting their condition as a reason for which they were so successful.
To help neurodivergent workers feel empowered at work and promote a positive work environment, office furniture specialists in Furniture at work, Have teamed up with advisers to Havas UK, Georgia Wilday, to share 5 essential tips on personal care and the workplace:
1. Creation of clear limits for work and the house
It is essential to set boundaries between work and personal life. This can be even more difficult with remote work, where our family space often doubles like where we relax, sleep or socialize. For neurodiverses, this challenge is often amplified, because the transition between tasks and environments may seem more difficult. Something as simple as closing your laptop at a defined time and storing it can create a clear signal that the working day is over.
Some neurodriveses also experience hyperfocus, which can make it more difficult to move away or remember to take breaks. This is where small adjustments can really help, for example, to define calendar reminders for lunch or short breaks, and share them with your manager and your colleagues so that they know that time is dedicated to rest and recharge.
2. Adaptation strategies for when things become overwhelming
Having adaptation strategies when things become overwhelming make a huge difference. Personally, I recommend earthing techniques such as slow breathing, or something tactile like holding an object or sipping water. These simple actions help to bring me back to the present.
The anti -grown headphones can be ideal for improving concentration or reducing sensitivity to background noise and using calm spaces at the office can also be very beneficial, as is the time to block the time of your calendar for deep work without distraction.
3. Protect your downtime
It is tempting to stay connected during the holidays or even on weekends, but it often blurs the boundaries between work and rest. I recommend deactivating notifications after hours – or even better, to keep your personal phone and teams completely.
We often talk about the importance of giving an example, whether you manage someone who is neurodiverse or not. With a flexible work thus integrated now, it is easy to forget that others can work on us different hours. A simple adjustment, such as planning your messages to be sent during basic working hours, can avoid creating pressure or expectations that people should be available outside their normal day.
4. Honest conversations that allow
Being frank with your manager on what you need may be intimidating, but this is really paying. Whether you have a formal diagnosis or not, your business can always provide adjustments and support to help you get rid of the best and make work a more comfortable experience.
Another excellent way to strengthen support is through the resource groups of your company employees. These create a space to connect with people who share similar experiences and offer a solid encouragement network. Having these open and honest conversations not only benefits you, but can also allow others to do the same. When people feel safe to share, it creates a culture where everyone can prosper.
5. Tire your strength to prosper
Neurodiversity individuals often bring unique ways of thinking, problem solving and creating that can be a real asset to any team. Spend time understanding what you are natural in and do not hesitate to look at these forces. When you do, your confidence is developing and your work seems more rewarding. For managers, recognizing and nourishing these forces can transform the performance of the team.
Certain features often found in neurodriveses can be accompanied by both forces and challenges. For example, attention to details can lead to excellent precision and locate things that others may miss, but it can make it more difficult to pass small problems or know when a task is “carried out”. Setting the deadlines or having a clear “fairly good” marker can help channel these forces without unnecessary stress.
For managers, it is a question of recognizing and celebrating these differences. Regular checks, tailor -made comments and flexibility of how the work is addressed can allow members of the Neurodivers team to shine. Simple adjustments, such as divide projects into clear steps, offer written and verbal instructions, or provide a calm space for targeted work – can make a huge difference to help someone use their strengths with their full potential.
For more stress and well-being advice for the workplace, visit the Furniture on the working blog.
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