How Managers Can Support Employees on the Autism Spectrum and Unlock Hidden Strengths

Every manager wants their team to perform at their best, but that starts with understanding the different ways brains process and how that impacts behavior. Our brains don’t all operate the same way, and that’s a wonderful thing. Yet too often, workplaces are designed for one kind of brain, and everyone else is expected to adapt.

One group particularly affected by this normative model is people on the autism spectrum. Autism is still widely misunderstood, even in organizations that value inclusion. The conversation often focuses on what autistic individuals find challenging such as social interaction, emotional regulation, or adapting to change, rather than on what they naturally excel at.

But what if we shifted the lens from deficits to strengths? That’s what author and advocate Clain Udy has been helping people do for years. Through his work and his book Rebranding Autism: A Guide to Seeing Strength on the Spectrum, he invites us to rethink how we view autism in the workplace and how much untapped potential we may be missing when we don’t.

Seeing Autism in a New Light

Clain’s journey began when his son was diagnosed with autism more than two decades ago. Like many parents at the time, his instinct was to help his son “fit in.” Over time, he realized that the approach was misguided. His son didn’t need to be fixed; he needed to be understood.

That realization completely changed his perspective. Many of the characteristics that have been historically seen as limitations, like extreme dedication to a routine, a focus on details, or intense interests, can also be tremendous strengths.

People on the spectrum often bring extraordinary attention to accuracy, deep knowledge of specific subjects, and the ability to recognize patterns or solve complex problems others might overlook. These aren’t side notes; they’re capabilities that can help teams innovate, improve quality, and think differently about challenges.

When managers start seeing autism through this strengths-based lens, the conversation changes from “how do we accommodate difference?” to “how can we make the most of it?”

More Common Than We Realize

Autism is far more present in our workplaces than most people think. Many adults have never been diagnosed, or they choose not to disclose their diagnosis out of fear of stigma. That means managers may be working with neurodiverse team members every day without realizing it.

This makes it even more important to create environments where people don’t have to explain or justify their needs in order to do great work. A workplace that supports different working styles, communication preferences, and sensory needs isn’t just inclusive; it’s effective.

Instead of waiting for someone to disclose a diagnosis, managers can adopt practices that make every person feel supported. That might include offering flexible workspaces, allowing quiet time for focus, or communicating expectations clearly and directly. These are simple adjustments that help everyone, not just those who identify as neurodiverse.

Understanding Must Replace Misjudgment

Many workplace tensions between neurotypical and neurodiverse employees come down to misunderstanding. A manager might see an employee’s request for structure as inflexibility or interpret their detailed questioning as resistance. In reality, they may simply be processing information differently, more sequentially, more thoroughly, or more logically.

Once managers understand that, interactions become easier and more productive. Instead of reacting with frustration, a manager can ask clarifying questions or give space for deeper thinking. This builds mutual respect and trust, the foundation of any strong team.

In short, the goal isn’t to change how someone works. It’s to recognize why they work that way and adjust the environment or communication style to support it.

The Power of the Right Environment

Clain’s work highlights something we often underestimate: how much the physical environment impacts people’s ability to do their best work. Many autistic individuals experience sensory overload in bright, noisy, or chaotic spaces. What feels like normal office background noise to one person can be deeply distracting or exhausting to another.

Creating more sensory-friendly environments doesn’t require a major overhaul. It might mean offering a quieter workspace, allowing the use of headphones, or simply checking in about how the work setting feels. Flexibility around remote work or scheduling can also help.

These are small steps, but they send a big message: we see you, and we care about how you work best. That sense of psychological safety encourages employees, neurodiverse or not, to ask for what they need with greater confidence. 

Focus on Strengths, Not Fixes

One of the most powerful takeaways from my conversation with Clain is the importance of strengths-based leadership. When we focus on what people do best and put them in positions to use those strengths, everyone wins.

Autistic employees often have what Clain describes as “asymmetric strengths.” They might have exceptional skills in one area and real challenges in another. That’s not a flaw; it’s simply a different distribution of ability. But it means job fit becomes even more critical.

Managers can make a profound difference by aligning people’s roles with what energizes them most. When someone’s natural abilities are recognized and used daily, their confidence and performance soar. But when their environment constantly clashes with how they think and operate, burnout is almost inevitable. This applies to everyone, but it’s especially crucial for neurodiverse team members. Strength-based leadership isn’t just good management; it’s an act of inclusion.

The Importance of Fit

Many of us can adapt to jobs that don’t perfectly suit our strengths, at least for a while. For someone on the spectrum, that kind of mismatch can be much harder to sustain. The level of alignment between role and ability needs to be higher.

That’s why managers should look closely at how a person’s work aligns with their core skills. If someone is consistently struggling, it’s worth asking whether the problem is the person or the position. Adjusting responsibilities or helping an employee transition into a better-fitting role can turn frustration into success. It takes curiosity and patience to find that balance, but it’s far more effective than pushing someone to fit a role that doesn’t align with how their mind works.

Rebranding Autism and Management

Rebranding autism isn’t about changing autistic people. It’s time we change the story we tell about them and rethink how we define performance, success, and belonging at work.

The same goes for management. Leading a neurodiverse team asks us to be more aware, more flexible, and more empathetic. It challenges us to see beyond traditional ideas of professionalism or productivity and to focus instead on outcomes, strengths, and human connection.

When we start to see the full range of strengths on the spectrum, we don’t just become better managers; we become better humans.

Listen to the entire episode HERE to learn more about effectively engaging folks with autism at work.

Keep up with Clain Udy

- Check out his website: https://autismelevated.com/

- Follow Clain on LinkedIn: https://www.linkedin.com/in/clainudy/

- Follow Clain on Facebook: https://www.facebook.com/people/Autism-Elevated/61559009841770/

- Follow Clain on Instagram: https://www.instagram.com/autismelevated/

Guest Bonus: 10 Book Giveaway: Rebranding Autism: A Guide to Seeing Strength on the Spectrum

This insightful book is both a memoir and a practical guide that aims to dismantle the current assumptions and mindset around autism and empower parents, educators, and employers to recognize and nurture the inherent abilities of autistic individuals.

Get this guest bonus and many other member benefits when you join The Modern Manager Podcast+ Community.

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The Modern Manager is a leadership podcast for rockstar managers who want to create a working environment where people thrive and great work gets done.

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