How to Give Feedback That Neurodivergent Employees Can Use

Why this matters

Vague feedback creates anxiety and guessing.

Useful feedback includes

Make feedback specific.

• Situation
• Behavior
• Impact
• Expected change
• Example
• Next check-in

Better example

Instead of saying be more professional, say: In client emails, answer the question directly, avoid internal shorthand, and include the deadline.

Start with the shared work

Choose a recent, specific example and explain why it matters. “The handoff did not include the unresolved customer question, so the next person repeated the investigation” is more useful than “you need better awareness.” Keep the discussion about the action and its effect. Do not use a diagnosis as an explanation for the problem or assume one feedback format works for every neurodivergent person.

Show the next attempt

Offer an example of an improved handoff: the issue, what was tried, what remains open, and who owns the next step. Ask what would make that format practical. A template may help, but only if the person knows which details matter and has time to use it. Leave room for questions and a written response after the conversation.

Check understanding without testing the person

Ask whether the proposed next step matches what they heard. Record the agreement and review the next relevant example together. Feedback is a continuing working conversation; it should not become a surprise judgment weeks later about an expectation that was never explained.