I may be retired, but I still remember how it felt when a manager told me they wanted to provide me feedback on a project. Or when performance review time rolled around. It doesn’t matter who you are, or if you are neurodivergent or neurotypical, feedback can often feel like criticism. In reality, feedback can identify areas of improvement, as well as allow managers to better understand where further training and support are needed, or simply allow the manager to give kudos for a job well done.

When dealing with any employee, it is incumbent upon the manager to recognize that we can all be sensitive to receiving feedback. But sometimes it is the manager's responsibility to help the person to take that information and move forward.

A good manager realizes that you don’t just deliver a message and assume the other person received it correctly. A good manager takes the time to ensure that any feedback helps the receiver and doesn’t just hurt their feelings or make them feel devalued.

Here are three things that managers can do to help employees on the spectrum do well when it comes to providing feedback:

1. Give concrete, specific examples - abstract concepts and vague feedback are not beneficial.

2. Refrain from sarcasm and metaphors - clear and direct language is helpful.

3. Use a positive tone - this helps employees feel supported and valued as team members.

Ultimately, providing clear expectations communicated in a direct manner, along with support and encouragement, can help employers build the workforce they need to be successful in the future.