Performance reviews: A neuroinclusive approach
This blog is written by Medigold Health’s Lead Disability Training and Consultancy Specialist, Kath Wood.
Performance management is about getting the best out of every employee. Regular open, honest, constructive and professional two-way conversations will bring the best results, and good performance management will help all staff members to understand:
- What the organisation is trying to achieve and how they can contribute
- The skills, qualities, and level of performance expected of them
- How they can develop their performance and, if they are not performing to the required level, how they can address this.
Performance reviews can be slightly more challenging for neurodivergent people. However, with more understanding from managers and a few reasonable adjustments, these meetings can become more neuroinclusive and supportive.
Why performance reviews can be challenging
Please do not assume neurodivergent colleagues are conscious of the overall organisational aims in their day-to-day work. Some people can’t see the bigger picture – they may not see or understand how their work fits in with overall company and department goals nor realise how their work affects others. Some people may also struggle to reflect on their own performance and what they want and need to develop.
Performance management processes and meetings – or indeed any formal meetings – may be challenging. Here are just a few potential issues:
- Understanding complex written documents
- Inability to concentrate / sitting still in long meetings
- Difficulty interpreting and using non-verbal cues and body language in a 1-1 setting
- Doubting their own abilities and finding it difficult to receive feedback (due to low self-esteem or rejection sensitivity in ADHD)
Practical tips for a more neuroinclusive approach to meetings
Here are some ways to reduce stress and make performance reviews more comfortable and effective for neurodivergent colleagues.
Be open to reasonable adjustments
- Offer written feedback alongside verbal discussions
- Allow a trusted colleague, mentor or work buddy to attend for support
- Share the agenda and discussion points in advance
- Provide comprehensive notes after the meeting
Create a supportive environment
- Choose a time and setting that supports focus and minimises distractions
- Allow plenty of time for discussion and breaks if needed
- Use a clear structure or agenda so the meeting feels predictable and manageable
- Reiterate that performance reviews are a normal and supportive part of working life
Communicate clearly and constructively
- Use plain English and avoid jargon
- Be direct and specific about issues and expectations
- Present information in lists or visuals
- Stick to the agreed agenda and move through topics clearly
- Use positive, open body language
- Refer to specific examples and evidence
- Ask questions and listen carefully to their views
Support ongoing performance
- Set clear goals with realistic timescales
- Break work into smaller chunks with interim deadlines
- Schedule regular catch-ups to review progress
- Provide templates, examples or case studies to clarify expectations
- Offer shadowing opportunities with experienced colleagues
- Use mentoring or coaching to help identify development needs and solutions
- Ensure training is accessible and offered in suitable formats
With greater understanding and a commitment to reasonable adjustments, performance reviews can become a positive and empowering experience for everyone.
How we can help
Looking to build a more neuroinclusive workplace where everyone can thrive? We’re here to help.
Our expert-led neurodiversity support services are designed to empower your organisation with the tools and knowledge to create a truly inclusive culture. We offer:
- Neurodiversity training and consultancy
- A comprehensive neurodiversity toolkit
- Tailored guidance to support every employee
Click here to view our brochure and discover how we can support your journey towards neuroinclusion.
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