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Effective team management requires recognising and respecting these differences—not as deficits, but
as valid forms of expression. Managers should adapt communication strategies accordingly, for

example:

• Offering clear, direct instructions in writing
• Avoiding vague or overly figurative language

• Allowing time for responses and processing

Rethinking Feedback Culture

Autistic employees may interpret feedback differently—more literally or more intensely. Vague
praise (“good job”) or broad criticism (“you need to improve your attitude”) can be confusing or
demoralising. Instead, feedback should be:

• Specific ("You handled that guest complaint calmly and clearly.")
• Timely (not saved for later or delivered emotionally)
• Framed as support rather than correction

Managers should also avoid assuming that a lack of outward reaction signals disengagement.
Autistic employees may process feedback internally or show appreciation in ways that don’t align with
neurotypical norms.

Flexibility in Roles and Strength-Based Assignment

Autistic team members may excel in specific areas—precision, pattern recognition, task focus—but
struggle in others. Effective managers assign roles based not only on job descriptions, but on individual

strengths, interests, and stress tolerances. For example:

• A team member with strong attention to detail might thrive in inventory or back-office work
rather than front-of-house service.

• Someone with limited social energy might prefer early prep work or end-of-day wrap-ups
instead of guest-facing roles during peak hours.

This isn’t about limiting someone—it’s about leveraging what they do best and respecting what depletes
them.

Invisible Labor and Emotional Expectations

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Project Number 2023-1-IT01-KA220-VET-000152721