Communication
Freeman believes that employers can and should identify these factors, and communication is the biggest factor in identifying and recognising potential issues, and coming up with ways to mitigate and reduce workplace stressors.
She says: “I always suggest to managers that any indications of a change in an employee should be addressed with the person.
"If someone appears stressed, unhappy, or their approach to work changes and they are making mistakes, it is best to explore what is going on rather than bury your head in the sand and hope the situation rectifies itself.”
Using one-to-one discussions and team meetings effectively to regularly speak about how an individual or a team feel things are going from a ‘wellbeing perspective’ “normalises the conversation and helps people to have the confidence to speak out as well.
“Being cognisant that we are not all superhuman, and there are times when we all find life easier than at other times. is helpful and allows for those difficult times to be identified, acknowledged and addressed early”, she says.
It is clear workplace stress is an issue for employers and employees, both neurodivergent and neurotypical.
However, with a few simple and straightforward adjustments, a workplace can be made more healthy and conducive to positive interactions, work and engagement.
