When an employee shares they might be neurodivergent but doesn’t have a formal diagnosis, how should you respond? In this article, we explore why many neurodivergent adults remain undiagnosed and why effective leadership means offering support first. Learn how empathy, flexibility, and curiosity can transform your workplace culture - without waiting for paperwork.

Many neurodivergent people experience fluctuating mental and emotional capacity - a natural part of their neurotype, not a reflection of laziness or lack of effort. In this article, we explore how SMEs can better understand and support these patterns, redefine consistency, and build inclusive workplaces that unlock long-term value.

When performance issues arise, many businesses reach for a Performance Improvement Plan (PIP). On paper, they seem logical—clear expectations, structured timelines, documented steps.

But for neurodivergent employees, PIPs can create more harm than progress. Increased scrutiny often triggers sensory overload, stress, and emotional shutdown—further impairing performance.

The answer? Replace pressure with trust, curiosity, and practical support. From clearer communication to tailored workplace adjustments, small changes can unlock big improvements.

Before reaching for a PIP, pause—and ask: what does this person truly need to thrive? That’s where real improvement begins.