Could a ‘Difficult Employee’ Just Be Neurodiverse?

Could a ‘Difficult Employee’ Just Be Neurodiverse?

In every organisation, there are employees who appear to not quite fit the mould. They may be highly capable, technically strong, or deeply knowledgeable, yet managing them feels harder than it should. They might be described as challenging, difficult, or just hard work. But before assuming there’s a conduct or performance problem, there’s a question that could be worth asking: Could this employee be neurodiverse (and therefore misunderstood)?

What’s rarely thought about is:
Is this really a performance issue, or is it a difference in how this person thinks, processes, or communicates?

In many workplaces, neurodivergent employees are being managed through traditional performance frameworks that were never designed with cognitive difference in mind.

When ‘Difficult’ Is Really ‘Different’

Neurodiversity refers to natural variations in how people think and interact with the world. This includes (but isn’t limited to) autism, ADHD, dyslexia, and dyspraxia. It is estimated that as many as 1 in 5 people are neurodivergent with the majority not having any formal diagnosis.

In practice, this can show up as behaviours that are easily misunderstood at work:

• Asking for very specific instructions or taking instructions very literally
• Needing clarity and struggling with ambiguity or unspoken expectations
• Communicating bluntly or very literally, and preferring written instructions
• Becoming overwhelmed in noisy, fast-paced environments
• Performing exceptionally well in some areas, but struggling in others

None of these automatically indicate poor attitude, low capability, or lack of commitment, yet they’re often treated that way.

Why Employers Get This Wrong

Most workplaces are built around an assumed “normal” way of working. When someone doesn’t fit that model, managers may default to disciplinary or performance processes.

That approach often backfires:

• Employees feel criticised rather than supported
• The employee becomes defensive or withdrawn
• Managers feel frustrated and unsupported
• Issues escalate instead of resolving
• Trust breaks down between managers and team members, and sometimes Senior Management/ HR.
• Valuable employees disengage or leave

Sometimes the real issue isn’t the employee, it’s the gap between the individual person and the working environment they’re expected to operate in. We’re seeing this more and more with the younger generations entering the workplace

A Better Question for Leaders to Ask

Instead of asking “Why is this person being difficult?”, more effective leaders ask:

• What does this employee need to do their best work?
• Are my expectations clear?
• Could we put in place any adjustments that reduce friction without lowering standards?
• Are we responding to behaviour, or potentially misunderstanding the reason/s of it?

This shift doesn’t mean lowering performance expectations. It means creating the conditions where great performance is possible.

Neurodiversity Isn’t a Risk, but Mismanagement Is

When neurodivergent employees are supported properly, organisations often see:

• Strong analytical and problem-solving skills
• High attention to detail
• Creative thinking and innovation
• Deep focus in areas of interest
• Loyalty to employers who “get it right”

What’s labelled as “difficult” in one environment can be a major strength in another.

Where Neurodiversity Screening Can Help

One of the biggest challenges employers face is uncertainty. Managers sense something is off, but don’t know what, or how to respond appropriately.

This is where neurodiversity screening can add real value.

Screening helps employers:

• Identify whether neurodivergent traits may be present
• Understand individual strengths as well as challenges
• Make informed, proportionate reasonable adjustments
• Avoid unnecessary escalation into performance or disciplinary action

Most importantly, it replaces assumption with insight and provides clarity for leaders, HR, and employees alike.

Supporting People, Strengthening Performance

If you’re dealing with an employee who feels “hard to manage”, it may be time to pause before progressing down a traditional performance route.

We offer neurodiversity screening services to support employers in identifying strengths and challenges in employees who may be neurodiverse. Our screening services support employers in identifying strengths, understanding challenges, and creating practical, workable solutions for employees who may be neurodiverse.

Handled well, this isn’t just good people practice, it makes good business sense.

You can find out more about our Neurodiversity Support Services here: Neurodiversity & Inclusive Workplaces | AHR