There is a lot of encouraging data surrounding feedback that shows it can drive engagement, performance, job satisfaction, and employee retention, performance, retention, independence, and decision-making. For example;
- A study that involved over 20,000 participates found higher levels of feedback was linked to improved workplace outcomes. Employees who received more feedback were 89% more likely to thrive, 63% more engaged, and reported 79% higher job satisfaction. Additionally, these individuals were 1.2 times more likely to remain with their organisation, highlighting feedback as a key driver of retention and performance.
- Gallup data has shown 80% of employees who say they have received meaningful feedback in the past week are fully engaged in both office and work from home locations.
- Whilst the CIPD concluded that improvements in performance were linked to positive feedback and perceived fairness and usefulness.
But beneath the data lies a more nuanced truth: feedback is deeply personal. For neurodivergent individuals, how feedback is delivered can either empower or overwhelm.
So how do we tailor feedback to truly support every employee?
When working with clients I often hear about how feedback is delivered and the unique challenges this can cause for the individual.
Feedback timing
One key theme I often observe is the timing of feedback, which can affect employees in various ways.
Delayed feedback can be particularly difficult for employees, especially for individuals who experience memory challenges. When feedback is not timely, it can be harder for some employees to recall the details of the task, reducing its relevance and impact. This can hinder meaningful discussion and limit the ability to apply insights to future tasks.
While delays in feedback delivery are sometimes unavoidable and outside of control, the method of delivery can help. For example, providing written feedback allows employees to revisit the information when facing a similar task in the future.
Immediate feedback, on the other hand, can also have drawbacks. When constructive feedback is given frequently, such as after every task, it can lower working confidence. Some employees have reported heightened emotional responses when they begin to anticipate feedback after every task, which can create anxiety and reduce motivation.
Striking the right balance is not a one-size-fits-all approach. I’ve worked with employees who prefer immediate, direct feedback right after completing a task, while others benefit more from focused feedback delivered within a few days.
Overall, to tailor feedback timing to your employees, managers should have open conversations about their preferred timing for receiving feedback and other adjustments that could support them, such as also having the feedback provided in writing.
Processing Delay
Some neurodivergent individuals can experience a delay in processing information. This means it may take longer for them to absorb, interpret, and respond, particularly in situations involving feedback or complex discussions. As a result, engaging with feedback immediately after it’s been delivered may be more challenging.
For some employees, having additional time to reflect before responding can be beneficial. Others may prefer receiving feedback in writing beforehand, allowing them time to review it at their own pace before engaging in a follow-up conversation. These approaches can support more thoughtful responses and reduce pressure in the moment.
The balance between constructive and positive
Positive feedback plays a crucial role in fostering independence and boosts engagement. However, finding the right balance between constructive and positive feedback can help support employees who are neurodivergent.
Some clients I work with experience Rejection Sensitivity Dysphoria (RSD), a condition that triggers intense emotional responses to perceived rejection, criticism, or failure. For these individuals, even mild constructive feedback can overshadow any positive comments, making it difficult to internalise praise. This can lead to a drop in working confidence and increased emotional strain.
In these situations, employees can often benefit from receiving positive feedback separately and more frequently, helping them focus on and celebrate their strengths.
Ambiguity in Feedback Delivery
For some neurodivergent individuals, feedback can feel unclear or incomplete unless it includes explicit details, such as what “good” looks like, the broader context of expectations, and a clear roadmap for improvement. Without this clarity, employees may struggle to understand whether they’re meeting expectations, which can lead to self-doubt and reduced confidence in their abilities.
Providing specific, detailed feedback, highlighting both what has been done well and areas for development, can help bridge this gap. The level and style of detail should be tailored to the individual. For example, some employees thrive when they understand the “why” behind a task or decision, while others prefer hands-on, practical feedback that directly supports their next steps.
Overall, clarity and personalisation in feedback delivery can empower employees to better understand, learn, and thrive in their roles. Managers could have a discussion with employees on what they need from their feedback to help them get the most from the information.
How Microlink Can Help
At Microlink, our psychologists help organisations move from awareness to action. We offer interactive lunch and learn webinars, bespoke neurodiversity toolkits, and co‑coaching support that equip managers and teams with the confidence and skills to communicate inclusively.
For employees, we provide tailored workplace needs assessments and one‑to‑one coaching, where individuals learn practical strategies to support with playing to their strengths and working around areas of challenge to ultimately supporting sustainable wellbeing and performance.
Attendees at our recent webinar noted that clear communication should be embedded in all workplace practises and that lots of the things we suggested seem like good practise for all employees. For further information about how we can help you raise awareness, develop understanding and embed supportive working practices please contact us to find out more about awareness sessions, group training, coaching for individuals and managers and more at hellond@microlinkpc.com.
Back to News- Share:
