Every manager knows that their subordinates will go through occasional burnouts. They are prepared for it. But what if your employee is neurodivergent and their burnouts are much more intense?
WTW’s Global Benefits Attitude Survey surveyed over 4,000 employees and found that 70% of neurodivergent workers experience intense burnout compared to 30% of neurotypical employees [1]. So, the problem is real and pressing.
This guide will help employers identify neurodivergent burnout and support employees in overcoming it. This article will also be useful to neurodivergent employees who would like to understand themselves better and strike a better balance to be productive and self-compassionate.
What Is Neurodivergent Burnout?
Neurodivergent burnout is a state of deep physical, emotional, and cognitive exhaustion. Unlike neurotypical burnout, it rarely stems from a lack of rest but rather from navigating environments not designed for neurodivergent brains. According to the Job Demands-Resources (JD-R) theory, triggers of neurodivergent burnout are:
- Social conflicts
- Overstimulation and sensory sensitivity
- Prolonged masking
- Mismatches between expectations and real abilities.
The average neurodivergent burnout lasts for about 3 months and is usually much more intense [2]. If you’re struggling to tell the difference between ordinary and neurodivergent burnouts, a comprehensive neurodivergent test may come in handy. Such assessments identify personal triggers of burnout and teach an important lesson of self-compassion and not perceiving burnout as laziness but as a sign that something needs to be changed.
Neurodivergent vs Neurotypical Burnout
While both neurodivergent and neurotypical burnout share common signs, they differ in nature and cause. Here is a simplified comparison of both states for better distinction:
| Feature | Neurotypical Burnout | Neurodivergent Burnout |
|---|---|---|
| Primary Trigger | Excessive workload, long hours, lack of control | Chronic masking, executive dysfunction, lack of understanding |
| Emotional Symptoms | Irritability, detachment, decreased motivation | Heightened sensitivity, unmasking |
| Cognitive Symptoms | Reduced concentration, decision fatigue, loss of motivation | Brain fog, regression in previously manageable skills, worsening of executive dysfunction |
| Ways to Address | Improves with rest, vacation, workload reduction | May require reduced sensory demands, unmasking, structured support, longer recovery |
Signs of Neurodivergent Burnout at Work
- Increased irritability and tolerance to stimuli.
- Being more sensitive to sensory inputs (lights, textures, noises, materials, etc.)
- Sensory breakdowns with tears and/or anger that are hard to regulate.
- Dissociation and daydreaming to avoid stimuli in real life.
- Self-harm and self-directed aggression as a motivation or a distraction from difficult feelings.
- Inability to start tasks and worsened procrastination.
- Depressive symptoms and losing interest in everything.
- Inability to think clearly and make coherent decisions (with the condition that it was easy to make them earlier).
- Effects from medications are no longer visible.
- Hyperfocus on random topics to get a dopamine hit.
- Avoidant behavior and complete neglect of social interactions.
- Slowed processing of information because it takes more information.
- Loss of previously stable skills.
- Urge to withdraw or quit the job completely.
- Overall worsening of already persisting symptoms.
These signs were collected from the first-hand testimonies of neurodivergent employees from interviews, forums, social media, etc.
Also, this list is not exclusive. Neurodivergent burnout can manifest differently, and many signs, though seemingly mutually exclusive, can overlap.
Consequences of Unaddressed Neurodivergent Burnout
Any unaddressed burnout can be dangerous for mental and physical well-being. Neurodivergent burnout isn’t an exclusion. Even more, since it’s more intense, its symptoms may be more impactful.
The first thing that happens when neurodivergent employees burn out is skill regression. Especially skills connected to executive function and social masking, such as planning, emotional regulation, maintaining social conversations, etc.
Moreover, burned-out individuals have a lower capacity for self-care and mental self-support. That’s why 52% of all neurodivergent burnouts may end up in suicidal ideations [2]. This may go as far as developing mental disabilities.
Unaddressed neurodivergent burnout also directly impacts their workplaces. A survey by SuperFriend, a non-governmental organization that transforms corporate mental health, found that 1 in 3 burned-out individuals quit, increasing the company’s turnover [3]. This leads to financial dependence and worsened life quality among neurodivergents.
Not to mention how burnout and stress are significant contributors to depression and anxiety. Mental health symptoms disrupt motivation and productivity, contributing to absenteeism, but most importantly, the overall well-being of employees.
Strategies Against Neurodivergent Burnout in the Workplace
What to Do as a Burned-Out Employee
These pieces of advice are short-term relievers, but if they become habits, they will have cumulative effects. These are also collected from the first-hand experience of neurodivergents who went through burnout.
- Find a safe space where you can unmask. In workplace environments, it can be a phone booth, a kitchen, or a cafe near an office. Anywhere where you can stop smiling or maintaining eye contact and just drop this extra workload.
- Request reasonable accommodations. Although embarrassing or appearing “needy,” it’s your right as a worker. Popular accommodations include written instructions, noise-canceling headphones, remote days, or adjusted lighting. However, be prepared to disclose your diagnosis. Consult lawyers or HR to know what you can count on.
- Increase your heartbeat to 150-160 bpm with exercise. If you have an opportunity to step down from work for at least a few minutes, take this opportunity to exercise. It’s one of the most effective ways to reset and get a dopamine boost that can help you get through your day.
- Break down tasks into tiny steps. Neurodivergent but not enough can happen when the workload seems impossible to cope with. Don’t look at all tasks; choose one and create microsteps you can complete with little effort. This also boosts dopamine and increases self-esteem.
Although not a short-term strategy, seeking therapeutic or coaching support can be life-changing for neurodivergent employees. Therapists and coaches are trained to provide personalized support that would also fit into your lifestyle. Many neurodivergents report therapy as making the most difference ever since they got diagnosed.
What to Do as an Employer for Neurodivergent Subordinates
Neurodivergent burnout is not an individual issue. Work environments play a significant role in either amplifying or reducing stress. Taking this into consideration can benefit both parties: neurodivergent employees feel better and safer, and managers see an increase in productivity and collaboration.
One strategy that should be a must is open communication. Create an atmosphere of psychological safety by highlighting the rights of neurodivergent employees and communicating clearly. Don’t pretend that neurodivergent struggles don’t exist, but be open to potential challenges that come with neurodevelopmental diagnoses and disclosure.
Also, make sure your employees are aware of the accommodations you can provide to neurodivergent employees. The most common accommodations are:
- Flexible hours
- Noise-cancelling headphones
- Creating focus “noise-free” rooms
- Non-compulsory meeting attendance
- Written instructions and clear expectations
70% of neurodivergent employees claim that these and other accommodations made them more comfortable at work and significantly reduced stress [3].
Finally, one of the best investments managers can make is providing employees with neurodivergent/inclusivity training. These trainings shouldn’t be too extensive, but rather familiarize employees with their rights and provide them with basic knowledge on how to interact with people with autism, ADHD, dyslexia, Tourette’s, etc.
Interestingly, these accommodations benefit not only neurodivergent workers but also everybody because everybody thrives in clear, flexible, psychologically safe environments.
FAQs
How to Recover from Neurodivergent Burnout?
A short vacation or a few days off is a first step to addressing any type of burnout. But in order to prevent recurring burnouts, it’s worth limiting sensory overload and decreasing masking where possible. Try to maintain a balanced lifestyle and develop predictable routines to prevent unexpected stress. Recovery may also include therapy, coaching, or workplace accommodations.
What’s the Difference Between Neurodivergent Burnout and Depression?
Neurodivergent burnout is primarily about chronic overstimulation, masking, and being overwhelmed with responsibilities and expectations. Depression, in turn, involves persistent low mood and anhedonia (loss of interest) across multiple life areas. Symptoms usually can seem similar, but burnout improves with rest, and depression needs a deeper intervention like therapy or medications.
How Expensive Is Neurodivergent Burnout for Economics?
A new study showed that burnout can cost a company up to $20,000 per employee a year [4]. It means that one company with a thousand employees may lose $5 million annually. Neurodivergent burnout can cost even more since it lasts longer and is more intensive, leading to more absenteeism, turnover, reduced productivity, and healthcare costs.
Can Neurodivergent People Burn Out from Masking?
Yes. Chronic masking is cognitively and emotionally exhausting. It’s a constant workload to monitor facial expressions, tone, posture, and responses. No wonder that most neurodivergents who mask feel drained after social interactions and are twice as susceptible to burnout.