Feedback & Performance Reviews
Autistic employees do better with clear, concrete feedback. Hints and vague phrasing don't land.
The core principle
What you mean ≠ what comes across. Autistic employees often interpret literally. "Could you maybe look into..." sounds like an optional request, not an assignment. Be explicit, concrete, and check if your message was understood.
Tips by category
General principles
- Be direct and concrete, avoid hints or vague phrasing
- Give examples of specific situations
- Separate facts from interpretations
- Give feedback in writing and verbally
- Schedule fixed moments, not just ad-hoc
Positive feedback
- Name specifically what went well and why
- Connect to concrete results or behavior
- Avoid vague compliments ('good job!')
- Be consistent — not just during reviews
Areas for improvement
- Focus on behavior, not personality
- Give concrete alternatives or suggestions
- Ask if the feedback is clear
- Give time to process, don't expect immediate reaction
- Follow up in writing after the conversation
Performance reviews
- Send the agenda and topics in advance
- No surprises — discuss issues separately first
- Use concrete criteria, not 'gut feeling'
- Allow written input beforehand
- Document agreements clearly
Better phrasing
Instead of:
You need to communicate better
Try:
In Tuesday's meeting, the team was missing information about the deadline. Could you send an email when you complete something in the future?
Why this works: Concrete, specific example, clear action
Instead of:
You're not proactive enough
Try:
I'd like to see you let me know when you've finished a task. Currently you wait until I ask — could you send a message instead?
Why this works: Describes behavior, not personality
Instead of:
Good job on that project!
Try:
The report was very clearly structured and you met all deadlines. That really helped the team.
Why this works: Specific about what was good and why it mattered
Instead of:
You don't fit well in the team
Try:
You're quite quiet in group meetings. Is that intentional? Would you like us to explicitly invite your input more often?
Why this works: Asks instead of judging, offers solution
Review pitfalls
Evaluating 'soft skills' that aren't relevant
Eye contact, small talk, or 'appearing enthusiastic' say little about performance
Focus on output, work quality, and concrete results
Comparing to neurotypical colleagues
Different work style doesn't mean lesser performance
Evaluate individual growth and agreed-upon goals
Giving feedback in group settings
Can be overwhelming and activate masking
1-on-1 conversations, announced in advance
Only evaluating annually
Waiting too long makes course correction difficult
Frequent, short check-ins with concrete feedback
Signs of overload?
Feedback sessions are also the time to pick up on signals. Learn how to recognize early signs of burnout in autistic employees.
View burnout warning signs