What can I do at work to help someone when they prefer people to say what they mean?

Short answer

Say what you mean, especially about performance, priorities and change.

What this can look like

“Use your judgement” can be unclear when priority or success has not been named.

Why it can happen

Direct communication is not a lack of warmth. It reduces avoidable guessing and lets people respond to the actual work requirement.

What might help

Say what matters, who decides and what good enough looks like.

What the research helps explain

Australian autism guidance and research on masking describe meaningful differences in sensory experience, communication, routines, transitions and recovery. At work, person-led, context-aware options can improve access without requiring a person to disclose or be identified as autistic or AuDHD.

What can vary

People differ widely in communication, sensory needs, recovery and preferred support. Similar experiences can have other explanations. Do not infer identity, ask for private information or make adjustments conditional on disclosure.

For this situation

For you, specify what “good” looks like, what is flexible and when a response is needed.

More info and original sources

Poko summarises the relevance of public original sources and links out for anyone who wants to read more.

• National Guideline for assessment and diagnosis of autism — Australian evidence guidance on autism assessment, varied presentation and appropriate limits.
• Autism Support Strategies — Australian public guidance on practical, person-led environmental and communication supports.