ManagementRetention
Coaching Managers After the Hire
6 min read
It is common to invest heavily in attracting neurodivergent talent and then lose them in the first year because line managers were not equipped.
The good practices are not exotic: written-first communication, predictable 1:1s, clear feedback, no surprise meetings. Train every people manager in these — not just the ones with disclosed-neurodivergent reports.