Burnout is a term many people are familiar with. It happens when someone feels exhausted, overwhelmed, and unable to meet life’s constant demands. However, there is a specific type of burnout that affects autistic people called autistic burnout. While it shares some similarities, autistic burnout has unique features that must be understood to provide effective and practical support for autistic employees. In this blog, we will explain autistic burnout and offer strategies to support autistic colleagues in the workplace, including a downloadable tip sheet you can use to create an inclusive work environment.
What is Autistic Burnout?
Autistic burnout is a state of intense physical, mental, and emotional exhaustion experienced by autistic individuals. It often results from prolonged periods of high stress and the effort to navigate a world that does not always accommodate their needs. Autistic burnout can severely impact a person’s ability to function in daily life.
Key Features of Autistic Burnout:
- Intense Exhaustion: Both physical and mental fatigue that doesn’t improve with rest.
- Reduced Capacity: Difficulty with everyday tasks, even those that are usually manageable.
- Increased Sensitivity: Heightened sensory sensitivities and irritability.
- Social Withdrawal: A need to retreat from social interactions to recover energy.
- Cognitive Impairment: Trouble with thinking, memory, and concentration.
How is Autistic Burnout Different from Regular Burnout?
While regular burnout and autistic burnout share common symptoms like exhaustion and reduced productivity, there are some major differences:
There are many ways to mitigate autistic burnout at work, but it’s also important to understand that burnout can happen outside of work. Autistic people are still autistic when they’re not working, experiencing lots of processing from many stimuli and other environmental factors.
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Strategies to Support Autistic Colleagues at Work
Autistic burnout can occur in frequent cycles, all of which are incredibly different. One could be burnt out by noon or a couple of times a week. It is important to find that delicate balance between allowing people to care for themselves how they need to and still being able to do their jobs.
Here are some strategies for creating a supportive workplace environment to help autistic employees manage stress and prevent burnout:
Promote Open Communication: Encourage an open dialogue about needs and preferences. Allow autistic employees to express what works best without fear of judgment. Be receptive to doing things a bit differently.
Provide Flexible Working Conditions: Offer flexible hours or remote work options. Allowing employees to work in environments where they feel most comfortable can significantly reduce stress.
Reduce Sensory Overload Make the workplace sensory-friendly by reducing bright lights, loud noises, and strong smells. Provide quiet spaces where employees can take breaks if needed.
Offer Regular Breaks: Encourage regular breaks to help manage energy levels. Short, frequent breaks can be more beneficial than longer, infrequent ones.
Set Clear Expectations: Provide clear instructions and deadlines. Break tasks into smaller, manageable steps to avoid overwhelming the employee.
Create Support Networks: Foster a supportive work culture where colleagues understand and respect each other’s differences. Peer support groups or mentorship programs can also be beneficial.
Respect Autonomy: Allow autistic employees to work independently and use their preferred methods to complete tasks. Trust their ability to know what works best for them.
Autistic burnout is a serious and distinct condition that requires understanding and tailored support. By recognizing the differences between autistic and regular burnout, employers and colleagues can take meaningful steps to support autistic employees. Creating a flexible, accommodating, and understanding workplace can make a significant difference in preventing burnout and promoting the well-being of all employees. Being receptive and creating trust with employees so they can feel comfortable enough to come to you will also go a long way toward long-term retention and improved performance. Remember, small changes can have a big impact on creating a sense of inclusion and belonging for your team.
