Reducing avoidable people issues before they escalate to HR
Practical, preventative support for HR teams dealing with recurring grey-area people issues caused by differences in thinking, communication, and expectations.
When issues feel preventable — but still land with HR
✖ Managers struggle with different thinking or working styles
✖ Expectations were not fully clear
✖ Feedback landed badly — or not at all
✖ Escalation happens because no one is confident where the line is
Why this keeps happening
Managers are rarely taught how to separate thinking or work style from performance or impact, adjust expectations and feedback with confidence, or handle cognitive differences early. So escalation can be seen as the “safest” option.
What we offer
A focused, 90 day intervention
Manager Session
Build manager confidence and capability around cognitive difference at work
HR Workshop
Align the HR team to truly support the manager-employee relationship, as well as adjustments and accommodations
Just-in-time resources for live situations
Combining formats for maximum impact in your teams
What typically changes
With a simple intervention, customers see the following results, transforming team synergy and enabling HR to focus where you want to, not where you need to.
More issues handled without escalation
Clearer, more grounded performance conversations
Fewer grey-area cases reaching HR
Participant feedback
"It was striking to me that the secret to managing a ND employee is just good management."
Manager
"I was able to help a colleague immediately after the training with an issue around light sensitivity."
HR Professional
“Personally, this gave me reassurance that I should not have to mask my own neurodivergence. It actually gave me freedom to relax and be myself.”
Team Member
Next step
Schedule a call to assess your specific situation (we've seen this before) and get rapidly — because these problems don't wait
Explore why this matters
Grab a copy of our free guide to neuroinclusive practices for HR leaders.
