Remote work, of course, wasn’t spawned by the COVID-19 pandemic.

Many organizations have been offering remote or hybrid work options for some time, and some job applicants were marketing themselves as “fully remote” job candidates before 2020.

However, the last few years have seen a huge acceleration in that trend, catalysed by the pandemic, to the point that hybrid teams are now the norm in many organizations. This means that optimizing these teams — ensuring the best possible output, while making people feel supported and valued — has become a (or perhaps even the) management priority of the 2020s, and a huge priority of HR teams as well.

At Uptimize, as our customers begin to engage with our neuroinclusion training solutions, hybrid work is a topic that continues to come up.

With the rise in interest and awareness around neurodiversity at work, it’s become increasingly clear, even to people who are relatively new to the topic, that recognizing any team is made up of different brains — people who literally experience the world and their day to day work differently — is essential when looking to optimize its well-being, collaboration and productivity.

But how does this work in practice? As we’ll see from the list of tactics we have assembled below, it starts with not making assumptions — remember, everybody is different!

It’s easy to fall prey to stereotypes here, even when you have the best of intentions. For example, there's a common assumption that autistic people will always prefer........

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