Neurodiversity at work is a tough subject. It’s often perceived as an impairment, and it’s easier to talk about visible disabilities. Timely given that it’s neurodiversity appreciation week. I considered posting about it, but decided it wasn’t a good idea. That says something, I guess.

You can’t fix team culture with tools. It only comes from spending time together, learning to trust each other, and probably most importantly, laughing together. Measure how much joy people get from being in the team. Make it a team that people who aren’t in it, want to be.

What makes people leave orgs, what makes people stay? The answers are complicated and individual. I still think the role of a manager is to help people develop their skills and experience so they can get another role, and create the environment that makes them want to stay. Whether they go or stay, it’s a win.