The concept of a Highly Sensitive Person (HSP) was introduced by psychologist Elaine Aron. HSPs exhibit a trait known as sensory-processing sensitivity (SPS), characterized by heightened emotional sensitivity, stronger reactions to stimuli like pain, hunger, light, and noise, and a rich inner life. While this may superficially resemble sensory processing disorder (SPD), Aron clarifies that HSPs do not have SPD. Similarly, while high sensitivity is more common among individuals with autism or ADHD, it is a distinct trait according to Aron. If you are interested in assessing whether you are a highly sensitive person, you can take Aron’s online quiz here - https://hsperson.com/test/highly-sensitive-test/
Understanding and Valuing HSPs in the Workplace
Too often, HSPs are mislabeled as fragile or overly emotional, needing excessive support. This outdated view overlooks the unique strengths they bring, such as creativity, problem-solving, and empathy. Managers should shift their perspective to see sensitivity as a natural personality variation, not a flaw. As a manager, here’s how to harness the strengths of HSPs:
- HSPs excel at identifying patterns, reading between the lines, and noticing subtle cues. This makes them adept at spotting opportunities or risks that others might miss.
- With their keen attunement to others' emotions and needs, HSPs can be excellent persuaders, influencers, and negotiators. They are also skilled at fostering teamwork and camaraderie, making them invaluable during conflict resolution.
Providing Clarity and Structure
Highly sensitive individuals thrive in environments where they have structure and clarity. Ambiguity can lead to excess stress and overthinking. Here are some ways to provide the necessary clarity:
- Create a guide that outlines preferences and expectations around communication, work style, and more. This helps HSPs understand what is expected and reduces ambiguity.
- Use RACI charts to define who is Responsible, Accountable, Consulted, and Informed on projects. This clarity helps HSPs focus on their work and perform at their best.
- Schedule regular monthly meetings to discuss professional development, which provides HSPs with a clear understanding of their progress and future goals.
Avoiding On-the-Spot Pressure
HSPs benefit from time to think before acting, allowing them to consider different perspectives and potential outcomes. To support this:
- Send meeting agendas and thought-starters in advance, giving HSPs time to prepare.
- Allow for asynchronous responses or written responses, providing HSPs the opportunity to deliberate before contributing.
- Inform HSPs of upcoming important decisions, allowing them to adjust and prepare.
Creating a Refuge from Overstimulation
HSPs process much more information than the average person, making them prone to overstimulation, which can lead to difficulties concentrating, irritability, restlessness, and fatigue. To mitigate this:
- Institute No Meeting Days; Designate a day each week without meetings or define specific “do not disturb” times.
- Allow HSPs to join some meetings via audio only, reducing visual and auditory overload.
- Be mindful of the need for sensory accommodations; encourage the use of noise-canceling headphones, adjustable lighting, and periodic screen breaks.
HSPs' heightened awareness can help spot signs of burnout and disengagement in colleagues. They may notice subtle changes in tone or energy that others miss. Validate their concerns and take action promptly to maintain team well-being. By recognizing and valuing the contributions of highly sensitive team members, managers can create a more inclusive and supportive workplace culture that benefits everyone. Sensitivity is not a weakness but a strength that can lead to better outcomes when properly understood and harnessed.
