You can set reasonable boundaries w/r/t when and how you communicate with them. Without knowing details about specifically what you're dealing with:

- Team members who need to communicate too frequently can have dedicated time scheduled for them when it's convenient for you.

- You're allowed to tell them that you're busy, or to not respond to them until it's convenient.

- With folks who have trouble making themselves understood, I like socratic method type questions to get them to answer their own questions, or to get on the same page.

As a manager, you can be helping them to set goals, and listen to what they think they say they need to meet them. You can work with HR on any additional assistance they need.

While folks with autism spectrum disorders sometimes need additional support, your role as their manager doesn't need to change dramatically to address that specifically. You will also encounter people who either don't have a diagnosis, or you won't know have a diagnosis, and you will need to address their needs whether or not you know about it.