Supporting Teammates with ADHD in the Workplace

ADHD in the workplace is surprisingly common.

However, it is frequently misdiagnosed, and many adults don’t even know they have it. Employees with ADHD can exhibit some of the telltale signs of a problem employee, but if an underlying diagnosis is a cause, you owe it to your team members to provide the resources they need to succeed.

How Does ADHD Look Like at Work?

To adequately address ADHD in the workplace, knowing what signs to look out for is essential. 

Employees with ADHD might struggle to focus on one particular task and quickly become distracted. As a result, they might have a lower threshold for boredom and can fall into procrastination or poor time management habits. Additionally, they might forget small details or overlook some task components. 

However, an employee with ADHD is still a valuable part of a diverse workforce, and there are many potential benefits to an ADHD diagnosis. Just remember, Albert Einstein was said to have ADHD. So, wouldn’t you mind making a few workplace adjustments to keep him on your team? 

How Can You Support An ADHD Coworker?

First, it’s essential to understand your legal responsibilities. ADHD is protected under the Americans with Disabilities Act, so if your business complies with the ADA, you should assist employees who ask for reasonable accommodations. 

However, due to size or status, many companies don’t typically need to comply with the ADA to address ADHD in the workplace. From here, it’s a matter of decency and empathy. If you have an employee who does good work, has a great attitude, and is generally a valued team member, you should do what you can to help them succeed. 

Here are some accommodations you might want to consider, both for employees who are open about their diagnosis of ADHD in the workplace and those who might not feel comfortable disclosing it at all. 

• First, communication is critical. If you know you’re supervising an employee with ADHD, ask if they need accommodations. Just because they haven’t mentioned any before doesn’t mean they’re not struggling secretly. Foster a culture of open dialogue so your employees feel safe asking for what they need.
• For some employees with ADHD, open offices can wreak havoc on their senses. Consider allowing employees to wear headphones or work in a quiet, private office. A white noise machine can also make the distractions less noticeable. This will help any employee who finds themselves easily distracted.
• Don’t expect employees to answer emails as soon as you send them. If an employee with ADHD is intensely focused on a task, switching gears to answer emails can be challenging. Instead, allow your employees to set their schedules as long as emails are responded to promptly.
• Be understanding if employees take more breaks than you think are necessary. While everyone does need to be at their desks, sometimes a five-minute water cooler break can help an employee with ADHD release some of the excess energy. As long as the work gets done, be flexible with how employees structure their days.
• Provide feedback. If an employee’s performance is slipping, be honest. The work needs to get done. While firing an employee with ADHD is a last resort, it might be necessary if they do not improve with accommodations.
• When all else fails, consult a business coach. If you’re unsure whether an employee is struggling with ADHD or just being difficult, a business coach can offer you an outside perspective.

Supporting your employees with ADHD in the workplace is one way to be a better leader. Please fill out my contact form, and we can schedule a video call to discuss your most significant business opportunity.

Coach Dave