Leaders play a crucial role in managing employees with Attention-Deficit/Hyperactivity Disorder (ADHD), as their guidance can significantly impact these individuals' success in the workplace. It’s well worth the effort: While employees with ADHD may face challenges, they also bring unique strengths to the table.
By understanding both these challenges and strengths, leaders can offer the right support and accommodations to help them thrive. Creating a supportive environment not only empowers ADHD employees to excel in their roles but also fosters a culture of inclusivity and appreciation for diverse talents within the team.
This article will explore the essential strategies leaders can implement to ensure ADHD employees feel supported, respected, and equipped to succeed.
Understanding ADHD in the workplace
In the U.S., approximately 15.5 million adults (6%) self-reported a current ADHD diagnosis in 2023, underscoring the prevalence of this condition in the workforce. Successful leadership starts with understanding ADHD in the workplace.
“There is still a stigma around identifying or asking for support within the scope of neurodiversity, particularly ADHD,” says Julia Satov, global director of inclusion, engagement and social impact, consultant at Litera. Leaders must educate themselves and recognize that workers with ADHD, like any other employees, have strengths and weaknesses. Their condition does not define their abilities or potential.
“Each team member has strengths, needs, and challenges,” Satov says. ADHD is complex, manifesting in different ways and to varying degrees. Some employees may struggle with overstimulation and anxiety, or require more processing time, while others may thrive under pressure but face challenges in other areas. “ADHD can look like doodling during meetings or being off-screen, but it can also look like high-achieving producers wanting more work and leadership roles,” Satov says.
Recognizing these differences allows leaders to tailor their support to meet individual needs. A key part of leadership is ensuring a psychologically safe environment where employees feel comfortable asking for support without fear of judgment.
How to manage someone with ADHD
Managing someone with ADHD requires leaders to address challenges and also highlight and normalize the strengths these employees bring to the workplace. “[Leaders] should not only work to deconstruct stigma but also actively highlight and celebrate ADHD’s traits of excellence,” Satov says.
Foster psychological safety
Encourage an open, judgment-free space where employees feel safe to express their needs and challenges. Regular check-ins, where leaders ask if anyone needs support, are a great way to show that asking for help isn’t a weakness—it’s an opportunity to strengthen the entire team.
This also may involve offering accommodations, such as allowing off-camera time during long meetings to reduce overstimulation or enabling multitasking, which helps ADHD employees process information and manage tasks more effectively.
Create inclusive workspaces
Design spaces and processes that accommodate a variety of working styles. For example, offer quiet areas, allow noise-canceling headphones, and provide tools that help employees stay focused and organized. These changes can help everyone—especially those with ADHD—feel more at ease and productive.
Educate the entire team to reduce stigma
Leaders who take the time to educate their teams on neurodiversity create a culture of awareness and acceptance, helping to reduce misunderstandings and fostering a supportive environment for all. “Educate in any opportunity about neurodiversity to build understanding and reduce stigma,” Satov says.
Highlight strengths and role models
Focus on the amazing traits that come with ADHD—creativity, high processing ability, attention to detail, and a strong work ethic. Leaders and peers who share their experiences, whether they identify with ADHD themselves or have loved ones who do, can help normalize these strengths and inspire others to embrace them.
Encourage professional development
Support employees in seeking coaching or mentorship opportunities that can help them develop strategies to manage ADHD symptoms in the workplace. Providing opportunities for growth and development helps employees feel valued and equipped to succeed in their roles.
Give actionable feedback
Make sure feedback is clear, specific, and focused on outcomes rather than personal traits. Constructive feedback helps employees with ADHD understand how they can improve without feeling stigmatized, fostering a growth mindset.
Harness technology
The shift to remote and hybrid work has brought tools that can make a huge difference for neurodiverse employees. From meeting recordings to agenda sharing and accessibility features like CoPilot by Microsoft Teams and closed captions, these tools let employees process information at their own pace, in their own time zone, and in a way that works best for them.
Support team collaboration
Empower your team with strong project and time management practices. Breaking big tasks into smaller milestones, using frameworks like RACI (Responsible, Accountable, Consulted, Informed)—a method that clarifies each team member's role and responsibility in a project—and scheduling regular “stand-ups” (daily or weekly) ensures that everyone stays aligned, no matter what. Collaboration and communication thrive when the process is clear and efficient.
Inclusion in action: Embracing ADHD in the workplace
When employees feel a strong sense of belonging, the results are undeniable. Research shows that belonging boosts job performance, reduces turnover risk, and cuts down on sick days. It all starts with leadership's commitment to creating an environment where every employee feels valued, supported, and empowered to thrive.
“Leadership’s role is to actively embrace and demonstrate inclusion, showing commitment through both actions and accountability,” Satov says. A clear DEI strategy or dedicated DEI practitioners help ensure these efforts are consistent and that equity remains a priority across the organization.
Even without formal DEI resources, Satov suggests that Employee Resource Groups (ERGs) focused on diversity can have a significant impact. “These groups often play a crucial role in advancing equity initiatives and creating resources based on the real, lived experiences of employees,” she says. ERGs provide employees with ADHD and others a space to connect, share experiences, and offer mutual support.
Additionally, bringing in speakers or hosting events where personal stories are shared can promote empathy and understanding, benefiting employees with ADHD and other marginalized groups alike.
FAQs
How to effectively manage an employee with ADHD?
Managing someone with ADHD means embracing their unique strengths while being understanding of their challenges. It’s about creating a space where they feel supported, heard, and empowered to do their best. Clear communication, regular check-ins, and breaking tasks into manageable steps can make a world of difference. By recognizing their creativity, problem-solving skills, and passion, you help them shine and feel appreciated, making work a place where they thrive.
How do you accommodate someone with ADHD at work?
Accommodating someone with ADHD is all about making small, thoughtful adjustments that can make a big impact. It could be offering a quiet space to focus, giving them flexibility with deadlines, or using tools like task apps or reminders. Simple things like noise-canceling headphones or allowing short breaks can also help them stay energized and focused. These little changes create an environment where they feel supported and can do their best work without feeling overwhelmed.
What do people with ADHD struggle with at work?
People with ADHD may find it harder to stay focused, manage time, or juggle multiple tasks at once. Long meetings or too many distractions can be tough for them to handle. But they also bring incredible strengths, like creativity, fresh ideas, and an out-of-the-box way of thinking. With a little patience and the right support, these challenges can be easily managed, allowing them to shine and bring amazing value to the team.