Supporting Colleagues With ADHD

Different ways of thinking bring diversity, innovation, and energy to a team.

Employees with ADHD, or attention deficit hyperactivity disorder, offer unique strengths in the workplace, such as the ability to hyperfocus on things, flexibility, creativity, and relentless energy. But they often face challenges as well. One of which is stereotyping. Many people make assumptions that people with ADHD are constantly active and unable to pay attention, but there are actually three types of ADHD.

The first type is inattentive ADHD. People that fall into this category might sometimes lose focus, seem forgetful, or have trouble listening.

The second is hyperactive-impulsive ADHD. It involves hyperactive physical movements or impulsive actions, such as interrupting. This is the stereotype most people tend to think of when they hear "ADHD."

The third type is combined, which includes traits of both inattentive ADHD and hyperactive-impulsive ADHD. [1]

ADHD presents differently from person to person. But some common signs in adults include restlessness, difficulty following instructions, trouble with planning and organization, procrastination, and impulsive decision making. So if you have ADHD or work with someone who does, here are five strategies that can help.

Time management can often be a challenge for people with ADHD, and particularly so if your job involves lots of routine tasks. This is because time can often function differently for people with ADHD. There is the "now" and the "not now," which can mean that far off deadlines are easily forgotten.

Requesting and setting very specific deadlines can really help here. For example, you could say, "That report needs to get done by 2 p.m. next Tuesday." Having timers and visible reminders of tasks can also be helpful, as can assistive technology, like scheduling or note-taking apps.

Concentration can also be challenging. People with ADHD can get very hyper-focused or lose focus entirely. So it's important to get organized. Make sure to have clear written instructions or processes for tasks. Build in extra training time for new activities and refresher training for older ones. Think about using visual prompts too, like wall charts or checklists, and organizing desk areas so that everything is neat and labeled correctly.

In many countries, organizations are legally required to provide reasonable adjustments to support ADHD and other neurodivergent workers. Things like larger computer screens to improve visibility, putting up clocks that are easily visible, allowing people to use timers and alarms, or providing headphones and dedicated workspaces. All of this can help to improve concentration and cut out distractions.

Allowing people to get up and move about regularly, particularly when you are hosting lengthy meetings or all-day company events. This is often a good practice anyway.

Think about trying out time management methods, like the Pomodoro Technique. This is when people work in 25-minute focused stretches, which are each followed by a five-minute break and a longer break after four Pomodoro cycles.

Finally, if you are working with someone with ADHD, ask them how they work best. Educate yourself on ADHD so you can become more aware of people's specific needs and do what you can to provide support in the way that best suits them.

To recap, we've learned some of the basics of what ADHD is, as well as the challenges and strengths it can present in the workplace.

Although having ADHD can, at times, present some challenges, there are several simple things organizations can do to support their people, such as setting specific deadlines, getting organized, making reasonable adjustments, taking regular breaks, and staying flexible.

Often, these changes are small but make a world of difference. They also mean you can ensure that all, not just some, of your employees are set up for success, and feel supported and able to do their best work.

To discover more about ADHD and how to support colleagues with ADHD, read our article here   .