Use an individualized approach to help people with ADHD do their best work.

Richard Branson and Bill Gates have more in common than being successful entrepreneurs. Both have struggled with ADHD symptoms. Attention-deficit/hyperactivity disorder (ADHD) doesn’t affect one’s intelligence or ability to work but it can make it harder for employees to do their best work. The hallmarks of ADHD are difficulty with paying attention, hyperactivity and impulsivity. Yet even with these traits, people with ADHD can be high-achievers—especially when they get support from their employer.

How common is ADHD in adults?

About 5% of adults are known to have ADHD but the rate could be higher. “Several studies suggest that less than 20% of adults with ADHD are aware that they have it,” reports WebMD. “And only about a fourth of those who do know are getting treatment for it.”
One or more of your employees may have ADHD.

How does ADHD show up in the workplace?

For workers, ADHD can show up in many ways. They may appear inattentive or have difficulty with staying on task. ADHD might show up as restlessness or fidgeting. For those with impulsivity, they might act without thinking or have trouble with self-control.

Employers cannot ask employees if they have ADHD. If an employee does disclose an ADHD diagnosis, they are protected under the Americans with Disabilities Act and the Rehabilitation Act of 1973 (Section 504) and they are entitled to “reasonable” accommodations.

How employers can support people with ADHD

Accommodating an employee with ADHD requires a personalized approach. For example, if a worker struggles to meet deadlines, it may be useful to break projects into smaller tasks with multiple milestones for check-ins. Someone who is easily distracted might benefit from scheduled focus times or using noise-canceling headphones.

Talk to the employee to discover what accommodation is needed. As you identify individual challenges, explore what changes can be adopted. Try them out. If the first solution doesn’t work, look for ways to fine-tune it or try something else.

Recognize employees’ strengths too

Many people view ADHD not as a deficit but as a difference. Employers who reframe ADHD traits as strengths create a win-win situation. Instead of viewing an employee as fidgety they see a high-energy contributor. Instead of seeing inattentiveness, they consider how this person takes in a variety of inputs and is a source of creative solutions.

Bring in outside help

Another way to help employees with ADHD is to hire an ADHD coach. Working with a coach one-on-one for a limited time can help an employee identify how ADHD affects their work, take steps they to minimize the effects of ADHD and recognize that certain aspects of ADHD can be strengths.

Richard Branson and Bill Gates aren’t the first to succeed with ADHD and they won’t be the last!