Tips for Structure & Support for ADHD in the Workplace

Creating a supportive organizational structure for employees with ADHD is key to fostering an inclusive and productive work environment. You want to establish an environment where all employees, including those with ADHD, feel understood and supported because it can lead to higher productivity and overall job satisfaction. Here are my best tips to create the structure and support that will help everyone perform their best in the workplace.

You want to communicate clearly, and simply, to best reach employees with ADHD. Be clear and concise when giving instructions to employees. And it is best to do so in writing! This helps employees avoid confusion and prevents forgotten details because they can refer back to the instructions at any time. Schedule consistent meetings to discuss progress and clarify tasks. This will help employees stay on track and reduces the risk of tasks being missed. Be clear about your expectations and ensure everyone is always aware of deadlines for all projects and tasks.

The best environment for employees with ADHD is going to be flexible and have minimal distractions. When able, offer flexibility for employees to work during their most productive times of the day (i.e. mornings or late afternoons). Allow times in employees’ schedules for short break sessions so they don’t get too overwhelmed or lose the ability to focus. If your company or business is able, consider remote work options! Allowing employees with ADHD to work where they are most comfortable will increase productivity, but if that isn’t an option, have areas in the office that are quiet and free of distractions. You may also be able to provide noise-canceling headphones or create a designated quiet area in the building to encourage focused work in the office.

At work, employees with ADHD will perform their best and feel most supported if their tasks are presented in manageable “chunks” and prioritized for them. Break larger projects into smaller, more manageable tasks to make them less overwhelming. If you include visual aids such as color-coding it will help employees prioritize their responsibilities and it ensures important tasks are completed in order of importance and on time. Multi-tasking can be difficult for employees with ADHD and if they have less on their plate at one time, they will be able to focus better. This means you can also show your support by encouraging employees to focus on one task at a time.

The short answer? Yes! You absolutely want to utilize technology when able. There are apps for task management (such as Asana, Trello, or Todoist) that allow employees to individually track their progress and deadlines, which may be helpful. Use technology to set up alerts/reminders for employees to receive for all meetings, tasks, and deadlines. Employees with ADHD may also benefit from a tool as simple as a timer. Encourage the use of timers to stay on track and to break the workday down into focused sessions i.e. the Pomodoro technique (25 minutes of work followed by a 5-minute break).

To build an ADHD supportive environment, a lot of it comes down to the management you put in place. Ensure managers and company leaders understand ADHD characteristics and are trained in how to best support their teams. All employees in a position of leadership should be open to discussing accommodations and strategies that will help their employees succeed. A few simple things management can do to support all employees, while being especially accommodating for any with ADHD:

• Provide regular, constructive feedback
  (employees with ADHD benefit from both recognition and redirection if needed)
• Provide a consistent daily schedule and encourage employees to have routines
  (helps employees with ADHD reduce anxiety and improve focus)
• Set goals for each day/week/month
  (helps employees see the end goal, but also allows room for flexibility)
• Foster a collaborative work culture
  (allow employees to feel comfortable discussing challenges and seeking support)
• Encourage transparency
  (for employees with ADHD, allow open dialogue about related challenges and possible accommodations)

Yes! Encourage employees to seek a coach or someone who specializes in ADHD to help with time management, organization, and emotional regulation as needed. If a specialist isn’t possible, pairing employees with mentors within the company is another great idea. Mentors can offer guidance and be a direct contact for employees with ADHD. The assistance and relationship with a mentor will also help increase personal accountability.

ADHD can coexist with anxiety and other conditions, so also encouraging mental health support and/or self-care will help employees thrive. Employees that work in an environment that supports strong mental health are typically more efficient and productive, which benefits the entire team!