ADHD in the Workplace

Research suggests that ADHD may be linked to lower levels of dopamine in the brain. Dopamine is a neurotransmitter that your brain releases when you do a rewarding activity. But with ADHD, the transmission of dopamine can be disrupted in regions of the brain that impact attention, organization, and transmission of information. [3, 4] The brains of people with ADHD seek short-term rewards over long-term ones, even when the individual knows the longer-term goal is more important and wants to get it done.

What Are the Signs of ADHD?

One popular misconception is that ADHD is a behavioral disorder. In fact, ADHD is an impairment of the brain's self-management system. This means it's often characterized by things like:

• Challenges with attention and focus.
• Challenges with impulse control.
• Heightened emotions.
• Hyperfocus.
• Hyperactivity (external and/or internal – racing thoughts and mental exhaustion).
• Difficulty with time management.

What Are the Three Main Types of ADHD?

The signs of ADHD can vary from person to person. But, in general, the medical diagnostic model categorizes ADHD into three main types: [3]

1. Primarily Inattentive ADHD: people with inattentive ADHD often find it difficult to sustain focus or follow detailed instructions, and struggle to organize tasks or activities. They may also have poor memory and get easily distracted.
2. Hyperactive and Impulsive ADHD: this is characterized by the need for constant movement. People who have this type of ADHD may fidget constantly, interrupt others or blurt out things, and struggle with impulse control.
3. Combined Type ADHD: a combination of both inattentive and hyperactive-impulse ADHD.

Benefits and Challenges of ADHD in the Workplace

Individuals with ADHD vary in the skills they bring to the workplace and the challenges they may struggle with. And this can all depend on whether they receive the right support!

Research shows that individuals with ADHD are often highly creative and effective at generating new ideas. [6] They can think "outside of the box," offering creative contributions and novel perspectives on problem solving.

People with ADHD are often interest-driven and have a strong need for stimulation. Some employees with ADHD are highly adaptable and thrive in fast-paced environments.

In terms of workplace challenges, individuals with ADHD may get bored – and thus find it more difficult to focus – if their work is repetitive or detail oriented. Administrative tasks, or long-term projects that require lots of planning, may be difficult due to the level of organization they demand. Remembering tasks and deadlines can also present challenges. [7]

When impulsiveness is part of an ADHD presentation, it can result in quick decision making and speaking – which can be beneficial in some contexts, such as fast-paced environments or emergencies, but challenging in others.

Time perception can function differently in individuals with ADHD, meaning they might underestimate or overestimate time and find it more challenging to set (and keep to) schedules.

Conversely, people with ADHD may get hyperfocused on tasks. In some cases this facilitates a high level of productivity. It's important to note, though, that what someone hyperfocuses on is not necessarily within their control, and that it can lead to burnout or forgetting to attend to basic needs.

6 Ways to Support People With ADHD in the Workplace

If you have ADHD or know someone at work who does, there are several things you can do to create a supportive workplace environment. Most of these things are inexpensive and easy to implement. And they can benefit other team members, too, because making something more accessible for one group often means it's easier for everyone.

1. Set specific goals and deadlines.

People with ADHD often have a different sense of time from their neurotypical colleagues. There's "now" and the "not now." This can make time management a challenge. If a deadline is too far off, it's a lot more likely to be forgotten.

So, when setting a deadline, be specific! For example, instead of saying that a task needs to be done "by the end of next week," set a specific date and time. Consider breaking larger tasks into smaller subtasks with their own deadlines.

Consider using time-management aids, too. Some people with ADHD find timers and scheduling or note-taking apps helpful.

2. Get organized.

A little preparation can help people to prioritize their work and stay on track. If you have ADHD, take some time to organize your desk space by neatly and clearly labeling the items that you need. Keep folders and filing systems clear and visible – consider color coding them. And ask people to provide clear written instructions for tasks and processes, including routine ones.

Try using checklists, charts, or other visual organizational tools. Resources like bulletin boards, day planners and computer reminders can outsource some of the need to remember everything on your to-do list. Taking notes or audio recordings at meetings can help with memory, too.

For collaborative tasks, consider working with a colleague who has strong organizational skills, where both people’s strengths and challenges balance each other out. Or use a buddy system so employees can pair up and keep each other accountable.

3. Make reasonable adjustments.

The best thing a manager can do for a team member with ADHD is to be aware of the specific challenges they are facing and make reasonable adjustments that can help to overcome them.

Small, easy changes might include allowing flexible start times, or delegating tasks to team members that are based on their strengths and mindful of their weaknesses. [9]

Set up people's workspaces in ways that help them to focus as well. This might include providing large computer screens for better visibility, having clocks that are easily visible, allowing timer alarms and headphones to be used, or providing dedicated workspaces. Ask employees with ADHD what adjustments would help them to do their best work.

4. Allow regular breaks.

People with ADHD can find it hard to stay focused for long periods of time. So, build breaks into long meetings or all-day company events. This is good practice for all employees' energy and focus!

Some employees with ADHD benefit from building activities into their day, such as taking a walk or run during lunch time. Encourage these activities for team members where appropriate.

Try breaking up your time into smaller chunks, too. For example, you could work in short, focused spans of time – say 25 minutes, with 5-minute breaks built in between each span. Managing time in this way can help people to stay focused for longer and minimize distractions or burnout.

5. Be flexible.

Each person with ADHD is different. So, be flexible by adapting the job or workplace to enable them to do their best work.

Some people benefit from flexible working arrangements, like flexitime or hybrid working. For example, this could mean having a half-hour start and finish window for the workday, instead of setting “hard-and-fast" start and finish times.

Also, put the emphasis on results, not time. In results-only work environments (ROWE), people are measured by their performance, results and outcomes – not the hours that they're in the office. When people have autonomy over their projects and the freedom to work in a way that best suits them, they often find it easier to achieve their goals, produce great work, and feel more satisfied.

6. Improve awareness of ADHD.

Empathy and understanding underpin team trust and togetherness. So, if you work with someone who has ADHD or another neurodivergence, educate yourself and your team! Consider running internal campaigns on neurodiversity or ADHD, or set up a formal training program. These sessions can also help people with ADHD to understand themselves better and help their neurotypical colleagues to learn more about the specific challenges they can face at work.

Keep in mind that not everyone whose brain works differently from the norm knows this about themselves, so learning about different ways of thinking might lead to helpful insights for employees who are not currently diagnosed!

If you have ADHD, consider sharing your story with your team or your company, if you feel comfortable doing so. You may even want to consider setting up an internal neurodiversity panel or channel, where people can go to share their experiences, as well as hints and tips that they've found have helped them at work.

Frequently Asked Questions

What are the common signs of ADHD?

Some common signs that someone has ADHD include difficulty regulating attention, “time blindness,” and challenges with organization.

What are the three types of ADHD?

The way ADHD presents in people can vary significantly. The medical diagnostic model categorizes ADHD into three main types:

1. Primarily Inattentive ADHD: people in this category often find it difficult to sustain focus or follow detailed instructions, and may struggle to organize their time and work effectively as a result.
2. Hyperactive and Impulsive ADHD: this type is characterized by the need for constant movement. People that have Hyperactive-Impulsive ADHD may feel the need to fidget constantly, interrupt others and struggle to control their impulses.
3. Combined Type ADHD: a combination of both Inattentive and Hyperactive-Impulsive ADHD.

Where can I go to find out more about ADHD?

If you want to discover more about ADHD and how to diagnose it, the U.K. NHS offers lots of information about the subject. In the U.S., the non-profit organization Children and Adults with Attention-Deficit/Hyperactivity Disorder (CHADD) provides information about how to seek a diagnosis here.