How to manage an employee with ADHD effectively

In order to effectively manage a subordinate with ADHD, it helps to have an understanding of what ADHD is.

The ADHD brain differs chemically and physically to a neurotypical brain. The prefrontal cortex, the area for controlling decision-making, weighing up consequences, breaking down complex tasks and time management, is smaller in those with ADHD compared to those without. This is where much of the challenges associated with ADHD such as a preference for risk-taking and difficulty with time management originate from.

The second key way in which an ADHD brain differs is that it underproduces dopamine, the reward chemical. This means an ADHD employee has an in-built preference for short-term rewards over long-term results. It also means someone with ADHD needs a larger hit of dopamine from the external environment to bring their innate levels up to equilibrium.

So, how to manage someone effectively with this brain difference.

#1 Be accessible and clear in your communications, but avoid micromanaging

There is a fine line between special accommodations and micromanaging. Often special accommodations involve breaking tasks down for the ADHD employee in written form over email.

But lengthy emails not only are a lot of information for an ADHD employee to take in, they can also verge into micromanaging and cross into mildly patronising territory.

Instead, if you have assigned your ADHD subordinate a project to work on, try to make time to have a Zoom or Teams meeting with them in which you outline the objectives and what exactly you expect them to produce and within what timeframe. If following up with an email, keep the key points to a maximum of three bullet points, and encourage the ADHD employee to follow up if they need any further information.

#2 Be tolerant of movement breaks

As stated in the introduction, the ADHD brain underproduces dopamine. This means individuals with ADHD are constantly unconsciously looking for ways to raise their levels of dopamine. One way of doing this is through exercise, or movement. Nothing kills dopamine quicker than being sedentary for hours.

You may notice your ADHD employee seems to make frequent trips to the kitchen to make cups of tea or coffee.

If office ergonomics accommodates it, give the ADHD employee the option of a standing desk and encourage them to use it often.

If the amount of times the subordinate gets up from their desk to have a movement break is an issue for you, establish clear boundaries: with what frequency are you happy to permit these breaks and for how long. Is it worth the employee taking a shorter lunch break to accommodate a 15-minute morning break as well as a 15-minute afternoon break? Don’t underestimate the importance of movement breaks for someone with ADHD.

#3 Encourage the employee to set a timer for certain time-critical tasks or tasks they find mundane

The ADHD brain works well under pressure because the rush to get something done boosts dopamine. Encourage the employee to set a timer for certain time critical tasks, ideally ahead of the actual deadline. Introduce a short-term consequence of the ADHDer failing to meet the time constraint, such as they forfeit a 15-minute morning or afternoon movement/coffee break. The ADHD brain responds better to short-term consequences than to longer-term consequences.

#4 Don’t react to provocative behaviour

This point by no means applies to all those with ADHD, but to some of those with ADHD. Trigger a reaction? Yay, dopamine hit.

No reaction? No dopamine ☹

So, unless you absolutely have to respond to provocative behaviour, the best course of action is to remain calm and ignore it.

#5 Reward good work

As mentioned, the ADHD brain is hardwired to have an innate preference for short-term gains over longer-term rewards.

So reward good work frequently by providing positive feedback where deserved.