Supporting an employee with ADHD who’s struggling at work can feel like a balancing act. You’re responsible for keeping things running smoothly, but you also want to be fair and understanding. Especially when neurodivergence like ADHD is part of the picture.
This blog is here to give you clear, practical guidance. We’ll explore how ADHD might be affecting your employee’s performance, how to talk about it without making assumptions, and what you can actually do to help. By the end, you’ll feel more confident knowing whether the issue is performance, capability, organisation, or something that needs an adjustment.
Understanding how ADHD can affect work
ADHD isn’t just about being easily distracted. It can influence:
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Focus and attention span
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Memory and organisation
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Managing time and meeting deadlines
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Emotional regulation
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Starting or finishing tasks, especially when they feel overwhelming or boring
People with ADHD often work extra hard to mask their challenges, so what you’re seeing may only be part of the picture. It’s not about laziness. It’s about how their brain works.
Step 1: Start with something specific
Instead of asking “How are you doing?” try a gentle, concrete observation:
Try this:
“I’ve noticed over the last couple of weeks that a few deadlines have slipped, and it looks like some tasks have got stuck. I’d love to chat about whether anything’s making things harder at the moment.”
This opens the door without sounding accusatory.
Step 2: Explore what’s going on
Be curious, but specific. ADHD can make open-ended questions stressful. Try:
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“Are there particular tasks that feel harder to start or finish?”
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“Is anything in the environment making it hard to concentrate?”
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“Would it help to break the task into smaller steps or use reminders?”
It’s about finding out what’s getting in the way, not what’s “wrong” with them.
Step 3: Figure out the underlying issue
Not all performance issues are actually about performance. Here are four categories to explore:
Organisational
Things like unclear tasks, lack of routine, no reminders, or constantly shifting priorities.
Capability
Even with effort, they may struggle with working memory, time estimation, or certain systems.
Performance
Despite support and adjustments, the work still doesn’t meet expectations.
Adjustment needed
They may just need a different way of working, like more structure, flexibility, or tools.
Step 4: Make some practical reasonable adjustments
Once you’ve identified the barrier, here are some things that often help employees with ADHD:
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Written task lists with time estimates
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Daily or weekly planning check-ins
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Clear expectations for what “done” looks like
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Tools like Trello, Notion, or Microsoft Planner
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Timers, fidget items, or music to help with focus
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Colour-coded calendars and visible deadlines
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Flexible working hours or quiet spaces for deep focus
Start small. Introduce one or two, then check in again.
Step 5: A real-life example
Let’s say your employee, James, is great in meetings and full of ideas, but always late with written reports.
You say:
“James, your ideas have been so valuable, but I’ve noticed reports are often delayed. Is there anything about the process that feels hard to manage?”
James says he often loses track of time and finds it hard to sit down and start writing.
You agree to:
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Add report deadlines to the team calendar
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Break the task into parts (notes due Wednesday, draft due Friday)
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Set up a 15-minute writing sprint with a colleague
Within a few weeks, James is more consistent. He feels supported, and the quality of his work stays high.
Step 6: What if they haven’t disclosed their ADHD?
You don’t need a diagnosis to offer support. If someone’s struggling with focus, planning, or task completion, try normalising adjustments for everyone.
You could say:
“We’re looking at ways to make working easier for the whole team. I’d love to know if things like clearer instructions, extra planning time, or written reminders would help.”
This makes it about team culture, not individual issues.
Step 7: Not sure what’s classed as a reasonable adjustment?
If you’re unsure whether something counts as a reasonable adjustment or how to follow up, that’s where we come in.
Our Management Support Helpline gives you:
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1-to-1 advice on how to support neurodivergent employees
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Help identifying what’s a capability issue vs adjustment need
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A space to talk through real examples, so you feel confident
Contact hello@enna.org to discuss an issue your facing, get advice and enquire about our Management Support Helpline.
Final thoughts
ADHD can make certain aspects of work harder, but with the right systems in place, your employee can thrive.
You don’t need to be an expert. Just start the conversation, be open to trial and error, and remember you’re not alone. A few small changes could be the difference between someone burning out or succeeding.
And if you’re stuck, reach out. That’s what we’re here for.