For employees with ADHD, supportive management can make the difference between a positive, productive work experience and one filled with frustration and disengagement. ADHD affects how individuals process information, manage tasks, and interact within structured work environments. For this reason, these employees often benefit from workplace adjustments, clear communication, and timely responses from their managers. When managers ignore requests, delay actions or responses, or redirect employees to other departments without follow-through, it creates a sense of being unsupported, potentially affecting the ADHD employee’s productivity, mental health, and overall engagement with their role.
Why ADHD Employees Require Proactive Support
When their managers respond to thoughts and ideas, it empowers ADHD employees to perform well and stay engaged (Sibley, 2019). If these perspectives are ignored, however, ADHD employees may feel that their views are being dismissed they are not valued. This perception of being unsupported can lead to stress and frustration, undermining the employee’s confidence and motivation.
When managers repeatedly delay responses to requests or redirect employees to other departments without follow-up, ADHD employees can feel caught in an endless cycle of seeking support but never receiving it. Due to the nature of ADHD, these employees may need clear and timely feedback to stay on track. Delayed answers or inconsistent support can disrupt their focus, reduce productivity, and increase anxiety. As a result, the ADHD employee may feel isolated and hesitant to ask for assistance in the future, worsening their work performance and overall satisfaction (Hallowell & Ratey, 2011).
An important aspect of supporting ADHD employees is that managers follow through on commitments and respond to requests promptly. For example, if an ADHD employee asks for clarification on a project, providing a quick, straightforward answer can significantly reduce the stress of ambiguity. “Let’s discuss that later” is a sentence people with ADHD can’t stand to hear, especially if they have gotten used to ‘later’ meaning ‘never’.
Building a Supportive Workplace Culture
Supporting ADHD employees goes beyond individual interactions; it involves fostering a workplace culture where neurodiverse needs are respected and accommodated. Managers who actively work to understand ADHD and its impact on work can contribute to a more inclusive and effective workplace. Training on ADHD, helps managers better understand the specific needs of their ADHD employees and encourages a more empathetic, supportive approach. Employees who feel their managers understand and respond to their needs are more likely to stay engaged, loyal, and productive in the long term.
Conversely, a study in the Journal of Occupational Health Psychology found that employees who feel their needs are ignored by their managers are more likely to disengage from their work (Schaufeli & Bakker, 2004).
References
Barkley, R. A. (2015). Attention-Deficit Hyperactivity Disorder: A Handbook for Diagnosis and Treatment. Guilford Press.
Hallowell, E. M., & Ratey, J. J. (2011). Driven to Distraction (Revised): Recognizing and Coping with Attention Deficit Disorder. Anchor Books.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Occupational Health Psychology, 9(3), 245–256.