Is there a secret formula to engaging your ADHD employees? While it might sound simplistic, the key lies in understanding and leveraging their special interests. I’m Brett, the AudHD Boss, and with over 10 years of leadership training and experience, plus my own ADHD and autism, I’ve seen firsthand how this approach can transform employee engagement.
Recognizing and Understanding ADHD in the Workplace
It’s important to remember that employees may not always disclose their ADHD diagnosis, and we can’t directly ask. However, certain signs, such as difficulty completing tasks, slow responses, or decreased engagement, can suggest underlying challenges. Before jumping to conclusions like “they’re not trying hard enough,” take a moment to get curious.
Creating Psychological Safety and Open Communication
Employees need to feel psychologically safe to discuss their struggles. Instead of wagging a finger, initiate gentle conversations. Ask open-ended questions like, “I’ve noticed some challenges with this task. Can you tell me more about what’s going on?” Listen for cues related to task initiation, demand avoidance, overwhelm, or lack of interest. These insights can help you understand the root of the issue.
Different Ways In: Supporting Neurodivergent Employees
Neurodivergent individuals often require different support systems and approaches to work. It’s not that they can’t do the job; they just need a different “way in.” Simple accommodations, like written follow-ups after verbal discussions or allowing employees to ask questions freely, can make a significant difference. Understanding concepts like executive function, demand avoidance, and PDA (Pathological Demand Avoidance) is crucial for managers supporting neurodivergent team members.
Moving Beyond “Try Harder”: Providing the Right Support
Telling an ADHD employee to “try harder” is rarely effective. We often already know where we’re struggling. Instead, focus on providing the tools and resources needed to succeed. This starts with understanding their interests.
The Power of Special Interests: Igniting Engagement
Every job has aspects that are more and less desirable. The key is to find ways to connect even the less desirable tasks to an employee’s interests. As a manager, I’ve found that recognizing and nurturing special interests is incredibly powerful.
A Simple Survey for Uncovering Hidden Talents
I use a simple survey with my team to uncover their interests and strengths. The questions include:
- What are you interested in doing at work?
- What do you see others doing that you’d like to try?
- What is a superpower you have that you’d like to utilize more?
- What superpower have others noticed in you?
- Is there anything you see others doing that you think you could do better?
These questions spark growth conversations and help identify areas for training and development.
Creating Space for Growth and Hyperfocus
When you tap into an employee’s special interests, they become more engaged and motivated. Provide the space and resources for them to explore these interests, even creating special projects or assignments. Regular check-ins, framed as gentle inquiries about their progress and discoveries, can further fuel their enthusiasm.
Removing Barriers and Fostering Growth
My primary focus as a leader is removing barriers for my team. This requires open communication and a willingness to collaborate. Give employees time to reflect on questions and challenges, and then engage in a dialogue to gather their insights. Experiment with different approaches, such as job shadowing or informational interviews, to help them explore their interests.
Avoiding Performance Improvement Plans (PIPs)
Performance Improvement Plans can be particularly challenging for neurodivergent employees. By focusing on strengths and interests, you can often avoid the need for a PIP altogether. This not only benefits the employee but also strengthens the entire team.
Resources for Learning More About ADHD
For anyone wanting to learn more about ADHD, I highly recommend “How to ADHD” by Jessica McCabe. It’s an invaluable resource for understanding ADHD and explaining it to others, especially in the workplace. (Note: This is not a sponsored recommendation.)
I’m Brett, the AudHD Boss. Thanks for watching! Please like and subscribe for more content on ADHD and autism in the workplace, and let me know in the comments if you have any questions you’d like me to address. Check out my other videos for more insights on neurodiversity in the workplace.