Employees with ADHD can be a tremendous asset to any team – says one expert – here’s how HR can help them thrive.
As ADHD diagnoses are on the rise, many employers will have to address the situation at some point – here, one expert told HRM how leaders can not only support workers with the disorder but help them thrive too.
“Employees with ADHD can be a tremendous asset to a team,” stresses Dr. Kristen Lee Costa, of Northeastern University – but this doesn’t mean employers should just sit back and let them struggle.
Creativity and progression
“It is important to know that when someone has ADHD, they are likely to thrive off of
stimulation and engagement, and often make great leaders,” reveals Costa, who specializes in the subject.
“Knowing this, it is important to try when possible to keep them involved in progressive
endeavours, and letting them put their creativity to good use,” she adds. “Mundane tasks and attention to insignificant details can be a bore for anyone, but especially someone with ADHD.”
Clear communication
Of course Costa recognizes that challenges are a likely possibility but insists open communication and clear expectations can help prevent some of the issues that might occur.
“Ensuring deadlines are clearly carved out is important,” she adds.
Office environment
“It can help to pay attention to work spaces,” suggests Costa. “Making them as distraction free as possible and encouraging employees to get up and move around.”
Costa also told HRM that encouraging employees to walk around and take short breaks during the day – both of which can help facilitate better focus and productivity.
Work culture
Luckily for HR professionals, Costa says the suggestions she makes could actually help every employee – whether they have ADHD or not.
“Most of us struggle with ADD/HD tendencies in today's busy pace – with so many things
vying for our time and attention – so what we do for someone who identifies
with ADHD is really also quite useful for everyone!”
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“Employees with ADHD can be a tremendous asset to a team,” stresses Dr. Kristen Lee Costa, of Northeastern University – but this doesn’t mean employers should just sit back and let them struggle.
Creativity and progression
“It is important to know that when someone has ADHD, they are likely to thrive off of
stimulation and engagement, and often make great leaders,” reveals Costa, who specializes in the subject.
“Knowing this, it is important to try when possible to keep them involved in progressive
endeavours, and letting them put their creativity to good use,” she adds. “Mundane tasks and attention to insignificant details can be a bore for anyone, but especially someone with ADHD.”
Clear communication
Of course Costa recognizes that challenges are a likely possibility but insists open communication and clear expectations can help prevent some of the issues that might occur.
“Ensuring deadlines are clearly carved out is important,” she adds.
Office environment
“It can help to pay attention to work spaces,” suggests Costa. “Making them as distraction free as possible and encouraging employees to get up and move around.”
Costa also told HRM that encouraging employees to walk around and take short breaks during the day – both of which can help facilitate better focus and productivity.
Work culture
Luckily for HR professionals, Costa says the suggestions she makes could actually help every employee – whether they have ADHD or not.
“Most of us struggle with ADD/HD tendencies in today's busy pace – with so many things
vying for our time and attention – so what we do for someone who identifies
with ADHD is really also quite useful for everyone!”
More like this:
Tiny microphones – the next frontier?
Baby monitors – an unexpected employer risk
Why CEOs should have more daughters