Imagine a colleague sitting at his desk in hyperfocus. He is completely in a flow and can work for hours on a single task. But at other times, he seems easily distracted and struggles to keep an overview. This is a common scenario among employees with ADHD. While ADHD sometimes brings challenges, it is often overlooked that these employees also have unique qualities that can actually be of great value in the workplace.
For HR departments and managers, it is essential to recognise the strengths of neurodivergent employees while creating an environment in which they can be successful. At auticon Netherlands, we have extensive experience in supporting companies to become more neuroinclusive. One of the neurodivergent groups we often come across are people with ADHD. But what exactly does this mean, and how can you best support employees with ADHD? We will explain in this blog.
What is ADHD?
ADHD, or Attention Deficit Hyperactivity Disorder, is a condition that can impact the functioning of the brain, nervous system and behaviour of people. The ADHD brain has a unique and specific way of thinking, communicating and processing information. People with this condition may appear restless, have difficulty concentrating and act impulsively. According to figures from Public Health and Care, 3.6% of children in the Netherlands have ADHD, and 3.2% of adults. This means that a significant proportion of the Dutch workforce is also affected by ADHD.
The three different types
- ADHD-I (Inattentive type): characterised by concentration problems, difficulty with organisation and sometimes ‘dreamy’ behaviour.
- Typical challenges: distraction, short-term memory and difficulty with planning.
- ADHD-H (Hyperactivity/impulsivity type): people with this type are often physically active, have difficulty sitting still and sometimes act without thinking.
- Typical challenges: impulsive decisions, restlessness and difficulty with emotional regulation.
- ADHD-C (combined Type): this is a combination of both types and is the most common.
The strengths of people with ADHD
Employees with ADHD bring unique skills that, if properly supported, can bring great benefits to the team and the organisation. Their ability to move quickly and come up with innovative solutions makes them valuable team members.
- Hyperfocus: when a task really interests them, employees with ADHD can concentrate extremely well and deliver excellent performance.
- Creative and solution-oriented: people with ADHD often have an original take on problems and come up with innovative solutions that others may overlook.
- Energy and enthusiasm: their natural energy can ignite others in the team and have a positive impact on the atmosphere.
- Flexibility: they adapt quickly to change and often think outside the box.
- Determination: when motivated, they show great determination to achieve goals.
Challenges in the workplace
At the same time, traditional work structures can present challenges for employees with ADHD. It is important that HR departments and managers recognise these challenges and provide appropriate support to prevent dropout.
- Over-stimulation and fatigue: too many stimuli can lead to fatigue, which affects productivity.
- Difficulty with planning and prioritising: following complex tasks can be difficult, especially without a clear structure.
- Impulsivity: making quick decisions without fully thinking them through can sometimes be risky.
- Distractions: maintaining focus, especially in repetitive or less engaging tasks, remains a challenge.
How to support employees as HR or manager
To make the most of the strengths of employees with ADHD and help them succeed, it is important to adapt the work environment to their needs.
Below, we give you four practical tips you can apply to support your colleague with ADHD:
- Structured work environment: provide a low-stimulation work environment and structured tasks. This helps people with ADHD maintain focus and stay productive.
- Flexibility in working hours: flexible working hours and regular breaks can help prevent overstimulation and fatigue.
- Clear goals and priorities: setting concrete goals and limiting distractions can help employees stay focused and feel less overwhelmed.
- Personal coaching: understanding the communication style of an employee with ADHD, both in one-to-one conversations and in team meetings, can make all the difference. Our coaching-as-a-service can also be a valuable addition here.
As an HR department or manager, do you want to prevent drop-out and provide optimal support to your employees with ADHD? Contact us for advice on our neuroinclusion services.
