33 Best Practices for Supervising ADHD Employees

Supervising ADHD employees comes with distinct opportunities as well as challenges.

This guide provides actionable strategies to help you leverage employee strengths and create an inclusive, productive workplace.

While it is written with a school setting in mind, much of the material applies to corporate settings.

Teachers with ADHD, add this material to your own personal talking points.

Best Practices for Supervising ADHD Employees

Supervising ADHD employees in a school setting poses unique challenges and opportunities.

With ADHD affecting many adults, including teachers, understanding how to effectively manage all employees regardless of neurodivergence is crucial.

Teachers with ADHD, like other professionals, often bring remarkable creativity and energy to their roles; but may also require specific supports.

As a school administrator, your role in supporting every teacher is critical for fostering a positive and productive work environment.

By the end of this post, you will have new insights and actionable strategies to enhance employee performance while maximizing strengths.

This blog offers educational content; not medical advice. Please, consult a healthcare professional for personal mental health concerns.

Understanding ADHD in the Workplace

When supervising ADHD employees, it's crucial to understand the condition and how it might affect their performance.

ADHD, or attention deficit hyperactivity disorder, can present unique challenges but also notable strengths in the workplace.

Common Symptoms and Behaviors

ADHD often comes with symptoms that can impact job performance.

Recognizing these common symptoms can help you tailor your management style accordingly:

• Inattentiveness: Employees may find it difficult to focus on tasks, miss details, or get easily distracted. This can lead to incomplete or rushed work.
• Impulsiveness: Quick decisions without thinking them through can be a hallmark. This might show as interrupting others or saying something rash without considering consequences.
• Hyperactivity: This includes restlessness and an inability to stay still. Employees might fidget or have trouble sitting through meetings.

In a school setting, these behaviors can sometimes be mistaken for a lack of professionalism or dedication.

However, understanding that these are symptoms of ADHD can shift your approach to supporting these employees.

Strengths of ADHD Employees

Despite the challenges, ADHD employees often bring unique strengths to the table.

Recognizing and nurturing these strengths can make a significant difference:

• Creativity: ADHD employees often think outside the box and bring fresh, innovative ideas. Their ability to see things differently can lead to creative solutions.
• Hyperfocus: While inattentiveness is a symptom, many with ADHD can enter a state of hyperfocus on tasks they find innately interesting. This can mean periods of intense productivity and high-quality work.
• Problem-Solving Skills: ADHD often comes with a knack for finding quick solutions to problems. Their unconventional thinking paths and being quick on their feet can be a valuable asset in overcoming obstacles.

By understanding these strengths, you can assign tasks that play to ADHD employee advantages, making the most of their unique capabilities.

More importantly, recognizing these strengths will help you develop supportive and meaningful relationships.

In summary, while supervising ADHD employees requires understanding and flexibility, it also offers an opportunity to harness unique strengths that can enhance the workplace.

Effective Communication Strategies

Effective communication is key when supervising ADHD employees.

Understanding how to provide feedback and support can make a significant difference in performance and well-being.

In this section, we'll explore two important strategies: adapting your feedback approach and having regular check-ins.

Feedback Preferences

Everyone has their own preferred way of receiving feedback. For ADHD employees, it’s essential to understand and respect these preferences.

Some may prefer direct, in-the-moment feedback, while others might benefit from written notes they can review at their own pace.

Here are a few steps to consider:

• Ask directly: Simply ask your employees how they prefer to receive feedback. This can be done during a one-on-one meeting or through an anonymous survey. You may not know who has ADHD, but this is a good practice for everyone.
• Tailor your approach: Based on employee preferences, adjust your feedback method. If they prefer verbal feedback, make time for quick, informal chats. If written feedback is better, provide (concise) detailed notes or emails.
• Be specific and constructive: General feedback can be confusing. Provide clear, actionable suggestions that they can implement right away. Instead of saying, “You need to improve your classroom management,” say, “Try using a timer to keep your class on schedule.” But before offering any advice, check in to see what they noticed and felt; and what they have already tried. Always assume that your employee is already acutely aware of the situation and striving to improve it.

Regular Check-ins

Consistent support can be a game-changer for ADHD employees.

Regular check-ins help you address any issues early, provide ongoing support, and set clear expectations. This increases accountability for both of you.

Benefits of regular check-ins include:

• Providing support: Use these check-ins to ask how they’re doing and what they need help with. It shows you’re there to support them, which can reduce stress and improve performance.
• Clarifying expectations: Weekly or bi-weekly meetings can help you know what you need to do to best support employees. It also helps ensure that your employees understand what’s expected of them, and gives a chance to ask questions. This reduces uncertainty and boosts confidence.
• Addressing challenges: If there are any ongoing issues, regular meetings give you the chance to address them promptly. This proactive approach prevents small problems from becoming big ones.

Consider setting up a structured format for these check-ins:

1. Start with positives: Begin the meeting by acknowledging recent successes or improvements.
2. Discuss challenges: Tackle any obstacles they’re facing and brainstorm solutions together.
3. Set goals: Establish clear, achievable goals for the next check-in. This gives them a roadmap to follow and a sense of direction.

In a school setting, having multiple communication formats is helpful.

Make yourself available to answer texts, for example. Set a reminder to respond to emails at the start and end of each business day.

Enlist the help of a virtual assistant if you struggle with this. By implementing these communication strategies, you can create a supportive and effective work environment for your ADHD employees.

If these are behaviors you expect of employees, find ways to model doing them successfully yourself.

Tailoring Work Environment and Processes

Creating a work environment that supports ADHD employees is essential for their success.

By personalizing work processes and providing the right resources, you can help everyone succeed.

Flexible Meeting Expectations

One-size-fits-all policies rarely work.

You're being flexible in how tasks are completed and workloads managed can make a tremendous difference in how employees perceive your effectiveness.

Allowing employees to choose their preferred methods for completing tasks shows trust and respect.

• Empower Choice: Let your employees decide the best way to work during non-teaching school hours. Some might prefer a structured approach, while others could benefit from more creative freedom. Make in-person meetings optional and give the option for cameras being off during remote ones.
• Flexible Deadlines: Whenever possible, provide flexible deadlines. This allows your employees to work during their most productive times.
• Alternative Formats: Consider different formats for meetings. Shorter, more frequent check-ins might be more effective than long, infrequent meetings.

Providing Resources

Providing the right tools and resources can significantly improve efficiency and effectiveness.

There are various planners, reminders, and apps designed to help with organization and time management.

Here are some recommendations:

1. Planners and Calendars: Physical planners or digital calendars can help employees keep track of tasks and deadlines. However not all planners are created equal in terms of effectiveness when being used by a neurodivergent person. Again, assume that the employee has already been told about a million times to use a planner. It simply doesn't work that way. So, ask your employees if they have done any research with organizations like ADDitude Magazine or CHADD.
2. Reminders and Alarms: Use of reminders and alarms can ensure that important tasks and appointments are not forgotten. You can set reminders on your own smart watch to check in with ADHD employees about their reminders! Make sure you enable this when you or your administrative staff set meetings on Outlook calendar or Google calendar. Enable automatic reminders to save everyone some headaches.
3. Time-Management Apps: Apps like Trello or Asana can assist in breaking down projects into manageable tasks and tracking progress.

By offering and comping these resources, you not only support daily workflow but also show that you are invested in employee success.

Supervising ADHD employees effectively means personalizing their work experiences and equipping them with the resources they need to succeed.

These steps can create a more supportive and productive work environment.

Just make sure you are asking people what they need and not assuming. You don't want to come across as demeaning or condescending, sending your good will backfiring.

Motivating and Rewarding ADHD Employees

Motivating and rewarding ADHD employees can boost their performance and job satisfaction.

Understanding how to set goals and use positive reinforcement can make a huge difference.

Setting Clear Goals and Rewards

When supervising ADHD employees, it's important to work together to set clear, attainable goals and rewards.

This approach can keep people focused and motivated. Set goals together to make these projects time well-spent.

In general, people with ADHD are motivated by challenge, novelty, and interest.

Their brains are motivated in an interest-driven way. This means that traditional rewards (or punishments) that work for some folks likely won't work for ADHDers.

Frustratingly for the that person, it's not possible to choose what is inherently interesting.

But as a supervisor, you can work on incorporating employee interests into the organization; giving options for novelty; and applying challenge or friendly competition.

1. Be Specific: Clear goals eliminate confusion. Instead of saying “Check your pacing,” try “Use a stop watch to time each section of your lesson.” This specific task is easier for employees to execute, and comes across as less judgmental.
2. Break Down Tasks: Large projects can be overwhelming, leading to task paralysis. Break them into smaller, manageable tasks. This helps ADHD employees stay on track and see their progress.
3. Set Realistic Deadlines: Unrealistic deadlines can cause stress. Set achievable deadlines that account for extra time to produce quality work.
4. Provide Tangible Rewards: Rewards motivate. These can be small, like a gift card, or bigger, like you personally covering a supervision duty or subbing for their class. The key is to ensure the reward is actually useful, practical, and therefore valuable.

Positive Reinforcement

Positive reinforcement can greatly impact ADHD employees.

Acknowledging efforts and achievements can make feel people appreciated and keep them motivated.

• Immediate Praise: Don't wait to compliment good work. Immediate positive feedback helps reinforce productive behavior. Just make sure it is done properly. There are ways to manage delivering praise in a way that's helpful and not harmful.
• Public Recognition: Acknowledge their accomplishments in team meetings or newsletters. This not only boosts their morale but also sets a positive example for others.
• Personalized Encouragement: Personal notes or one-on-one praise can be very effective. Tailor your encouragement to their individual preferences and personality.
• Use a Points System: Implement a system where employees earn points for tasks completed well. These points can then be exchanged for rewards. It's a fun and engaging way to keep them motivated.

Incorporating these strategies into your supervision practices can lead to a more motivated and productive workforce.

ADHD employees, with their unique strengths, will excel when given the right support and recognition.

The key is you have to actually care about people and let them know that!

In general, ADHD employees and neurodivergent employees as a whole want you to be honest with them, kind, and efficient with their time.

(Be real with people. People will sense any insincerity immediately.)

Assuming Positive Intentions and Capability

Supervising ADHD employees requires a balanced approach that combines trust and empathy with practical strategies for growth.

When you assume positive intentions and capabilities, you create an environment where people want to be.

Building Trust and Empathy

Building trust and showing empathy towards employees, especially ADHD, creates a supportive and understanding relationship.

This foundation is important for building employee success and your effectiveness as a supervisor.

• Listen Actively: Take the time to listen to your employees' concerns and experiences. Active listening shows that you value their input and understand their challenges.
• Show Genuine Interest: Make an effort to get to know your employees as individuals. Ask about their interests, strengths, and how they like to work. Ask how you can be of most service. What do they need?
• Be Consistent: Consistency in your actions and expectations builds trust. When employees know what to expect from you, they feel more secure and supported.
• Offer Flexibility: Flexibility shows that you trust your employees to manage their tasks in a way that works for them. Allow them to adjust their schedules or workspaces to better suit their needs. Accept that you might not always know best, and that there is more than one way to accomplish a goal.
• Practice Patience: Understand that ADHD can make some tasks more challenging.

Encouraging Mistakes as Part of Learning

Mistakes are a natural part of learning and working.

Encouraging your employees to embrace mistakes can lead to significant growth and improvement.

• Normalize Mistakes: Create a culture where mistakes are seen as opportunities to learn, not as failures. This reduces fear and encourages risk-taking and innovation. Let your employees know what you also mess up!
• Discuss What Happened: After a mistake happens, discuss what happened and what, if anything, can be learned from it. Don't shame your employees, especially with ADHD. They likely already have a great deal of internalized shame from past situations.
• Focus on Solutions: Instead of dwelling on the mistake, focus on finding solutions. This proactive approach helps employees move forward and improve.
• Celebrate Effort: Recognize and celebrate the effort put into tasks, even if the result isn't perfect. This encourages continual effort and perseverance.
• Provide Supportive Feedback: When addressing sensitive situations, provide constructive feedback that focuses on how to improve rather than what went awry. Offer specific, actionable suggestions.

By building trust and empathy and encouraging a positive view of mistakes, you create a supportive environment where ADHD employees, and the entire staff, feel valued and motivated.

This approach not only feels more comfortable; it contributes to a more inclusive and productive workplace.

Key Takeaways

Supervising ADHD employees in a school setting means understanding their unique needs and strengths.

Adapt your approach with clear communication, flexible policies, and the right resources.

Recognize creativity, problem-solving skills, and a unique brain that is wired for interest.

By fostering a supportive environment, you can help ADHD employees feel hopeful, connected, and successful.

Implementing the strategies discussed can lead to a more productive and inclusive workplace.

Remember, your role as a school administrator is key to making this happen. Embrace these techniques and watch your school succeed.

For more tips on neurodivergent teacher accommodations, read the “Top 10 Essential Neurodivergent Teachers Accommodations” round-up!