When an ADHD employee is underperforming at work, it’s often due to unseen challenges, not a lack of effort or capability. Neurodivergent professionals bring strengths like innovation, resilience, and out-of-the-box thinking. However, without the right support, these strengths may not be fully realized. By learning how to manage someone with ADHD effectively, you can turn underperformance into progress and productivity.
This guide explores practical, legal, and empathetic strategies for supporting an ADHD employee underperforming in their role. Whether you’re managing staff with ADHD, supervising neurodivergent teams, or are a manager with ADHD yourself, these insights will help create a more inclusive, supportive workplace.
Why Supporting ADHD Employees Matters
- 1 in 20 adults lives with ADHD, often undiagnosed in the workplace.
- ADHD is a protected characteristic under the UK’s Equality Act 2010, requiring reasonable adjustments.
- Helping an ADHD employee underperforming can unlock productivity, creativity, and loyalty.
Recognising Signs of an ADHD Employee Underperforming
Knowing how to supervise someone with ADHD starts by recognising common signs of struggle. These may include:
- Missing deadlines due to time blindness or distraction
- Disorganised workspaces and difficulty locating files or documents
- Procrastination, task avoidance, or inconsistent output
- Interruptions during meetings or impulsive decisions
- Struggles with routine tasks or sustaining focus on long-term projects
These behaviours often result from ADHD symptoms rather than a lack of motivation. Being proactive in managing ADHD employees helps reduce misunderstandings and burnout.
Set Clear Expectations and ADHD-Friendly Goals
One of the best strategies for managing employees with ADHD is to offer structure and clarity. Supporting an ADHD employee underperforming with clear goals can improve engagement and confidence.
Use SMART Goals:
- Specific: Define exactly what needs to be done
- Measurable: Track progress using tools or weekly updates
- Achievable: Match goals to the employee’s strengths
- Relevant: Ensure tasks align with broader priorities
- Time-bound: Set clear deadlines with flexibility for ADHD adjustments at work
Provide task checklists, Kanban boards, or visual timelines to help employees with ADHD organise their work more effectively.
Offer Consistent and Constructive Feedback
Frequent feedback supports an ADHD employee underperforming by offering real-time course correction and reassurance. ADHD support at work should always include:
- Weekly 1:1 meetings to check in and realign goals
- Written notes after conversations to confirm expectations
- Celebrating progress to reinforce motivation
- Actionable suggestions over generalised criticism
Managing an employee with ADHD means reframing feedback as collaboration rather than correction.
Design ADHD-Friendly Work Environments
Small environmental changes can support an ADHD employee underperforming. Here are common workplace adjustments for ADHD:
- Noise-cancelling headphones or quiet zones for deep focus
- Clutter-free, distraction-limited desks
- Structured routines with digital calendars and alarms
- Flexible hours or remote work options where possible
Workplace adjustments for ADHD don’t require an overhaul—they’re often inexpensive changes that yield major benefits.
Help ADHD Employees Manage Time More Effectively
Time management is a frequent challenge. If you’re managing someone with ADHD who struggles to meet deadlines, try these approaches:
- Time Blocking: Reserve specific hours for tasks in calendars
- Pomodoro Technique: Focus for 25 minutes, then take 5-minute breaks
- Task Batching: Group similar tasks to reduce mental switching
- Use of Reminders: Alerts and alarms to help transition between tasks
Encourage employees to experiment with what works best for them and revisit time strategies during check-ins.
Encourage Open Communication and Trust
An ADHD employee underperforming may feel anxious about disclosing their struggles. Build psychological safety with:
- An open-door policy or scheduled informal chats
- Regular, supportive check-ins to discuss workload
- Confidential or anonymous feedback opportunities
- Training on managing people with ADHD and neurodivergent communication
If you’re a manager with ADHD yourself, share your tools and insights—your experience can build empathy and trust.
Support Development and Mentorship
Professional development is essential to re-engaging an ADHD employee underperforming. Consider these options:
- Offer training focused on productivity, planning, or focus
- Provide access to coaching or mental health services
- Set up peer mentorship for accountability and encouragement
- Use ADHD-friendly apps for planning and task tracking
Being proactive helps employees with ADHD build confidence and key workplace skills over time.
If your organisation is looking for tailored support, we offer ADHD Business Coaching designed to help ADHD professionals thrive at work. Our coaching programmes are ideal for individuals, managers, and HR teams who want to create sustainable systems for success.
Legal Considerations: Is ADHD a Protected Characteristic?
Yes—under the Equality Act 2010, ADHD may be considered a disability. Employers are required to make reasonable adjustments to avoid discrimination.
Firing an employee with ADHD without exploring adjustments may result in a legal breach. Always consult HR or legal advisors and consider involving occupational health ADHD assessments to help tailor support.
Common ADHD work adjustments include task structuring, flexible hours, workspace modifications, and extra preparation time before meetings.
Frequently Asked Questions
How can I support an ADHD employee underperforming?
Offer structure, time management tools, regular feedback, and workplace accommodations. Build trust and set realistic, visual goals.
What are reasonable adjustments for ADHD in the workplace?
Reasonable adjustments may include flexible working, noise-reduction tools, written instructions, coaching access, or workspace changes.
Can you be fired for having ADHD in the UK?
No. ADHD is a protected characteristic. Employers must provide support before considering disciplinary actions.
What if I’m a manager with ADHD?
Being a manager with ADHD brings unique strengths—and challenges. Use planning tools, delegate when needed, and prioritise clear systems to support your leadership and your team.
What role does occupational health play in ADHD support?
Occupational health ADHD assessments can help determine suitable adjustments and support plans, especially before implementing a performance improvement plan.
Conclusion
Supporting an ADHD employee underperforming isn’t about lowering standards—it’s about removing barriers. When employers commit to inclusive practices, they empower ADHD employees to succeed. Whether you’re managing someone with ADHD or looking for better ways to support employees with ADHD, these strategies foster a culture of respect, productivity, and belonging.
With the right adjustments, communication, and mentorship, ADHD employees can become your most valuable contributors—creative thinkers, agile problem-solvers, and committed team players.
