5 Workplace adjustments for ADHD (that actually work!)

As a facilitator of ADHD training and workshops, for all sizes of company, the topic of workplace adjustments is something that comes up a lot. 

Because for management teams who want to commit to inclusivity, offering flexibility and well-considered ‘tweaks’ to the norm are key for encouraging ADHD employees to show up as their full selves!

Adjustments aren’t simply about allowing extra breaks or the odd day working from home (though these may be helpful). 

Instead, they should be implemented with care and discussed with each employee separately; acknowledging that everyone is going to experience their ADHD differently and require unique support. 

So how can you get started with workplace adjustments that aren’t just for show?

Here are five areas to discuss with your team…

(Quick note: whilst these adjustments and accommodations are especially useful for neurodiversity, many of them benefit the whole team, not simply your staff with ADHD!)

1. Clear communication 

This means describing tasks exactly as they need to be done, setting specific dates and times for deadlines, and being highly specific with feedback and requests.

When someone has ADHD they may have a tendency to:

• Take the words of an email or verbal instruction very literally

• Not understand the urgency of a request when the urgency has been implied but never actually stated

• Become very worried if they are invited to a ‘mystery meeting’ where the intention of the meeting (good or bad) has not been openly conveyed

Letting people ‘read between the lines’ is a fast track to anxiety, stress, and disappointment. 

So be as clear as possible on deliverables, timeframes and anything else that’s vital to getting the result you want!

1. Creating the optimal office environment

You don’t have to re-work your whole office plan! But there are some very effective adjustments that I’ve seen work in my clients’ businesses: 

Desk traffic: Some ADHDers will thrive at a desk where people are constantly buzzing around them, whilst others will find this very overstimulating and a complete distraction. Consider moving employees to a quieter/busier part of the office, to suit their style.

Audio-focussing tools: Allowing noise-cancelling headphones or binaural beats helps limit distractions and heighten focus.

Decompression spaces: Consider having a quiet area that encourages staff to switch off and reflect - this might even be a multi-functional space, such as a prayer room.

Normalising fidget tools: Encouraging the use of fidget tools (spinners, balls, squishy toys, cubes etc) and shutting down any disrespectful comments or people ‘making fun’, so ADHDers feel comfortable using them.

Gym balls: Sometimes even switching-up what staff can sit on at their desk - a bouncy gym ball rather than a desk chair - can make a difference to productivity.

1. Running an ADHD friendly meeting

One of the adjustments that surprises management teams is the idea that meetings themselves can be made more ADHD friendly. 

But when you think about it… A meeting where someone has to sit still, be quiet, focus on a single discussion, and is often expected to decipher vague actionables - it’s the perfect storm!

Here are some practical tips for meetings if you want ADHD employees to be able to focus and take on board key information:

• Being allowed to stand up or move around a room i.e. not being glued to their chair.

• Allowing fidget tools within a meeting, without prejudice

• Using recording/transcription technology so key discussions can be watched/read back for clarity

• Emailing clear and precise actionables that resulted from the meeting, to avoid missed tasks or miscommunication of deliverables and deadlines

1. Offering hybrid working

I often find that hybrid working is a happy medium for accommodating ADHD because there are pros and cons to both the office and working from home.

In-office considerations for ADHD

• Pros: the office provides structure, visual cues for breaks/finishing for the day, and social interactions

• Cons: commuting can cause stress that impacts the rest of the day, potentially high-distraction or overstimulating environment 

Working from home considerations for ADHD

• Pros: less overwhelm from commuting and interacting socially, high productivity from lack of office distractions, more flexible start and finish times to suit energy levels

• Cons: overworking from lack of visual cues to break/finish, low motivation from not being surrounded by colleagues, at-home distractions such as pets or parcel deliveries

The important thing here is to offer flexibility based on individual support needs. 

Whilst a hybrid approach may work well, some ADHDers may want to be in the office all of the time due to their own working habits and preferences, so forcing a 50/50 split wouldn’t be beneficial!

Also bear in mind that ADHD medication may make a person highly productive e.g. in the morning, regardless of where they’re working. So offering the ability to shift hours (e.g. from 9:00-17:00 to 8:00-16:00) can also be really helpful. 

1. Training managers for ADHD leadership

Whilst it’s a bigger adjustment than moving someone’s desk position, or handing out clear meeting actionables…

Properly training managers can really boost productivity and reduce conflict around issues that stem from a lack of awareness around ADHD.

Creating psychological safety at work is always a priority for businesses who truly want an inclusive workplace.

 And this is all reflected in the ways in which managers:

• communicate with ADHDers (conscious of potential time-blindness and need for clarity) 

• support them through stress and overwhelm (considering the impact of stress on executive function)

• effectively manage workloads and prevent overworking

• make all the above adjustments available and stigma-free

• prevent unnecessary conflicts that centre around inherent ADHD traits

All of this can be achieved with ADHD leadership training. 

Book an ADHD workshop for your business

Ultimately, if somebody feels psychologically safe enough to disclose their neurodivergence to a manager, that manager then does have a responsibility to deal with the disclosure in an educated, informed, and understanding way.

This is exactly what we cover in our company training and workshop sessions, designed around your unique company and team. 

Ready to make your workplace incredible, for everyone? 

Book a connection call for tailored ADHD awareness and leadership training! > 

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Title: 5 Workplace adjustments for ADHD (that actually work!)

Description: The top workplace adjustments for ADHD. Improve focus and productivity whilst minimising stress and conflict in a neurodivergent team. 6-min read.

Keywords: ADHD adjustments, workplace adjustments for ADHD