Recognizing Adult ADD in the Workplace

We have spent this week reviewing various aspects of the performance management process - everything from understanding your company’s culture, to setting expectations, delivering effective feedback, and writing and delivering a solid performance review.

Now that we know all of the phases and aspects of the performance management process, we need to review a common factor that affects the performance of millions of Americans in today’s workforce. Adults affected with Attention Deficit Disorder or Attention Deficit Hyperactivity Disorder often have varying degrees of difficulty functioning in their work environment.

In the early days of my management career, I was always stumped by how to deal with the employees that I perceived were ‘lazy’. These were the employees that were always up and out of their chairs, floating around talking to other employees. Many of them could not get a work assignment in on time to save their soul. Although most were very likeable individuals with high energy and great ideas, I could never count on them for much of anything.

Years later, with the onslaught of information and education regarding ADD and ADHD, I realized that those very employees that I wrote off years earlier as lazy, or the ‘performance problem children’, were most likely affected with this disorder. How sad that they have probably gone through the majority of their work lives being under-utilized and under-recognized due to this potential disability.

Leaders need to tune in to the behaviors of their employees. We need to work closely with each employee to create a unique work environment where every employee can flourish. Some employees may need more one-on-one time, while others are happy to work more independently and don’t want you hovering. Only you can forge a strong enough relationship with each employee that will help you understand what each team member needs.

SYMPTOMS OF ATTENTION DEFICIT DISORDER
Keep in mind that you are not a physician, psychologist, psychiatrist or social worker. Your role is NOT to diagnose an employee with ADD or ADHD. Your role is to focus objectively on each employee’s workplace performance and behavior. Through active dialogue with each employee regarding their performance and/or workplace behaviors, they may begin to share information with you. This can help you better manage each team member in the workplace.

Many employees affected with ADD or ADHD are well aware of their condition. If the employee is upfront about, it makes the dialogue much easier. For those who are not aware of their condition, focusing on deficient performance or concerning behaviors can be the catalyst for an employee to seek medical treatment.

Common Symptoms of ADD

• An internal sense of anxiety
• Avoids, dislikes or is reluctant to engage in work that requires sustained mental effort
• Blurts out answers before questions have been completed
• Chronically late or always in a hurry
• Distracts easily
• Doesn't follow through on instructions and fail to finish work
• Doesn't listen when spoken to directly
• Excessive talking
• Fails to give close attention to details; makes careless mistakes at work
• Feels restless, fidgety with hands or feet or squirm in seat
• Forgetful in daily duties
• Frequent mood swings
• Frequently misplaces items
• Frequently overwhelmed by tasks of daily living
• Has difficulty organizing tasks and activities
• Has difficulty sustaining attention in tasks or fun activities
• Has difficulty waiting turn (impatient)
• Makes impulsive job changes
• Inconsistent work performance
• Interrupts others
• Leaves seat in situations where sitting is expected
• Loses things necessary for tasks and activities
• Sense of underachievement
• Significant procrastination
• Spends excessive time at work due to inefficiencies
• Tendency to worry needlessly and endlessly
• Tendency toward being argumentative
• Tendency toward exaggerated outbursts
• Transposes numbers, letters, words
• Trouble following the proper channels or chain of commands
• Trouble maintaining an organized work environment

HOW TO MANAGE AN EMPLOYEE WITH ATTENTION DEFICIT DISORDER

Although our role is not to diagnose anything related to our employees, reading the list should help you clearly see if you have employees who possess many of these characteristics. If this is the case, there are several simple things that you can do to help the employee with their performance:

• Discuss your observations- It is NEVER acceptable to come right out and ask an employee if they have any type of medical or mental health issue. What you should talk about are the behaviors the employee is exhibiting that are concerning to you. Clearly explain what you are seeing and how it is affecting the work environment. For example: “I have noticed that you seem to be jumping between projects and failed to meet the deadline for your last two assignments. Talk to me about what might be contributing to this and how I can help you”.
• Assign tasks in segments- If possible, try to break tasks or assignments down into more manageable pieces. That can help the employee not get so overwhelmed. 
• Set deadlines- Setting deadlines is important to keep all of your employees on the right performance track. It is absolutely critical for employees with Attention Deficit Disorder. Setting a clear deadline helps the employee stay focused on a specific goal.
• Frequent status updates- Although you should be getting in the habit of checking in with each of your employees on a daily basis anyway, it is especially important when managing an employee with ADD. Getting into a routine, where you stop by and check in at a certain point each day, gives the employee something to work towards. They may be able to stay more focused knowing they will need to update you on their progress. Just make sure the interaction is upbeat and social. This makes your impending daily visit not a daunting one for the employee.
• Weekly meetings- Employees with Attention Deficit Disorder need to have a significant amount of structure in their work environment. Scheduling a weekly meeting to discuss the priorities for the week, can be very helpful to the employee.

DEALING WITH ATTENTION DEFICIT DISORDER IN THE WORKPLACE

Dealing with an employee who struggles with ADD can be difficult for any leader. The ‘boss’ in you has a need to get the work done and expects all employees to perform their duties in a timely and accurate manner. The human side of you recognizes that this is a neurobehavioral developmental disorder that the employee has limited control over. Nonetheless, as a leader, you have a responsibility to hold all of your employees to a defined standard of performance. If an employee’s condition is manifesting itself in a way that is causing significant performance issues, you need to address it. Here are some tips for handling the situation:

• Continue to hold the employee accountable for their performance- As a leader, you have a responsibility to maintain a consistent performance expectation for your entire team. Cutting the employee some slack, and allowing them to perform at a substandard level, in essence creates an accommodation that front line supervisors/managers are not typically authorized to make. Although it may sound unkind or uncaring to expect you to hold the employee to the same standard as other employees, by doing so, you may also be able to get the employee the help they need to better live and work with this disorder. Address any performance issues that may occur, and throughout the process, continue asking the employee how you can help them. That level of empathy and support helps the employee, while meeting your responsibilities as a leader.
• Stay in-tune with any requests for an accommodation- In some cases, ADD or ADHD could qualify for a formal workplace accommodation. If the employee makes any special requests for a change in seating, specific work hours, special work assignments, etc., you will need to immediately partner with a senior manager and HR representative.
• Referral to the Employee Assistance Program- If the disorder becomes so disruptive that it is putting the employee at risk for losing their job, or the employee expresses concerns about how the condition is negatively affecting their life in general, it is wise to refer them to your company’s employee assistance program. If you do not have an EAP program, strongly urge the employee to seek assistance from their medical provider.

SUMMARY
Every employee has unique characteristics to their personalities, work styles and behaviors. Your job as their supervisor is to learn what it takes to influence each employee and tap into their unique skills and talents. Although this is not always the easiest of tasks, it is the foundation for building a strong work team and helping each of your employees flourish in the workplace.

That’s all for this week. If you find these blog postings interesting or helpful, please consider becoming an official “follower”. You can click on ‘Follower’ on the right hand side of the page and sign up for daily updates. Thanks for reading!!

Have a fabulous weekend everyone!!

Toodle from Twaddle.