Research conducted by JPMorgan Chase demonstrated hires from a neurodiverse talent program were up to 140% more productive than neurotypical employees. The unique brain chemistry of people with ADHD can actually assist them in many ways. For instance, the brainwaves of people with ADHD tend to help keep them calmer in periods of high stress, making them ideal in crisis situations. 

Another way the brains of people with ADHD function differently is in how they process sensory information like sounds, sights, and even taste and smell. A neurodivergent person ends up experiencing a lot more input from the world around them than neurotypical people – and this can help them with creativity, pattern recognition, and problem-solving. But the way they process information also has a cost – it often impacts their ability to perform basic executive functions. 

What is executive function?

Executive function skills include the basic ways people can plan, organize, and accomplish tasks. These are learned skills, and that's why children often struggle with understanding long-term planning. Neurotypical people usually develop these skills over time, but  neurodivergent people struggle precisely because they have high levels of sensory input overloading their brains. That information impairs things like time management.  

But since executive functions are behaviors that can be learned, even people with ADHD can be taught techniques to tackle the issue, and simple accommodations can help keep them on track. For instance, someone who is easily distracted might find a workplace with more privacy or further from common spaces like water coolers who have an easier time concentrating. 

Executive Function in the Workplace

Employees who struggle with executive function skills may have a hard time paying attention in meetings, especially in larger settings with many different people. They might even seem like they are distracted by doodling or fidgeting rather than giving their full attention to the conversation. The problem is they are being overstimulated. Their brains are working overtime to filter information. 

Time management and setting deadlines can be another challenge. An employee who is often late or who ends up completing work at the last minute might simply be someone with neurodiverse brain chemistry. Keeping them on track might require a different management style, but with the right guidance, their work output can be of a high quality. 

Consider Alex, a 40-year-old attorney. He works at a large corporate law firm. His success at the firm is quantified by measuring his billing hours, and although he's so far managed to deliver for his clients and maintain the necessary workload, he's often at the office later than his colleagues, and he's starting to feel overwhelmed. He starts each week anxious about upcoming deadlines, although he often doesn't think about those dates until the day before. His poor time management has led to more late nights in the office finishing briefs and preparing documents. 

His colleagues have noticed how he seems to struggle to stay organized. His desk is cluttered with stacks of papers and sticky notes cover everything. But he's also brilliant when it comes to legal strategy. Despite the disorganization and last-minute work, he finds creative new ways of defending the firm's positions in court. He can also make connections between legal cases overlooked by more experienced senior partners. 

How can the workplace support Alex? He might benefit from some task management systems, whether this includes digital tools that help him track his work electronically or visual aids like color-coded charts, calendars, and task lists. Having daily check-ins with Alex can also help create accountability, support his needs, and keep him on track. 

How to Manage ADHD Employees

Employees with ADHD are at a high risk of burning out, can feel less fulfilled in the workplace, and without proper management, will underperform. But with the right management techniques, they can also outperform their coworkers. So what can managers do to ensure they are supporting neurodivergent workers? There's no magic solution, but there are a variety of techniques that can improve outcomes. 

The first step is training staff, both in identifying workers with unique needs, and then developing a custom plan of support. Symptoms vary, and the needs of individuals vary – so there are many different ways of supporting people. 

Often there are some simple solutions that involve very little modification like changing where an employee sits. Other techniques can involve scheduling additional check-ins, or providing tools to help keep them organized. 

Supervising neurodivergent employees is not something taught in business school. Most managers and executives will have little experience in overseeing an employee with ADHD, which is why providing training to people in leadership positions is so critical. With the correct training, managers can increase successes, output, and workplace satisfaction for their team members with neurodivergent conditions. In the end, the investment up front in a little bit of education will go a long way in helping workplace productivity and creating a more inclusive work environment for all.

Find out how Abramo Advising can help or learn about our training sessions.