by Michelle Tuesday

Created on: February 23, 2009

According to WebMD, as many as 4% of the US adult population may suffer from Attention Deficit Hyperactivity Disorder (ADHD). Because the condition is characterized by lack of concentration and organization skills, anger management problems, low self-esteem, and depression, managing employees with ADHD can provide some unique challenges. You may observe performance issues including attendance violations, failure to meet deadlines, and poor teamwork skills.

As with any performance issue, you should first set an expectation for the employee. Unless it was already spelled out in a job expectations document or employee meeting, assume that the expectation was not clear. Schedule a discussion with the employee to discuss his or her performance. Try to include positive performance feedback in the discussion, but do not skirt the issue. Tell the employee what the expectation is, how he or she did failed to meet it, and what he or she must do going forward to meet expectations. Ask the employee what he or she plans to do to meet the expectation, so you can be sure your feedback was clear and understood. Document the conversation so you can address the behavior with further corrective counseling, should the performance issue continue.

Use caution when administering corrective counseling if the employee has reported a diagnosis of ADHD and requested an accommodation. As an employer in the United States, you may be required to provide reasonable accommodation under the ADA (Americans with Disabilities Act) upon request. So long as the employee can meet the basic requirements of the job, you may be able to assist the employee with meeting performance expectations. Some examples of accommodations might include, but are not limited to: flexible scheduling of work hours, intermediate project or task deadlines with regular follow-up, or a workload that allows isolated work or limited customer interactions. Allow the employee to suggest an appropriate accommodation and decide if it meets the business need. Obviously, a cashier at a grocery store cannot be granted isolation from customer interaction, because customer service is specified in the employee's job description. However, even obvious decisions related to the ADA should be well-documented and, if possible, coordinated through a human resources professional, due to legal implications.

Diversity in your workforce is good for your business for many reasons, but it can also make managing your staff quite the challenge. Managing employees with ADHD presents its own portfolio of difficulties. However, armed with knowledge of the Americans with Disabilities Act, and with how adult ADHD can affect employee performance, you will be well on your way to managing your team into the best it can be.

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