How to Get the Best Out of an ADHD Employee (Just LIFT!)

Whether you are managing your own ADHD brain or leading someone else's, unlocking their full potential comes down to understanding how they think and providing the right support. By utilizing the simple "LIFT" framework—Learn, Identify, Find, and Try—workplaces can easily overcome invisible obstacles, minimize impairments, and celebrate unique strengths. Ultimately, providing low-cost, effective accommodations benefits everyone, transforming frustration into high productivity and loyalty.

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1. The Power and Challenge of the ADHD Brain in the Workplace

Neurodivergent brains can be extremely valuable in the workplace, but to truly let them shine, we must address the challenges they face. Interestingly, workplace accommodations for ADHD are typically cheap, easy to provide, and can make a huge difference in productivity.

So why aren't companies using them more often? The main hurdle is disclosure. Even when they are struggling, many people with ADHD avoid sharing their diagnosis out of fear of discrimination or judgment. Others feel they shouldn't need help and never ask for a single accommodation, leaving massive potential on the table. Whether you manage your own brain or someone else's, the goal is always the same:

"Whether you're managing your own ADHD brain or someone else's, the goal is the same: to get the best out of that brain."

To achieve this, we need a simple strategy. Enter the LIFT framework—an easy way to remember how to support an ADHD employee or yourself.

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2. L - Learn About ADHD

The first step is to learn about ADHD. Often, managers don't understand how ADHD brains work, or they don't realize their employee has ADHD in the first place. This leads to wasted time, energy, and money on tactics that simply don't work.

"When you're using the wrong user's manual, it's a lot harder to get the results you want."

To fix this, it helps to understand what ADHD actually is. For instance, the name Attention Deficit Hyperactivity Disorder is misleading. We don't have a deficit of attention; we have trouble regulating our attention. Not everyone with ADHD is hyperactive, and while it's considered a disorder, it also comes with incredible strengths like being innovative, entertaining, and great in a crisis.

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3. I - Identify the Specific Challenges

ADHD is on a spectrum, meaning symptoms and severity vary widely from person to person—and even from task to task. Because of this, you need to identify the challenges specific to the ADHD brain you are working with and the situations where they pop up.

If you notice difficulty with:

• Prioritizing tasks
• Time management
• Transitioning between tasks

Then ADHD-friendly strategies can help. If you have ADHD yourself, consider talking to Human Resources about your specific challenges and options. You can even ask HR to keep it confidential while you figure out whether you want to disclose your diagnosis to your team.

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4. F - Find Accommodations That Help

Accommodations have to be reasonable, and they don't excuse an ADHDer from doing their job.

"They're just tools and strategies meant to keep us from tripping over the invisible obstacles our ADHD brains like to throw at us, so we can be our awesome shiny talented selves—in other words, realize our actual potential."

The best source for accommodation ideas is usually the ADHD employee themselves, as they know their challenges best. Websites like AskJAN.org are also amazing resources for practical tools.

Small changes can create massive shifts in morale and productivity. For example, Jessica shares a story from a past job:

• The Struggle: At the end of a long day when medication wore off, she struggled to organize paperwork. Her manager thought she was just being lazy and would rush her, causing her to lose track and start over.
• The Simple Accommodation: Having a stapler at every workstation.
• The Result: Being able to organize paperwork throughout her shift meant the difference between leaving work happy or frustrated, and avoiding unnecessary overtime.

"A couple extra staplers for me were the difference between leaving work happy or frustrated, and whether or not I went into overtime."

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5. T - Try Them Out

Once you decide on accommodations, it is time to test them. Some solutions work instantly, while others require training or adjustments.

Crucially, when reviewing results, you are testing the accommodation, not the person. Sometimes an accommodation works great, but other factors get in the way; other times, an accommodation might flop, but the ADHD brain still delivers an amazing result through a last-minute flash of brilliance.

Beyond tools like sticky notes and staplers, one of the most powerful things a manager can do is focus on strengths. When managers shift their focus away from minor slip-ups and toward integrity, hard work, and performance under pressure, it transforms the entire work experience.

"This isn't really about sticky notes here; it's about the fundamental difference between feeling like you're good at your job and feeling like you just can't get it right."

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Conclusion

Getting the best out of an ADHD employee isn't about imposing rigid rules or expecting neurotypical patterns. By following the LIFT model—Learning about the condition, Identifying specific challenges, Finding practical accommodations, and Trying them with an open mind—we can minimize impairments and celebrate unique talents. When we accommodate the struggles and champion the strengths, we unlock true potential and make every workplace vastly better for everyone.