Signs an Employee May Have ADHD at Work: What to look for

Managers are rarely in a position to identify or diagnose ADHD – and that isn’t their role.

However, many managers begin researching signs that an employee may have ADHD after noticing patterns in workplace performance that are difficult to explain through skills or motivation alone.

Employees with ADHD often demonstrate a “spiky” performance profile: exceptional strengths in some areas alongside persistent difficulty with others – often areas that seem “easy” by comparison. This inconsistency can be confusing, especially when the employee is clearly capable of high-quality work.

While every individual is different, there are several common signs managers might notice when ADHD is affecting workplace performance.

Strong ideas but difficulty with follow-through

Some employees excel at generating ideas, solving complex problems, or contributing valuable insights in discussions. However, they may struggle to complete administrative tasks or follow through on routine processes.

For example, an employee might deliver excellent strategic input during meetings but consistently find it difficult to complete documentation, submit reports, or update project systems.

This pattern often reflects executive function challenges around task initiation and organisation rather than a lack of capability.

Difficulty starting large or ambiguous tasks

Employees with ADHD may find it especially difficult to begin work when the task feels unclear, complex, or overwhelming. A project that seems straightforward to others may feel mentally “stuck” until it is broken down into smaller steps or clearer starting points.

As a manager it’s important not to automatically interpret this as procrastination or a motivation issue, when in reality it is more likely to be a task initiation barrier caused by a lack of clarity.

Missing small deadlines but excelling under pressure

Another common pattern is inconsistent time management and organisation. A team member may miss smaller administrative deadlines – like getting a monthly report filed on time – but perform exceptionally well when urgency is high – for example, during tight turnaround projects or crisis situations.

It’s not uncommon for ADHD professionals to experience increased focus and a surge of almost superhuman capacity when a task becomes urgent or highly stimulating. Frequently an episode like this is followed by a period of intense exhaustion which can seem perplexing to the outside observer.   

Administrative tasks becoming bottlenecks

Routine work such as updating systems, completing forms, managing email, or tracking progress can become ongoing friction points. These tasks often require sustained attention and organisation, which can be particularly demanding for employees with ADHD. As a result, small administrative tasks may accumulate even while larger, more interesting work progresses well.

When a manager or supervisor with ADHD is responsible for direct reports who rely on approvals being signed off, or documents being checked before they go out to clients, these chokepoints can have a flow on effect, impacting the productivity of the whole work unit.

Communication patterns that seem inconsistent

Some managers also notice differences in communication patterns. For example, an employee may be highly engaged in conversations and meetings but inattentive or slow to respond to emails or written requests. Others may provide extremely detailed explanations or jump quickly between ideas when discussing projects.

These patterns can reflect differences in how information is processed and organised and are often directly affected by outside factors such as sleep deprivation, stress and adrenal burnout.

Some sneakier signs

 The behaviours and challenges outlined above are some of the most conspicuous indicators of ADHD-related difficulties at work, but here are a few less obvious ways it can show up:

• Emotional outbursts that are completely out of character
• Struggling to progress further on a task or project after receiving critical feedback
• Job hopping that isn’t the result of poor performance or ladder climbing 
• Getting something 95% done but resisting finishing, usually due to underlying perfectionism
• Being unsettled & derailed by seemingly trivial things
• Resistance to using existing processes or systems after identifying improvements or more efficient ways to do things

Why recognising these patterns matters

It’s important to emphasise that none of these behaviours automatically means an employee has ADHD. Many factors can affect workplace performance, including workload, stress, unclear expectations, or organisational culture.

However, when these patterns appear consistently, they may signal friction between the employee’s working style and the structure of the work itself. Understanding this possibility allows managers to move beyond assumptions about motivation and instead focus on improving the systems that support performance.

In many cases, small adjustments to structure, support, and skill development can significantly improve consistency and confidence for employees with ADHD.

What to do next

How you approach things if you’ve got an inkling that ADHD could be a factor in an employee’s performance will depend on the unique complexities of your situation. Some important considerations are:

– the level of negative impact resulting from the behaviour patterns

– your existing relationship and level of rapport with the team member

– the organisational culture

– your confidence in opening up the conversation

– the desired outcome from any discussion

– your beliefs about the employee, their intentions and their ability to grow their capability.

A great place to start is our article on How to Support an Employee with ADHD. Or if you’d prefer something more comprehensive, download our free Manager’s ADHD Support Guide below or book a call & we can workshop it together.