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At Adjust, we have seen more managers wanting to increase awareness of ADHD at work and take a strengths based approach to to bring out the best in their teams. Recent CIPD research shows that only 46 per cent of managers feel confident supporting neurodivergent employees. In this blog, Lucy McKillop, Global Brand Director at Dentsu International, shares her personal experience and the things she wishes every manager knew about ADHD.

ADHD is not chaos, it is a different operating system. The right environment unlocks brilliance. The wrong one fries our circuits.

For most of my working life, I assumed I was the problem. Too much energy, too many ideas, too many unanswered emails and half-drafted Google Docs. Then in 2021, a formal ADHD diagnosis – made everything click into place.  

That sinking feeling when someone says “quick form to fill in.” The frustration of finishing something brilliant at 2am – making the deadline by the skin of my teeth – because that’s when my brain finally agreed to focus. I can present to 300 people by channelling my adrenaline and nervous energy into focus – with very little issue, yet somehow I forget to submit my timesheet, holiday request, expenses and so on and so on… again and again. 

Side bar – Traditionally ADHD is described by the medical profession in 3 ways. Hyperactive, Inattentive and Combined. And to be incredibly reductive in the definitions of them – forgive me i really am not a doctor; Hyperactive type is just that – the traditional view of people with ADHD – fidgety, loud interrupting, impulsive and “naughty”. Inattentive is the “dreamy” or “lacking focus” or “focusing too much on the wrong thing” variety. Then there’s the Combined type. Which essentially means you get a bit or a lot of both. I am diagnosed with Combined variety – so both dreamy and lacking in focus, while also pinging off the walls and being very loud – fun for everyone and a real roulette in terms of what version of me you will get, day-to-day. This is why ADHD at work is not one single experience. 

I don’t share this for sympathy. I share it because ADHD at work is often misunderstood.  I really believe managers could unlock an extraordinary amount of creativity, loyalty, brilliance and output from ADHD employees if they understood a few key things. 

Here are the big ones I wish my managers had known all along: 

1. We’re not being flaky, our brains are juggling fireworks. 

I promise I’m not trying to ignore your Slack or lose track of the file you sent five days ago. ADHD is executive function spaghetti. Sometimes the simplest-sounding tasks feel like trying to push a balloon underwater. But give us clarity, deadlines, and a bit of structure support? We’re unstoppable. 

2. We thrive with momentum, not micromanagement

Check-ins = good. Hovering = kryptonite. The fastest way to make me freeze is to stand over me waiting for an update. Trust me, give me space, and ask “How can I help you get moving?” You’ll get better results than any “just crack on” or passive aggressive “where is the thing you said you’d do” emails or “pep talks”. And don’t get me started on the fear when receiving “per my last email”. I’m sure you did send it to me last week Angela, but unfortunately the search function on microsoft doesn’t work, and i forgot to action what you needed, because I don’t have a working memory or executive function. SOZ BABES.  

3. “Quick admin tasks” are rarely quick for people with ADHD.  

Expenses. Timesheets. New platform log-ins. My personal Mount Everest. Not because I don’t care — but because those steps stack in my head like a 97-piece flat-pack wardrobe. Offer a short buddy session or walk-through, and suddenly it becomes doable. 

4. Our ability to hyper-focus is an amazing thing to behold. We just need the right environment to unlock it.  

Give me noise-cancelling headphones, a quiet corner, and a big problem to sink my teeth into? Bliss. You’ll get output in hours that others need days for. Give me an open-plan office, intermittent pings, and small scattered tasks? I’ll be pacing and spiralling before lunch. 

5. Yes, we feel things intensely but it’s not drama, it’s our wiring 

If I cry in feedback, I’m not collapsing. I’m processing. If I’m wildly enthusiastic, it’s genuine. Emotional intensity isn’t instability — it’s passion with a thin filter. Approach with kindness, and you’ll get loyalty and honesty in return. 

6. We’re not lazy. Inconsistency ≠ lack of effort 

Some days we’re brilliant. Some days the dial doesn’t turn. On the slow days, patience beats pressure. A short walk, a clearer brief, someone to sit with while we tackle the task that needs executive function, or a reset can revive performance faster than judgement ever will. 

To every manager reading:

ADHD at work isn’t a flaw or negative thing to manage — it’s potential to channel. Give us support, flexibility, autonomy and empathy, and we will produce ideas, energy, and excellence you didn’t even know you needed. 

Promise.  

By Lucy McKillop

For managers who want to build confidence and awareness, Adjust offers Neurodiversity Understood training for managers and 1:1 manager clinics. Get in touch to find out more.