Managers often have employees who are a challenge to motivate.

Consider a scenario where you tell an employee that his or her performance is not up to standard. You take the time to meet with the employee to discuss actions to improve his or her performance, but no matter what you do, the employee continues to make the same mistakes. You may form the opinion that the employee is careless, lazy, or nonmotivated.

However, this assumption may be incorrect—your employee could simply have a brain dysfunction, such as Attention Deficit Hyperactivity Disorder (ADHD).

This article explores elements of ADHD in order to help managers optimize the performance of these workers.

Very often, when there are attempts to accommodate a specific group of people within an organization, the results have a positive impact on the entire workforce. While adopting these tools will benefit the ADHD employee, the managerial practices required to implement these tools should have a positive effect on all of the organization's employees. Although this article focuses on the difficulties ADHD adults encounter in the workplace, it would be a disservice to ADHD adults to present this information solely in a negative light. ADHD adults bring many positive attributes to the workplace; they can be highly intelligent, creative, and outside-the-box thinkers. They may also have high energy levels, be very persistent, and take risks.

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