- Article
Top tips for helping employees manage ADHD at work
People with ADHD will, more often than not, have challenges in the workplace, which may lead to them leaving a job. However, with tailored support and understanding around their strengths and talents, they are likely to flourish and become a great asset to your organisation.It’s important to remember that everyone with ADHD is different, and the condition affects people in different ways, but they have the same broad range of skills, interests and intelligence as the rest of society. Open communication with your employees is key so that you can find out what support would help them most.What is ADHD?ADHD is a neurodevelopmental condition which affects brain structure and neurotransmission, which is the way in which messages are communicated around the brain and how different areas of the brain are activated.It has three core traits which affects people with differing degrees:InattentionImpulsivenessHyperactivityTraits of ADHD are present from childhood, but recently, an increasing number of adults are being diagnosed with ADHD for the first time, as the condition becomes more widely understood. Even without an official diagnosis, which can take years to obtain, employers have a duty of care to their employees and must offer reasonable adjustments.A review by the Attention Deficit Disorder Association found that adults with ADHD are nearly 60% more likely to be let go from a job role, 30% more likely to have chronic or ongoing employment challenges, and three times more likely to quit a job.So how can you support your employees with ADHD?Promote awareness and understandingEducating the wider workforce about ADHD can help create an inclusive environment which better understands the needs of neurodivergent employees. For your senior leadership team and managers, consider hosting training sessions or workshops to help you and your workforce understand ADHD and how neurodivergent traits impact people in the workplace.This awareness can reduce stigma and encourage open conversations that can lead to increased empathy, support and cohesion at work. This way, your employees with ADHD can adopt strategies that work for their neurotype.Encourage regular check-insEncourage regular check-ins where employees can express any challenges relating to their ADHD. When a colleague has ADHD, it’s important to understand that they intend to get tasks done in a timely manner, however, there are obstacles that might be getting in their way.Time can be a challenge for someone with ADHD, which affects their perception of how long something will take them, and also can cause them to overestimate the length of time until a deadline. Those employees with ADHD may benefit from the routine of regularly check-ins to help keep them on track and accountable. Without these interactions with their managers or team leaders, they may unintentionally lose their way on certain tasks. This is especially true for tasks that offer no reward, novelty or interest, or have many steps to them.Implement flexibilityFlexibility can be crucial for employees with ADHD. It takes time and patience to understand their needs and you have to get to know them as people to figure out what strategies truly work for them to help them thrive in their job role.Consider options such as remote work, flexible hours and locations, and if possible, adjustable deadlines. These arrangements allow employees to work when they feel most productive and help to minimise distractions.People with ADHD can meet workplace demands in an environment that helps them focus, stay on task, and be productive.Create a structured environmentA structured work environment can greatly benefit employees with ADHD. This type of environment will help them establish routines and set clear expectations of what is expected of them.Use project management and technology tools to help them break tasks into manageable steps and encourage the use of calendars and reminders to stay organised.There are a number of apps which can assist people with ADHD and other neurodivergent conditions that impact executive function: i.e. working memory, attention, time management, organisation, planning and prioritisation, self-regulation, task initiation and completion, and self-monitoring.However, not every app works for everyone, so be open to trying multiple options. Some potentially helpful apps include:To do list reminders / scheduling apps (e.g. Todoist, Wunderlist, Trello)Aids if reading and writing are a problem (e.g. Captivoice.com, Google Docs Voice Typing, Apple Dictation)Blockers to eliminate distractions from social media / smart phones during tasks (e.g. Cold Turkey)White noise / ambient noise apps (e.g. Coffivity, Focusatwill)Note taking apps (e.g. To Do, Microsoft OneNote)Provide clear instructions and feedbackClear, concise instructions can help reduce overwhelm in employees with ADHD, allowing them to better focus on their tasks. The use of bullet points, visuals, or checklists to communicate expectations can be highly effective.Helping your employees with ADHD succeed doesn’t stop once changes in the workplace have been made to meet their needs. You may need to consider providing and receiving feedback so both parties know how the changes are working.As an employer, you can also tell them about their progress at work and the areas they might need to work on. Regular feedback helps them stay on track and make the necessary adjustments. Positive reinforcement can also increase motivation due to the brain’s response to reward, creating dopamine, which is a neurotransmitter that is unstable in people with ADHD.Encourage breaks and physical activityRegular breaks and physical activity can enhance focus and productivity, potentially reducing overwhelm or stress from their workload.Encourage employees to take short breaks to recharge, and consider implementing wellness programmes that promote physical activity, mindfulness, or relaxation techniques.Standing desks can benefit people with ADHD by allowing them to get up when they are feeling hyperactive and need to move. Fidget toys and footrests can also help them keep moving and the repetitive movements can help them stay regulated and focused. Walking meetings are also helpful for people with the hyperactive type of ADHD.By implementing active initiatives, businesses can create an environment that encourages and supports physical activity and regular movement, including fidgeting or ‘stimming’, ultimately improving employee satisfaction and leading to better retention rates.Set realistic goals and help them conquer tasksHelp employees set achievable goals that align with their strengths and capabilities. If you request something from an employee with ADHD, it can be helpful to ask them what timeframe makes sense for them to provide you with what you need.Once this is agreed, it may be helpful to ask for regular updates before the work is due just to make sure it remains at the top of their to-do list. Be constructive with any conversations around goals and don’t be afraid to discuss with them what will help them get work done in a timely fashion. Often, switching strategies helps keep professionals with ADHD engaged, through renewed novelty.If you notice mistakes are being made regularly, it could be that they haven’t processed the instructions properly. You can assist by asking what their preferred communication type is. People with ADHD often benefit from multiple forms, such as an email with action points following a phone call, or live captions.As with any employee, but especially those who thrive on reward, be sure to celebrate their accomplishments to help boost motivation and confidence.Useful resourcesADHD Works https://www.adhdworks.info/ADDitude magazine https://www.additudemag.com/Access to work ADHD https://www.adhd-360.com/access-to-work-adhd/Watch our webinar 'Empowering workplaces: navigating ADHD'.
- Article
The importance of ADHD understanding in education
Attention Deficit Hyperactivity Disorder (ADHD) is a neurodevelopmental condition that affects both children and adults. It is characterised by symptoms of inattention, hyperactivity, and impulsivity, which can significantly impact daily life and functioning.As a well-recognised condition, October is the month focused on increasing awareness and support available for those affected. The exact cause of ADHD is not fully understood, but it is believed to be a combination of genetic and environmental factors.It is a lifelong condition that you are born with, and is often diagnosed in childhood, however, as awareness increases, many adults now find themselves seeking diagnosis.ADHD classificationsThere are three clinically recognised types of ADHD, these are:Inattentive type (ADHD-I)Symptoms: Difficulty sustaining attention, easily distracted, forgetfulness, and trouble organising tasks. Individuals may appear daydreamy and slow to process information.Common in: More frequently diagnosed in girls, who may not exhibit hyperactive behaviours.Hyperactive-impulsive type (ADHD-HI)Symptoms: Excessive fidgeting, difficulty staying seated, talking excessively, and acting without thinking. These individuals are often described as being “on the go” and may struggle with waiting their turn.Common in: More commonly diagnosed in boys, who may display more hyperactive behaviours.Combine type (ADHD-C)Symptoms: A combination of inattentive and hyperactive-impulsive symptoms. This is the most common type of ADHD, where individuals exhibit a mix of both sets of symptoms.Common in: Both boys and girls, as it encompasses a broader range of behaviours.However, what you must remember is that though these are ‘typical’ definitions, each type presents differently in individuals. For example, a student might frequently lose their homework, forget to bring the necessary materials to class, and have difficulty following through on instructions. Or one of your teaching colleagues could find it challenging to manage their time effectively and miss important deadlines or forget they have meetings.Whatever the symptoms, in my experience, if supported with the right understanding, tools and resources, those with ADHD can thrive, just as well, if not more, than those that don’t have it.Why is raising awareness so important in education?Raising awareness of ADHD in schools is crucial for fostering an environment where both staff and students can thrive. When educators have a deeper understanding of ADHD, they are better equipped to provide the necessary support for students who live with the condition. Too often, these students face challenges that, without proper awareness, go unrecognised or misunderstood.Educators who are informed about ADHD can tailor their approach, offering strategies such as breaking down instructions, simplifying tasks, and providing more consistent feedback. These small yet impactful adjustments can make a significant difference in a student’s academic experience, ensuring they have the same opportunities for success as their peers.Another benefit of increased awareness is the potential for early identification of ADHD. Many students go through their school years undiagnosed, struggling with focus, organisation, or impulsive behaviours that are misinterpreted as behavioural issues. When ADHD is identified early, schools can work in partnership with parents and specialists to intervene before these struggles manifest into more significant academic or social difficulties. Early intervention gives students the tools they need to manage their symptoms effectively, which can positively impact their long-term success and mental well-being.Equally important is addressing the stigma that still surrounds ADHD - it’s getting better, but we are a long way off yet. Far too often, students with ADHD are labelled as ‘lazy’, ‘disruptive’ or ‘difficult’, when they’re grappling with neurological differences that affect their ability to concentrate and regulate their behaviour. Raising awareness helps dismantle these harmful stereotypes, replacing them with empathy and understanding.As schools become more inclusive and accepting of diverse learning needs, students with ADHD will feel more supported and less isolated. This shift in perspective not only benefits the individuals with ADHD but also enriches the school culture, creating a more compassionate and collaborative community.Beyond the classroom, raising awareness among students is just as vital. When pupils understand ADHD, particularly those who are diagnosed with it, they can better advocate for themselves. Self-awareness allows them to take charge of their learning, request the support they need, and develop coping strategies that can serve them throughout their educational journey and into adulthood. Empowering students in this way builds their confidence and fosters resilience.Ideas to help raise awareness in your schoolOctober is ADHD Awareness Month, a prime time for pupils and staff alike to focus on ADHD in your school or Trust.Why not celebrate the achievements of those with ADHD in an assembly, get an expert to come into school and explain what ADHD is to staff and pupils, perhaps you could encourage children to create a short play on the topic, or even write an essay or short story.Whatever you chose to do, remember that a school culture which embraces an understanding of ADHD ultimately becomes stronger, more compassionate, and better equipped to nurture every learner and staff member.Watch our webinar 'Empowering workplaces: navigating ADHD'.
- Article
Three tips for finding a job you’ll love
Take a moment to picture your ideal career…Is it the job you’re in now or were you just daydreaming about greener pastures in another role or company? If it’s the latter, don’t worry. We’ve all been there. Maybe you’re worried that you don’t have the right skills or experience to get the job you really want, or maybe you’re not even sure about what you want to be doing but you know it’s not this. Whatever the reason, we’re here to help. Here are just three tips from the Life's Work course hosted by Reed's Chairman and CEO, James Reed, which could help you find a job you’ll love (and Love Mondays). Know what you want (what you really, really want)It may seem obvious, but having a solid idea of what you want out of your career is the first step to getting there. It starts with understanding what your values, goals and strengths, and then using that knowledge to reflect on what careers you’ll really find fulfilling. What are your key skills and weaknesses? What tasks do you excel at (or dread doing)? And where do you really see yourself in the future?Armed with these answers, you’ll feel more confident that your next career move is the right, because it matches not just what you want out of your job, but out of your life too.Do your researchOne of the most challenging parts of changing jobs or careers is making sure you land in a sector that isn’t in decline. That means digging into current in-demand and stable sectors, such as AI or education, to see where your skills might fit.It’s also a good idea to look into the companies you’re interested in to see if your values align and if they’re financially stable. You won’t want to jump ship only to find yourself in a company you don’t like – or worse, that could lead to your job being at risk a few months down the line. Get networkingOr, as James Reed CBE puts it in his book, Life’s Work,– go to parties. The truth is the word ‘networking’ has become synonymous with things like sweaty palms at awkward social events and DMs from strangers on LinkedIn. But it doesn’t have to be that way.When you strip it down to its essentials, networking is really about connecting with people who can help you (and vice versa). It could mean going for coffee with a friend to pick their brains about a sector you’re interested in it could mean attending an event and just getting to know people, and yes, it could mean messaging semi-strangers on LinkedIn – which can actually be really effective if approached in the right way and remember to personalize your message. While this list is by no means exhaustive, it’s a great starting point for exploring what you want to do next. Are you looking to take the next step in your career? Search and apply for jobs in Singapore now.
- Article
Who to promote: a guide for employers and managers
How does your business decide who to promote? Is career progression embedded within the workplace culture or is it done in line with employee tenure?The process of promotion should consider merit, potential, and alignment with organizational values. Meritocracy should be the cornerstone of any promotion strategy, rooted in a comprehensive evaluation of an individual's performance, skills, and contributions to the business. Tangible achievements such as key performance indicators, project outcomes, and leadership abilities, should guide this assessment.However, merit alone does not paint the full picture. It’s important to identify individuals with the capacity to grow, adapt, and innovate and those who demonstrate a hunger for learning, a willingness to take on new challenges, and a track record of exceeding expectations. Investing in the development of high-potential individuals is key to futureproofing your business.Promote those who show enthusiasm and excellencePromoting individuals who embody the core values and culture of your business reinforces a sense of purpose and belonging among employees. Beyond technical skills and performance metrics, assess candidates' alignment with your company's mission, vision, and ethics. It’s usually easy to spot those who both excel in their roles and show enthusiasm for the ethos of the business – these professionals are more likely to drive positive change and inspire their colleagues.There have been many conversations about extroverts and introverts in the workplace and the traits typical of both – some of which can sway employers to promote one group over another. Personality testing at the hiring stage or as part of professional development, can help identify individuals with the potential to go further within the business, but they can also lead to bias, so should be balanced with traditional interviews and employee performance.Diversity and inclusion (D&I) should also be central considerations when promoting. Ensure opportunities are accessible to individuals from all backgrounds, regardless of gender, ethnicity, age, or socio-economic status. Actively seek out diverse talent, create inclusive promotion criteria, and address systemic barriers that may impede the advancement of underrepresented groups.Jobseekers actively look for employers that can evidence their commitment to D&I, so it pays to promote this on all channels, including in your job adverts. Lip service is not enough – professionals will not stay long in an environment they perceive as old-fashioned and out of touch. Embracing diversity strengthens your talent pool and builds on your reputation as a progressive and inclusive employer.Employees should have a clear understanding of the criteria, process, and timeline for promotion. Provide regular feedback on their performance and development areas, empowering them to actively pursue growth opportunities. Also, establish mechanisms for staff to raise concerns or grievances related to the promotion process.Deciding who to promoteLook for those who demonstrate both competence and potential for leadership and growth. Here are some key attributes to consider:Job performanceConsistent achievement of goals and targets - high-quality work output, ability to meet deadlines, and manage workload effectively.Leadership skillsDemonstrated ability to motivate and inspire others - effective communication skills, both verbal and written, capacity to delegate tasks and empower team members.Problem-solving abilitiesAptitude for critical thinking and analytical reasoning - proven track record of resolving complex issues, willingness to take initiative and propose innovative solutions.AdaptabilityAbility to thrive in changing environments - flexibility to adjust strategies and tactics as needed, openness to feedback and willingness to learn new skills.Emotional intelligenceEmpathy towards colleagues and clients - skill in managing interpersonal relationships, self-awareness, and ability to regulate emotions.Strategic thinkingUnderstanding of the broader organizational goals and objectives - the capacity to develop long-term plans and strategies, skill in prioritizing tasks, and allocating resources effectively.Team collaborationTrack record of working well within a team - ability to foster a positive and inclusive work environment, willingness to support colleagues and share knowledge.Continuous learningCommitment to personal and professional development - eagerness to seek out new challenges and opportunities for growth, willingness to invest time and effort in acquiring new skills.Ethical conductIntegrity in decision-making and actions - respect for company values and ethical standards, accountability for own behavior and its impact on others.Industry knowledgeUnderstanding of the sector in which the business operates - awareness of industry trends and developments, ability to apply industry knowledge to drive business success.Final thoughtsPromotion creates opportunities for leaders to strengthen their business and should therefore be seen as an investment. No one should ever feel pressured to take on the greater responsibility that comes with promotion, but providing avenues for those who want the challenge is a win-win situation.If you are looking for new talent for your teams, or considering your next career move, get in touch with one of our specialist consultants today.
- Article
Performance reviews: how to use them efficiently and effectively
Employers are not required by law to conduct appraisals and reviews, but they do benefit all parties. If all the feedback you give your team members is through one annual appraisal, you’re doing your team a disservice and aren’t unlocking their full potential. Feedback should be far more regular to match the fast-paced environments we now work in.The value of appraisalsRecently, appraisals have been considered a dying practice by many employers who deem it a tick-box exercise with little value. However, when done well, and more frequently, these reviews are crucial for the development of your employees and have multiple benefits for both parties:Ensuring employees understand their role and your expectations for themDetermining to what extent employees are meeting those expectationsProviding support and having an honest two-way discussionAcknowledging and rewarding good performanceNurturing your employees’ career progressionIncreasing engagement and longevityA manager’s responsibility is to empower their people to do their work to the best of their ability and nurture their successes. Performance reviews are a chance to engage team members with regular, one-to-one, honest discussions. It’s not only a chance for the professional to receive feedback from you, but an opportunity for them to raise any concerns they have and to tell you what support they might need.Without appraisals, employees will still be evaluated, but without the same transparency and objectivity. It will simply exclude employees from the process. This could make them feel out of control of their own futures and unaware of what they can do to improve. Providing honest feedback, even if it is a hard conversation to have, allows them the opportunity to upskill themselves and for you to show you want to help them improve.Conducting a successful performance reviewFirstly, all parties involved need to understand the process and why it’s being conducted in the first place. What do you want to achieve from this meeting? Appraisals need to be structured to be effective. Performance template examples, like the template we have designed, can help you with this.Every appraisal should:Be as regular as your team needs it to be– The regularity of your performance reviews will depend entirely on your company, team and management style. With most companies changing much more rapidly, and employees learning in more fast-paced environments, annual appraisals will not be as useful as a more regular performance review. When it comes to feedback, little and often is the way to go.You might decide that once a month is best for your team members. However, it’s best to be flexible, and if monthly reviews aren’t working for individuals, try checking in with them more regularly than others. It’s all about the employee and your own judgement.Provide effective feedback– Fundamentally, all feedback must be honest and constructive. Without honesty, it will have no value to the person receiving it – positive or negative.Whether their performance has been excellent or less than satisfactory, you need to advise them on the next steps they should take to improve or grow further. All feedback must focus on the future and how your employee can move forward, rather than dwelling on past failures or becoming complacent following their successes.Set SMART goals– One of the most common mistakes employers make is setting vague goals. Employers must provide their employees with SMART (specific, measurable, attainable, realistic, time-bound) goals, that they can focus on achieving ahead of their next review. For example, you may want one of your employees to ‘make more sales’ but this doesn’t give them guidance or direction on how to achieve what you want them to.To turn this into a smart goal, it might become something like: ‘make eight sales a month, for six months, until you reach 48 sales by the end of this year’. Outlining the main goal, and the smaller steps they need to take to achieve their goals by a set deadline is much better for motivation and productivity. It’s also easier to measure and help them to stay on track to achieve their overall goal.Be a rewarding experience for employees– Appraisals should be an experience employees look forward to. They should leave feeling that their hard work and progress since the last review has been acknowledged and rewarded by their employer. If the response hasn’t been so positive, they should leave with an awareness of how to improve, through honest and constructive feedback and SMART goals.Be personalised to individuals– Each member of your team will have a different way of working and different needs. This should be accounted for in your performance reviews. Ideally, you would have a standardised performance review template that can be adapted to each person in your team. A one-size-fits-all approach doesn’t always work.If any of your team members have health issues which are affecting their work, take that into consideration and do your best to support them. It is illegal to discriminate against someone for their protected characteristics such as disabilities or neurodivergence.Likewise, be mindful of any personal issues your employee may be struggling with that may have a short-term impact on their performance. You must provide reasonable adjustments where possible to help them improve their performance.Download our free performance review template to help you ensure your next review has a positive impact on your employees.
- Article
Desirable traits: tips on enhancing your resume for executive roles
Taking time to perfect your resume is a crucial step toward landing the executive job you desire. When considering the job application, you want to focus on how your leadership skills, industry experience, and professional achievements qualify you for a leadership role. This begins when you submit your resume.It's important to remember that hiring managers sift through hundreds of resumes, so if you're applying for a c-suite position such as chief executive (CEO), chief financial officer (CFO), chief operating officer (COO) or similar, highlighting your relevant skills and experience is critical.Charlotte Hasler, Recruitment Manager at Reed, looks at some of the ways you can build a desirable resume to help land those executive roles.Q: What are employers looking for on a resume?A: Decision makers in search of their next executive-level hire are looking for that all-important impact. They’re looking to hire someone who’s going to add value, drive business growth, reduce costs, streamline operations, increase productivity in staff performance, and deliver key results. The most effective way to promote this is by referring to achievements throughout your resume – be specific including quantifiable information. It’s worth adding a summary section to each of the most relevant jobs to reinforce your impact.Q: What do achievements emphasize?A: It’s clear that executives are expected to deliver results and add value to the organization, which means you need to go beyond merely stating your job responsibilities on your resume and showcase your accomplishments. Clearly state what it is you’ve achieved, with clear emphasis on how it impacted the company, added value to your portfolio and helped you develop into a senior member of staff. Evaluate what you’re proud of, what challenges you’ve managed to overcome, how the company has changed/developed because of your actions, and how you’ve performed in line with your targets. It's critical to quantify your achievements for maximum impact. Some recruiters often overlook the achievements section, but it’s one of the best ways to give your resume that competitive edge.Q: What about leadership skills?A: At an executive level, your primary responsibility is to lead the organization towards sustained growth, while effectively managing people. Because of this, employers looking for c-suite professionals want to know if you have the ability to motivate, inspire, and guide teams to achieve not only their individual goals but also the wider organisation's ambition."To make your resume stand out, it's crucial to highlight your key achievements and quantify the impact you've had on previous businesses."Charlotte HaslerRecruitment Manager, ReedSpecify how you’ve managed teams, your leadership style, and the results you achieved. As a rule of thumb, include relevant key skills such as strategic planning, team building, communication, and decision-making in your personal summary or when describing previous roles.Q: Is resume customization important?A: At the executive level, I highly recommend customizing your resume for each role to highlight your suitability. At this point in your career, you’ll have years of experience, knowledge and skills, but it’s about knowing which areas of your work to highlight.To present a strong application, you'll need to thoroughly understand the requirements and expectations of the role, so take time to analyze the job description. Don't forget that hiring managers are looking for someone to meet their needs – not the needs of the applicant – so be sure to tailor your application accordingly.Q: Should relevant industry experience be included?A: Businesses in the market for a senior executive want to know if a potential applicant has extensive industry experience or can show evidence of transferable skills. Industry experience can come in a variety of forms, including work experience, voluntary work, courses, qualifications, and certifications. If you’ve completed any leadership courses from accredited bodies or a reputable business school, shout about them – they can enhance your resume, as can any relevant courses in the desired field. Degrees or higher qualifications should always be included, particularly if you have an MBA or equivalent, along with affiliations to chartered institutes or other industry bodies. Any qualifications gained outside of the role will go a long way to proactively show your dedication and commitment to a job or sector, which is something that hiring managers hold in high esteem.Q: How long should a resume be?A: Many executive-level professionals struggle to keep their resume to a readable length; we recommend limiting it to two or three pages. While it can be tough to know what to cut down, you can keep a resume concise by:Focusing on achievements and impact at previous roles rather than a detailed description of job responsibilities.For any past experience – usually from 10-15 years ago – the date range, company name and job title will suffice. It's recommended to still include the basic details of your earlier career, as hiring managers are often interested in the career path you’ve taken.Streamlining sections that don’t need to be so wordy. Consider using bullet points to get your message across.Q: Does wording matter?A: Absolutely. Careful attention should be paid to the way your resume is written – as the way you articulate yourself will help employers understand more about you. Your resume should grab an employer’s attention, emphasising your skills and accomplishments. Also consider your word choices – phrases such as ‘directed company vision’, ‘implemented strategic change’, ‘managed large teams’ and ‘delivered successful results’ will help convey the impact and results of your work, when used with quantifiable data such as team sizes and results delivered."When applying for executive roles, your career history and track record play a key part."Charlotte HaslerRecruitment Manager, ReedA well-polished resume will set you apart from other candidates by highlighting your strengths, skills and ability to fulfil the role requirements, while ensuring that you have the best opportunity to secure an interview and, most importantly, the job.Are you looking for your next executive level role? Submit your resume and work with one of our specialist recruitment consultants today.