How Can You Mentor Someone with ADHD in the Workplace? 

Mentoring is about helping someone reach their potential, not offering the same advice to everyone. When it comes to mentoring employees with ADHD, the most effective support comes from understanding how their brains work, what motivates them, and where traditional systems might fall short. A strengths-based approach, mixed with empathy and structure, creates the kind of mentorship that empowers rather than overwhelms. 

Mentoring Strategies That Make a Difference 

Here is how to offer meaningful, personalised support to ADHD employees while helping them grow in confidence and clarity: 

Focus on strengths before challenges 

ADHD employees often hear what they are doing wrong. Flip the script by highlighting creativity, resilience, or quick problem-solving and show how to apply those strengths strategically. 

Use concrete, visual guidance  

Abstract advice like “manage your time better” does not help much. Offer clear tools and models, visual task boards, time-blocking tips, or check-in routines that they can actually implement. 

Create regular, low-pressure check-ins  

Consistency helps build trust and accountability. Keep meetings brief and structured with space for honest reflection and problem-solving. 

Tailor your feedback style  

Some people with ADHD may be sensitive to criticism. Frame feedback around goals and improvement rather than personal faults. For example, say ‘here is how we can make this stronger’ instead of ‘you keep doing this wrong. 

Help them advocate for themselves  

Guide them on how to ask for accommodations, share working preferences, or navigate team dynamics confidently. 

Mentoring employees with ADHD is not about fixing it is about guiding them to thrive in ways that fit who they are. Visit providers like ADHD Certify for resources and coaching on supporting neurodivergent professionals. 

For a deeper dive into the science, diagnosis, and full treatment landscape, read our complete guide to Workplace challenges.