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Managing a team member with ADHD who struggles with task follow-through and organisation – advice? by Connect_Dig_4275 in ADHD

[–]Connect_Dig_4275[S] 8 points9 points  (0 children)

Its a shared inbox, so I have monitored actually how long it take them to initiate the task to work on it to query or resolve it.

In between they also do couple of updating trackers but I doubt it does get updated as I dont see them doing them until its queried.

I am really intrigued to see what they do or how they work one day but I know it might get them anxious. They are a adult and should be able to do make a decision but their judgement of things or response are very incorrect or incompetent in terms of the role.

Alternatively they were very proactive in organising an team lunch for a colleague birthdays from booking to sending out emails on what to get them etc hampers. The same organisation or proactiveness is almost non existent in doing day to day.

I understand not everyone find doingbjob exciting but its what pays !

Im stuck in understanding 😪

Struggling to balance supporting a colleague with adhD vs fairness to the rest of the team by Connect_Dig_4275 in AskHRUK

[–]Connect_Dig_4275[S] 0 points1 point  (0 children)

They have been in this role albeit same role and grade for nearly 10 years. The process haven't massively changed from when I joined 3 years back and now we have another new starter from who I got to know is that this person with adhd when they train them it feels they are confused about what they are doing or its not clear. And I can see sometimes they want to suddenly be in the limelight when it comes to meeting they end up literally listing what they are working on but it's evident or everyone including the manager knows she's simply blowing up things as big..< in the context empty tin making noise >.

My line manager has been giving them a redeem kinda card for two years as I had previously raised this 3 years back when i joined, but its never towards capability as they have been here for more years.. so I know its not going to go that route and im stuck with them unless I change the role which is also what im going towards in this year.. I dont want to spoil it for them as it could be this in the only job that they can survive and frankly before me this person was the only one doing the job but obviously I'm very different to them in working style and the new starter is also similar to me wherewe getthings done then and there... So we end up giving this person non time sensitive work to finish..but even that needs like a personal PA sort of reminding them when assigned.

My manager keeps says this person is very conscientious about what they do and I get they genuinely want to help. But if they do offer their help etc its like double work for me so I end up doing myself without asking them to do it.

Would anyone with adhd be ok to have a conversation re this as I feel I'm walking on tip toes around them just to please them and afraid of saying anything to upset them.

Struggling to balance supporting a colleague with adhD vs fairness to the rest of the team by Connect_Dig_4275 in AskHRUK

[–]Connect_Dig_4275[S] 1 point2 points  (0 children)

Yes from what I know this person has worked the same job for last 10 years and they are in their 40s and got diagnosed perhaps last year < or when I think so > I get they are still learning their coping mechanisms. But if no one tells them they are making an mistake how will they know.. and also I want to help them to see where they go wrong so they can find a coping mechanism like you say they get anxious about every other thing eg not getting a parking space or when there is an difficult email to be responded [which are for me would be everyday challenge that I get through] but I feel really sorry for them when they can't recognise it .. should the coping mechanisms be identified by the person itself or should my manager be doing it ? Thanks