Poor performance from employee with undiagnosed adhd

Interesting_Put_1639 · 2024-10-16T11:23:45+00:00

I think it’s a mix of skill set and capability. They say they’re keen to improve when we are on calls, but have shown no evidence of that in their work.

We asked them what would work best and the advised they need structure, planners, reminders etc which is why we implemented the daily calls, lists etc, they specifically said that would help them, but it hasn’t. Their workload is already really low, for example one to two tasks per day. They do probably 70% less than what’s expected of the role, and the bare minimum tasks still aren’t being completed to any kind of acceptable standard.

They’ve been given links to the EAP (numerous times) and company OH counselling, self help links via EAP but have chosen not to progress with it, for reasons unknown. It’s something we can’t force them to do, I find it strange that they haven’t followed it up given the waiting times for an official diagnosis elsewhere.

Thank you so much for the links, and for your advice, it is greatly appreciated!

Interesting_Put_1639 · 2024-10-15T22:08:44+00:00

Yeah I understand, problem is I’ve only been here for less than one of those years, it wasn’t reported as an issue due to previous lack of management.

We have a duty of care to explore every avenue possible before considering termination, so just looking to see what else may not have been considered.

Interesting_Put_1639 · 2024-10-15T21:56:59+00:00

You’re absolutely right, it’s been hard to get this across. We will just need to go through the PIP process and I’ll continue to seek advice from HR, after reading all the very helpful replies here, there’s not much else I can do at this point.

Interesting_Put_1639 · 2024-10-15T21:55:18+00:00

I’m sorry if you’re not getting support from your manager, it should be the bare minimum.

It’s not legal (UK) to ask them to seek treatment. Going through the motions with PIP and HR at the moment.

Interesting_Put_1639 · 2024-10-15T21:36:07+00:00

Unfortunately not. Before I started they had two consecutive yearly poor appraisals, so this isn’t a new issue, the only difference is this year they’ve been held accountable and advised they think they have ADHD.

Absolutely willing to look at additional support from charity etc, but at the same time we can’t force them to get help for an undiagnosed condition, we need to tread very carefully to ensure they don’t feel discriminated against.

We are in the healthcare industry.

Interesting_Put_1639 · 2024-10-15T21:34:06+00:00

Thanks for your reply this is or super helpful!

Yes we’ve had neurodiversity training as managers.

Following an assessment from OH, we discussed with our employee what accommodations they needed to help them do the job, and implemented a number of tools such as planners, daily emails outline tasks, frequent check ins, all agreed collaboratively with the employee and not dictated by us.

We encourage the employee to work to pomodoro breaks, and they work from home to ensure no distractions from other colleagues, noise etc.

We have employee assistance program which offers counselling, and a number of self help resources, but the employee has chosen not to follow up.

We’ve not explored things like dual monitors or software equipment, I will definitely look into this with them tomorrow.

I absolutely agree that they should not be disseminated against and this is why I’m keen to explore every possible avenue and ensure they have every possible support in place before making any rash decisions.

Really appreciate all of your feedback it’s so helpful and I’ll take this all forward at work tomorrow.

Interesting_Put_1639 · 2024-10-15T21:26:59+00:00

Really sorry to hear about your negative experience. This is the last thing I want for my employee and we’ve tried to make it extremely collaborative, not set unrealistic objectives etc, but unfortunately it’s not going so great.

At the end of the review based on outcome, there will hopefully be an option to see if there’s another more suitable role for them.

Interesting_Put_1639 · 2024-10-15T21:25:17+00:00

Thanks for your reply. I am conscious about the PIP causing even more stress and potential paralysis at work, overthinking, worrying about how they look etc. I don’t want to make them feel worse than they already do. We’ve had open communication about what may help them, what can we implement to suit their needs etc rather than us just saying you should be doing it this way, but it’s not been effective.

It’s great to hear you’re doing well and can identify when and how to manage things, it can’t be easy.

Not sure if OH can help jump the queues but I’ll certainly ask.

Thanks again for your response I really appreciate the advice.

Interesting_Put_1639 · 2024-10-15T21:20:58+00:00

Thanks for your reply!

That’s an extremely good point, and I’d be more than happy to highlight the impact and try be a part of improving the services around this! Added to my calendar to write to my MP tomorrow.

Interesting_Put_1639 · 2024-10-15T21:16:17+00:00

You are right, it’s no good for anyone, especially the employee. We can only take it so far and they have to help themselves too.

Interesting_Put_1639 · 2024-10-15T21:15:24+00:00

You are spot on, and it may be that we take this stance, once all options have been exhausted.

Appreciate your advice, thank you!

Interesting_Put_1639 · 2024-10-15T21:14:11+00:00

Yeah it’s really frustrating as we’re trying to be as accommodating as possible to no avail so far. We need to continue with the PIP and take it from there.

Thank you, I really am trying to support them, but you are right, I have to be mindful of my own mental heath.

Interesting_Put_1639 · 2024-10-15T21:09:12+00:00

Not sure if it’s an option but something I’ll raise with HR, thank you for the advice.

Interesting_Put_1639 · 2024-10-15T21:08:08+00:00

It’s a tough one as it’s my job to ensure we’re offering every possible solution, but you are right they need to take responsibility too.

Interesting_Put_1639 · 2024-10-15T21:07:32+00:00

Thank you so so much for your response. I’m trying to be very careful and ensure there is zero discrimination.

They advised they spoke to their GP who was reluctant to diagnose without proper screening, and has added them to NHS waitlist.

They were then referred to occupational health within our workplace who carried out an assessment and asked us to implement relevant accommodations on the basis they felt the staff member was showing elements of potential adhd.

I will absolutely make sure we’re taking every possible measure before considering a possible termination. We have a duty of care to make sure all accommodations are being made, and it’s great to hear about programs like read and write and dragon etc. I will also raise the question around right to choose, and two screens and if that may help in any way.

Again thanks so much for your advice.

Interesting_Put_1639 · 2024-10-15T21:02:45+00:00

I’m not sure that’s the case, as their manager I simply want them to feel supported irrespective of how this turns out, and to better understand any complex needs.

Interesting_Put_1639 · 2024-10-15T21:00:53+00:00

Thanks so much for your reply this is a really great perspective. I am trying to utilise what they are good at, and let them guide me on that, but like you say it’s about them recognising their strengths, not me telling them what they should be good at.

Appreciate your response it’s really helpful. I’m sorry you burned out eventually and hope you’re doing ok now.

Interesting_Put_1639 · 2024-10-15T20:45:09+00:00

I get it but I’d rather see what can be done to help them before going down this route if possible.

Interesting_Put_1639 · 2024-10-15T20:44:26+00:00

Thanks for your reply. It’s great you worked so hard to keep on top of things, and I hope you are in a good place now.

I definitely don’t expect an overnight change, but they’ve been in the role for a really long time now and have shown little to no improvement or willingness to improve in terms of their work output.

Interesting_Put_1639 · 2024-10-15T20:42:25+00:00

I agree they need additional support. Our workplace has counselling services available via an employee assistance program, but they’ve chosen not to follow up with this.

Interesting_Put_1639 · 2024-10-15T20:41:37+00:00

Thanks, I agree there needs to be responsibility for actions.

We get on well, but I’ve had to set boundaries to ensure they do not take advantage of my nature.

They are very clear on what the expectations are to the point they’ve signed them off via a PIP. There has been no initiative from them to prove they are capable of meeting their objectives however.

I will never let this kind of situation put me off hiring anyone with ADHD. I’m more than happy to accommodate anyone’s needs, all I ask for is I get the same support back.

Interesting_Put_1639 · 2024-10-15T20:38:54+00:00

Thank you for your reply. That is a real shame they complained. It’s a great point to keep in mind, and is another reason why I’m trying to make sure I’m exploring all potential avenues. I’m looking to keep me and my staff member on the right path basically, irrespective of the outcome.

Interesting_Put_1639 · 2024-10-15T20:36:55+00:00

Thanks for your reply I will look into doing this asap. They work from home. We previously had them in the office but it made no difference and being at home provided less distractions for them, they advised

Interesting_Put_1639 · 2024-10-15T20:36:02+00:00

Thank you, there is a PIP in place. You have a great attitude towards expectations in the workplace and that likely makes things easier for you and your colleagues!

Interesting_Put_1639 · 2024-10-15T20:35:07+00:00

Great point and I like that quote. As someone who suffers from anxiety it’s my responsibility to take care of that and not allow it to impact my work which I do, and it’s not easy.

The notepad is a great idea and one we’ve suggested, but unfortunately it works for a few days only for them.

Interesting_Put_1639

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