ADHD, or Attention-Deficit/Hyperactivity Disorder, is a neurodevelopmental disorder characterized by persistent patterns of inattention and/or hyperactivity-impulsivity that interfere with daily functioning. The DSM-5 outlines three presentations: inattentive, hyperactive-impulsive, and combined. Inattention symptoms may include forgetfulness, difficulty organizing tasks, and trouble focusing on sustained activities, while hyperactivity-impulsivity might manifest as excessive talking, restlessness, or impulsive actions. To diagnose ADHD, symptoms must appear in multiple settings, interfere with daily life, and begin before age 12. Diagnosing ADHD also requires ruling out other possible causes, like anxiety or mood disorders.
Burnout, however, is not a diagnosable medical condition but rather a work-related stress response characterized by emotional exhaustion, detachment, and reduced personal accomplishment. Symptoms often include feeling drained, irritable, and unfocused. Unlike ADHD, burnout is specifically linked to workplace stress, with symptoms usually subsiding when the stressor (e.g., high workload) is removed.
Differentiating ADHD from burnout can be challenging because both can involve focus issues. Key distinctions are that ADHD symptoms usually span across various life domains and begin in childhood, whereas burnout symptoms are generally linked to work-related stress and can improve with rest or a reduction in workload. Proper diagnosis involves a comprehensive assessment by a mental health professional, ideally with input from family, teachers, or colleagues to understand symptom patterns across different contexts.
To foster a mentally healthy workplace and promote employee focus, engagement, and productivity, leaders can take a supportive and proactive approach to discussing mental health with employees. The following framework can help:
How to Approach Mental Health Conversations
A respectful and confidential discussion is essential. Leaders should:
Initiate a Private, Open Conversation: Start by letting the employee know you are available for support. Express genuine concern in a way that respects their boundaries. An example might be, “I noticed you seem stressed lately; if you ever want to talk about what’s going on or need support, I’m here to listen.”
Normalize the Conversation: Reassure the employee that mental health is as important as physical health, aiming to reduce any stigma. Using inclusive language like "We all have times when we’re under a lot of stress" can make the conversation feel less isolating and encourage openness.
Steps Leaders Can Take to Increase Engagement and Focus
Promote a Supportive Culture: Model openness about mental health by sharing resources like Employee Assistance Programs (EAPs) or workshops on stress management. This can foster a culture where seeking help is normalized.
Encourage Work-Life Balance: Recognize signs of burnout and encourage breaks, flexible schedules, or reduced workloads where feasible. Regular check-ins (both one-on-one and team meetings) offer an opportunity to gauge stress levels.
Reduce Workplace Stressors: Implement clear communication of roles and expectations to reduce uncertainty and anxiety. Additionally, simplify processes and reduce unnecessary meetings or tasks that create cognitive overload.
Action for Leaders
One actionable step is to establish regular mental health check-ins with employees. During these meetings, avoid diving into performance metrics immediately; instead, open with questions about their workload, personal challenges, and well-being. By doing so, leaders help employees feel supported, which can lead to reduced distractions, lower anxiety levels, and a greater ability to focus on tasks.
Effective mental health support in the workplace enhances employee satisfaction, reduces absenteeism, and strengthens the overall productivity and culture of the organization.
Centers for Disease Control andPrevention (CDC). (2024). ADHD.
National Institute of Mental Health (NIMH). (2023). Attention-Deficit/Hyperactivity Disorder.
Natural Ways to Help ADD, Amen Clinics
Take our course, Solution-Focused Strategies to Combat Employee Burnout: Addressing Employee Burnout: Solution-Focused Techniques for HR Professionals.
Share this post