What we know about attention deficit hyperactivity disorder (ADHD) has increased over the years. Many people still struggle despite the improvements in diagnosis and management. We now have access to better medications, behavioral therapy, and technology meant to improve the lives of people with ADHD.
As of August 2023, more than 8.7 million adults in the United States were diagnosed with ADHD. That was 6.1% more diagnoses than two decades prior when the rate was a little over 10%.
We are now better able to diagnose the condition. There’s also less stigma associated with mental health disorders, which means more people are willing to seek help.
Even with these improvements, there are still many people who have no idea they have ADHD. Studies suggest that less than 20% of adults with the condition are aware they have it. And out of those that do, only about one-fourth are undergoing treatment.
There is a good chance that someone within your organization has ADHD.
What is the true value of eLearning in employee training? It gives organizations greater flexibility in how they teach their teams. However, that only works if the system is designed for people of all abilities in mind, including those with ADHD.
How Does ADHD Affect an Adult
The way that ADHD affects a person will depend on severity. This condition can appear as mild, moderate, or severe. The level is determined by the number of symptoms experienced and how the condition impacts the person’s day to day life.
There is more nuance to an ADHD diagnosis because sometimes which symptoms are counted and how impairment is determined can vary.
A standardized measure called a T-score is used. Anyone with a T-score below 60 is considered to not have ADHD. Over 60 means that ADHD may be present while over 70 means the condition is more severe.
Some of the most common symptoms of adult ADHD include:
- Difficulty managing time
- Poor stress management
- Mood swings
- Trouble sleeping
- Insecurity and low self-esteem
- Poor organizational skills
- Making impulsive decisions
- Restlessness
Most people will experience some or all these symptoms at some point in their lives. Occasionally feeling insecure or having trouble sleeping doesn’t mean you have ADHD. Adults with the condition will experience symptoms frequently enough that it causes problems in their lives and relationships.
The Challenges of eLearning with ADHD
Adults with ADHD face many challenges when it comes to employee training. Learning is often made more difficult by symptoms, especially for those who are not undergoing treatment. ADHD symptoms can cause difficulties like:
- Memory gaps that make it difficult to retain knowledge
- Short attention span that can take away from training content
- Difficulty prioritizing tasks while learning
- Emotional responses that can impact participation
It is important to note that ADHD is not a learning disability. It is a mental health condition that can affect learning. Intelligence is not defined by ADHD. Instead, the condition affects how well a person can obtain and hold on to new information.
How Your LMS Can Support Employees with ADHD
If you want to figure out how to get more out of your learning management system, start with how it can help employees with different training needs. Taking a few extra steps can help employees with ADHD be successful.
- Plan a Structured Training Schedule
Training whenever you want is appealing to some employees. For adults with ADHD, a lack of structure can lead to failure. Provide a schedule to help guide employees through their courses.
Many LMS platforms include built-in calendars and learning paths. Use these to schedule training while also providing a clear roadmap that guides the learner through the content. Take the guesswork out of training for employees with ADHD to lower stress and help them avoid prioritization and scheduling issues.
- Provide Assistive Training Technology
Assistive technology can greatly improve the learning experience for adults with ADHD. This includes tools that deliver content in different ways and improve the learning environment. For example, providing dictation tools and audio recordings can help with knowledge retention.
Employers can also supply noise-cancelling headphones to reduce distractions while working through eLearning content. Website blockers and time management tools can also be beneficial.
- Use Reminders and Notifications
Being proactive can help employees with ADHD stay on task and avoid a missed deadline. A great way to do this with an LMS is through messaging, reminders, and notifications.
Most LMS platforms include an internal messaging system. They also allow users to set up automatic reminders and notifications. These will pop up to remind the user to complete a task, like submitting coursework or taking a test.
Trainers and supervisors can also assist by sending emails or internal messages. Confirm the task that needs to be done along with what is required, why, and the due date in the message.
- Allow Extra Time to Complete Training Tasks
Give employees more time to complete training tasks. ADHD can make it harder to focus on one thing for a long period of time. More breaks and interruptions mean more time may be needed to finish the task.
If possible, consider allowing employees to start or finish their workday a little later. They can still work the required hours, but this will give them some flexibility that can make a big difference.
- Follow Up to See if More Support is Needed
One of the biggest issues all employees have with eLearning is how lonely it can feel to do it. It all comes down to how an employer sets up their online training program.
This problem can be even more difficult for someone with ADHD. That’s why it’s important to check in frequently. Follow up on courses or tasks to find out if more support is required. This will create an opportunity to ask for help and will let the employee know that you care about their success.
- Add Microlearning to Your Training Program
If you don’t have microlearning in your training program yet, now is the time to add it. It’s beneficial for people with and without ADHD. It works well for those with the condition because it breaks information down into bite-sized pieces. This reduces the risk of cognitive overload.
Microlearning can also provide immediate feedback, which improves engagement. It reinforces training and provides a reward that builds confidence.
Reminding employees to take breaks can also be helpful. Microlearning can be used to facilitate that by delivering shorter sessions that include recommendations for taking a break at appropriate intervals. It encourages trainees to disconnect for a little bit so they can return refreshed and ready to start again.
- Include Practice and Refresher Content
Retaining new knowledge can be difficult for someone with ADHD. Make sure your employee training content includes practice lessons and refreshers. This will repeat the information to help with memory.
Employees with ADHD will be more likely to remember information when it is clearly and frequently repeated. This is especially important for essential or core training material to build a strong foundation for future training success.
- Use an LMS with Organizational Tools
Check out online LMS reviews to find a platform that offers more organizational tools. These often include calendars, to-do lists, timers, and goal-setting features.
Giving employees with ADHD more ways to organize their day will help them work more efficiently and effectively. Make sure they know which tools are available to them and how to use them to get the most out of your LMS.
