Harold Robert Meyer and The ADD Resource Center 05/03/2025
Executive Summary
This guide provides comprehensive strategies for responding to positive performance evaluations, with special considerations for professionals with ADHD. We examine the timing of ADHD disclosure in workplace settings and outline effective approaches for requesting advancement opportunities following positive feedback. The article balances personal advocacy with professional etiquette to help neurodivergent professionals maximize positive review outcomes.
Why This Matters
Performance reviews are crucial moments in career advancement. For professionals with ADHD, these structured evaluations present specific challenges and opportunities. Understanding how to use positive feedback effectively, while also managing conversations about potential disclosures, can greatly influence career progression, workplace accommodations, and professional relationships. By mastering these interactions, individuals can turn successful evaluations into tangible career growth.
Key Findings
- Positive performance reviews provide strategic opportunities for career advancement requests when approached thoughtfully
- ADHD disclosure requires careful consideration of timing, context, and organizational culture
- Different advancement requests (raises, promotions, increased responsibilities) warrant distinct approaches
- Well-prepared, evidence-based requests significantly increase chances of successful outcomes
- Follow-up documentation reinforces positive performance discussions and establishes accountability
Crafting Your Response to Positive Feedback
Express Genuine Gratitude
Begin by sincerely thanking your manager for their time, attention, and recognition. Be specific about what you appreciate—whether it’s their mentorship, acknowledgment of your contributions, or constructive guidance throughout the review period.
“Thank you for taking the time to provide such thoughtful feedback. I particularly appreciate your recognition of my project management improvements and creative problem-solving approaches.”
Acknowledge Specific Feedback
Reference particular points from your evaluation to demonstrate active listening and genuine engagement with the assessment process. This shows you value the feedback and have internalized the conversation.
“I found your observations about my team collaboration skills especially insightful. The examples you provided from the marketing campaign really helped me see my strengths in facilitating cross-departmental communication.”
Highlight Key Achievements
Briefly revisit one or two significant accomplishments mentioned in your review. This reinforces your value while showing alignment with your manager’s assessment.
“I’m proud of the client retention improvements we discussed, particularly how the new onboarding process reduced churn by 15%. That initiative taught me a lot about balancing client needs with operational efficiency.”
Demonstrate Growth Mindset
Even in positive reviews, show your commitment to continuous improvement by acknowledging development areas and outlining initial thoughts on addressing them.
“I appreciate your suggestion about strengthening my data analysis skills. I’ve been researching some advanced Excel courses and would welcome your thoughts on which might be most relevant to our department’s needs.”
ADHD Disclosure Considerations
Evaluating the Right Moment
The decision to disclose ADHD status during a performance review requires careful consideration of several factors:
Potential Benefits:
- Provides context for work style patterns and achievements
- Creates opportunities for appropriate accommodations
- Demonstrates self-awareness and proactive approach to workplace challenges
- May explain both strengths (hyperfocus, creativity) and challenges (time management, organization)
Potential Drawbacks:
- Could shift focus away from performance accomplishments
- May introduce unconscious bias in some workplace environments
- Performance reviews are often time-constrained for deeper discussions
- Disclosure ideally occurs in a dedicated conversation with adequate time
Alternative Timing Approaches
Consider scheduling a separate meeting focused specifically on work style and accommodations if:
- Your review meeting has strict time constraints
- You sense your manager might be unprepared for the conversation
- You haven’t yet built sufficient trust with your evaluator
- The organizational culture around neurodiversity remains unclear
If you choose to disclose during your review, frame ADHD as relevant context for both your achievements and growth opportunities rather than as a limitation or excuse.
Strategic Advancement Requests
Asking for a Raise
A positive review provides strong foundation for compensation discussions:
Effective Approach:
- Reference specific achievements that delivered measurable value
- Present relevant market compensation data for similar roles
- Connect your contributions directly to organizational goals
- Suggest a specific percentage or range based on research
- Express the request confidently but collaboratively
Sample Language: “Given the successful launch of our customer portal that’s improved satisfaction scores by 22% and the expanded responsibilities I’ve taken on with the analytics team, I’d like to discuss adjusting my compensation to reflect these contributions. Based on industry benchmarks for similar roles, I believe an increase of X% would align with the value I’m bringing to the team.”
Pursuing Promotion Opportunities
When your review highlights next-level capabilities:
Effective Approach:
- Demonstrate how you’re already performing aspects of the desired role
- Outline your vision for expanded contributions
- Request clear path to advancement with specific milestones
- Show understanding of organizational needs and timing constraints
- Express enthusiasm for greater responsibility
Sample Language: “The leadership I’ve demonstrated in the client retention initiative suggests I’m ready for more senior responsibilities. I’d like to discuss a potential promotion to Senior Analyst, where I could further develop our client success metrics and mentor junior team members. What would be the appropriate timeline and key milestones to work toward this advancement?”
Requesting Increased Responsibilities
For expanding your role without formal promotion:
Effective Approach:
- Identify specific areas where you can add value
- Connect new responsibilities to your demonstrated strengths
- Explain how expanded duties benefit the organization
- Consider ADHD-friendly work that aligns with your strengths
- Acknowledge capacity and propose resource solutions if needed
Sample Language: “Based on the positive feedback about my process improvement work, I’d like to take on greater responsibility in our workflow optimization initiatives. This aligns with my strengths in systems thinking and would benefit the team by freeing up your time for strategic planning. Would you support my leading the upcoming automation project?”
Follow-Up Best Practices
Documentation
After your review conversation:
- Send a concise email summarizing key points discussed
- Reiterate any agreed-upon next steps or goals
- Express appreciation for specific feedback received
- Establish timeline for follow-up on advancement requests
- Create personal action plan for implementing feedback
Setting Check-In Points
Establish regular intervals to review progress on:
- Development areas identified in your review
- Advancement requests that require longer-term consideration
- New responsibilities or projects discussed
- Accommodation needs if ADHD was disclosed
ADHD-Specific Considerations
Leveraging Strengths
Frame your ADHD characteristics as workplace assets when appropriate:
- Creative problem-solving and innovative thinking
- Hyperfocus capabilities on engaging projects
- Ability to make connections between disparate ideas
- Adaptability and comfort with changing priorities
- Energy and enthusiasm that energizes teams
Addressing Challenges Proactively
When discussing development areas:
- Separate person from performance (challenges relate to specific behaviors, not your value)
- Share effective strategies you’ve already implemented
- Request specific accommodations that enhance performance
- Focus on outcomes rather than traditional approaches
- Demonstrate self-awareness without self-criticism
Bibliography
- Adamou, M., Arif, M., Asherson, P., Aw, T. C., Bolea, B., Coghill, D., … & Young, S. (2013). Occupational issues of adults with ADHD. BMC psychiatry, 13(1), 1-7.
- Nadeau, K. G. (2015). The ADHD Guide to Career Success: Harness your Strengths, Manage your Challenges. Routledge.
- Painter, C. A., Prevatt, F., & Welles, T. (2008). Career beliefs and job satisfaction in adults with symptoms of attention‐deficit/hyperactivity disorder. Journal of Employment Counseling, 45(4), 178-188.
Resources
- ADHD Resource Center (ADDRC.ORG)
- Job Accommodation Network – ADHD Accommodations
- Center for Workplace Mental Health – ADHD
Disclaimer: Our content is intended solely for educational and informational purposes and should not be viewed as a substitute for professional advice. While we strive
for accuracy, we cannot guarantee that errors or omissions are absent. Our content may utilize artificial intelligence tools, which can result in inaccurate or incomplete information. Users are encouraged to verify all information independently.
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Disclaimer: Our content is intended solely for educational and informational purposes and should not be considered a substitute for professional advice. While we strive for accuracy, we cannot guarantee that errors or omissions are absent. Our content may use artificial intelligence tools, producing inaccurate or incomplete information. Users are encouraged to verify all information independently.