Employers facing productivity concerns should avoid diagnosing employees with conditions like ADHD, as this creates significant legal liability. Instead, focus on observable behaviors and outcomes that affect work performance. The most effective approach involves direct conversations about specific challenges rather than assumptions about underlying causes.

Structural accommodations can address workplace issues while benefiting all employees. Documenting performance concerns provides protection against potential legal claims, especially in the absence of formal HR departments. Management has a duty to establish clear expectations for workplace conduct and professional boundaries to prevent toxic environments from developing.

When dealing with difficult colleagues, maintain polite distance while securing autonomy from supervisors. Request clearly defined tasks that minimize dependency on problematic coworkers. This approach protects both the employee and employer by creating professional separation without confrontation.