Replacing an employee costs half to two times their salary. Supporting one you already have costs a fraction of that. I help companies close that gap with real training, real policy fixes, and a plan that doesn't require a lawyer to get started.
The cost of losing an ADHD employee and the fix for keeping them get tracked in two completely different places. Turnover shows up in a spreadsheet someone reviews every quarter. The 15-minute conversation that would have prevented it doesn't get tracked anywhere at all. Workplace consulting closes that gap by putting both numbers in front of the people who can actually act on them, before a request turns into a resignation.
Turnover, ramp-up time, lost institutional knowledge, team productivity drop after someone leaves
The schedule shift, the check-in change, the small adjustment that would have kept them
Every engagement gets scoped to what your team actually needs. Here's the shape most of them take.
A close look at onboarding, review processes, and current accommodation language to find where ADHD and neurodivergent employees are quietly falling through the cracks.
The language most managers were never given: how to tell a wiring gap from a will gap, and how to say yes to a small request without routing it through legal.
For a specific employee situation that needs a resolution now. High trust conversations that keep things a management decision instead of a compliance event, wherever possible.
A keynote or team workshop built on the same math and the same framework, for teams who want the full picture in a single room before going deeper.
Lived experience plus the mathI was the ADHD employee this framework is built for. Every recommendation is backed by both my own story and the actual retention numbers.
Certified, not just self-taughtCertified ADHD and Autism Coach through Efficient Coach, accredited by CPD Excellence, NCCAP, CMA, IPHM, and ICAHP.
A framework you can actually reuseFLOW-First Thinking gives your managers language and tools that outlast a single training session.
Scoped to your team, not a templateNo fixed package. The engagement matches what your organization actually needs, from a single afternoon to a multi-week audit.
It starts with a look at where your current process breaks down for neurodivergent employees, then moves into specific fixes: manager training, policy language, and a plan for handling requests before they turn into a formal accommodation process.
No. Compliance training covers what you're legally required to do. This work covers what actually keeps a good employee productive and on your team, most of which never needs to touch a legal process at all.
It depends on scope. A single manager training session can happen in an afternoon. A full culture and policy audit with follow-up training usually runs several weeks. Every engagement gets scoped to what your team actually needs, not a fixed package.
Both. The math on turnover and retention applies whether you have 12 employees or 1,200. Smaller teams often see the impact of getting this right faster because one person's productivity is a bigger share of the whole.
That's one of the most common reasons companies reach out. Mark the urgency level on the inquiry form and it goes straight to booking a call instead of waiting in a queue.
I read every one of these myself. Fill this out and I'll follow up within 1–2 business days, or sooner if you flag it as urgent.
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