In today’s diverse workplaces, understanding neurodiversity is more important than ever. Among the lesser-known but deeply impactful experiences of individuals with Attention-Deficit/Hyperactivity Disorder (ADHD) is Rejection Sensitive Dysphoria (RSD). As a manager, having insight into RSD can empower you to better support your employees, foster a more inclusive work culture, and improve team productivity.
What is Rejection Sensitive Dysphoria (RSD)?
Rejection Sensitive Dysphoria is an intense emotional response to perceived or actual rejection, criticism, or failure. The term “dysphoria” refers to a state of profound unease or dissatisfaction, and in the context of ADHD, RSD can feel overwhelming. It’s not just about being “sensitive”—people with RSD often experience a sudden, intense wave of emotional pain that can be debilitating.
While not formally recognised in diagnostic manuals, RSD is widely reported among those with ADHD. Experts believe it may result from differences in emotional regulation and sensitivity often seen in ADHD brains.
How RSD Shows Up at Work
RSD can manifest in the workplace in ways that may be misunderstood. Employees might:
- Take constructive feedback very personally, feeling shame or humiliation.
- Avoid situations where failure or criticism might occur—even minor ones.
- Withdraw after perceived slights, becoming quiet or disengaged.
- Exhibit strong emotional reactions to rejection, including anger, sadness, or anxiety.
To an uninformed manager, this might look like overreacting, insecurity, or lack of professionalism. But with the right understanding, these moments can be reframed as opportunities to provide meaningful support.
Why Managers Should Care
Employees with ADHD—and by extension, RSD—often bring tremendous strengths: creativity, problem-solving, high energy, and out-of-the-box thinking. However, if their emotional experiences are invalidated or misunderstood, it can lead to burnout, low morale, and even turnover.
As a manager, recognising and accommodating RSD helps your team feel safer, supported, and more capable of doing their best work.
How Managers Can Support Employees with RSD
- – Deliver Feedback with Care
Focus on what’s going well before addressing areas for improvement. Be specific, compassionate, and solution-focused. Avoid overly blunt or vague criticism, which can be misinterpreted. - – Create Psychological Safety
Foster a culture where mistakes are treated as part of growth. Emphasize learning over perfection. Normalize the process of receiving and giving feedback without judgment. - – Encourage Open Communication
Let your team know you’re open to hearing how they best receive feedback. Some might prefer written notes over verbal critiques. Creating space for these conversations shows trust. - – Avoid Public Criticism
Even well-meant corrections made in group settings can be deeply painful for someone with RSD. Always offer constructive feedback in private. - – Offer Positive Reinforcement
Highlight strengths often and genuinely. A little encouragement can go a long way toward building resilience and confidence. - – Learn and Lead Inclusively
Invest time in learning about ADHD and related experiences. Consider neurodiversity training for your team or workplace.
Final Thoughts
Rejection Sensitive Dysphoria is a real and challenging part of many employees’ lives. As a manager, your empathy and adaptability can make a profound difference. By fostering a culture of understanding, you not only support your team’s mental well-being but also unlock the full potential of your neurodiverse talent.
Compassionate leadership is smart leadership. And understanding RSD is a powerful step in that direction.