The longer hours, less output paradox
You work from home and somehow your 8-hour day has become 10 hours of half-focused effort. And yet your output has dropped. Nicholas Bloom’s 2024 research on hybrid and remote work arrangements found that hybrid employees showed no performance damage while improving retention [1]. The broader remote work literature suggests that without structured systems, remote workers face challenges with task switching and communication overload. The structure vanished, but the expectations didn’t.
This remote work productivity guide exists for a simple reason: the problem isn’t you. The problem is that most people try to replicate an office environment in their living room instead of building a completely different operating system for how they work.
The conventional advice – get dressed, set a schedule, close the door – treats remote work like a lesser version of office work. But remote work isn’t office work without the commute. It’s an entirely different mode of working that requires its own infrastructure for boundaries, environment, energy, and focus. What follows is a step-by-step system for building that infrastructure, grounded in research and designed to survive the chaos of real life at home.
Remote work productivity is the consistent ability to produce high-quality focused output from a non-office environment through purpose-built systems for boundaries, time, and energy.
What you will learn
- Why copying office habits at home makes remote workers less productive, not more
- How to design your workspace using environmental triggers that signal work mode to your brain
- A time architecture method that protects deep work blocks from the constant pull of home life
- Boundary rituals that separate work from personal life when your commute is a hallway
- Specific techniques for recovering focus after interruptions unique to home environments
- How to keep your productivity system running when real life disrupts it
Key takeaways
- Remote productivity requires designing a new work operating system, not replicating office routines at home.
- Environment design replaces the structure an office provides by creating physical and sensory cues for focus.
- Time architecture protects deep work blocks using scheduled transition rituals and energy-based scheduling.
- Boundary rituals prevent work from bleeding into personal time when there is no physical separation.
- The Context Reset Protocol helps remote workers recover focus within 90 seconds after home-based interruptions.
- Workers taking energy-aligned micro-breaks maintain better sustained focus than those on fixed break schedules [2].
- A monthly system review keeps your remote work productivity approach from eroding as circumstances change.
Why do office habits fail for remote work productivity?
Most remote work productivity tips start from a flawed premise: that your home is a worse version of an office. It isn’t. It’s a completely different environment with different constraints, different advantages, and different failure modes.
Remote workers struggle when they apply office-designed systems to an environment those systems were never built for. The reason isn’t laziness or lack of discipline. The reason is structural mismatch.
In an office, structure is externally imposed. Meetings force time boundaries. Colleagues create social accountability. The physical act of commuting creates a psychological transition between “work self” and “home self.” Remove those structures and you’re left to build your own from scratch.
Sabine Sonnentag’s research on work-life spillover shows that knowledge workers broadly struggle with mental detachment after hours, and the challenge intensifies in remote settings. Derks and Bakker’s 2014 study found that remote workers using smartphones for work after hours were 1.5 times more likely to experience work bleeding into personal time [3]. The problem isn’t that remote work is harder. The problem is that the external scaffolding disappeared, and most people never built internal scaffolding to replace it.
“Remote work doesn’t merely change where people work – it fundamentally reshapes how attention, motivation, and social accountability function.” – Tsedal Neeley, Remote Work Revolution [4]
So the question isn’t how to stay productive working from home. The question is how to build a system that makes productivity the default state, not the exception. That distinction matters because one approach relies on willpower and the other relies on design.
How do you design a home office workspace for focus?
Your workspace is the foundation of your home office productivity strategies. Nigel Oseland’s research at the University of Exeter found that employees who had control over their workspace design were up to 32% more productive than those in standardized environments [5]. But “have a dedicated desk” is where most advice stops. The real impact of environment design goes deeper.
Environmental trigger design is the practice of arranging physical and sensory elements in a workspace so that entering or seeing the space automatically activates focus-related mental states, functioning as an external cue system that reduces the cognitive effort needed to start working.
Think of environment design across three layers. The first is physical – where you sit, what you see, and what surrounds you. The second is sensory – lighting, sound, and temperature. The third is digital – how your devices are configured during work hours. Most people optimize only the first layer and wonder why they still get distracted.
Physical layer
If you have a dedicated room, use it only for work. Knez and Kers’ research on place cognition shows that consistent workspace environments activate associative memory and prepare your brain for the type of work typically done in that space [6]. Mixing work and relaxation in the same spot weakens both signals. But if you don’t have a separate room (and many remote workers don’t) create a micro-zone instead. A specific chair, a particular corner, even a folding screen that you put up during work hours can serve as a physical boundary.
The key isn’t square footage. It’s consistency. Use the same spot every day. Face the same direction. Keep work materials in that zone and remove them when you’re done. If your physical setup needs work, our ergonomic home office setup guide covers the details. Over weeks, your brain starts treating that spot the way it used to treat the office: as a place where focused work happens.
Sensory layer
Lighting affects alertness and mood more than most people realize. Mills, Tomkins, and Schlangen’s research on correlated color temperature found that office lighting at 5000K (cool white, similar to daylight) increased alertness and cognitive performance compared to warm 2700K lighting [7]. If your home office has warm, dim lighting, a simple desk lamp with a daylight bulb can shift your energy during work hours.
Sound matters too. Mehta, Zhu, and Cheema’s research on ambient noise and creativity found that moderate ambient noise (around 70 decibels) can improve creative performance, while Szalma and Hancock’s meta-analysis of noise and human performance confirmed that silence or very low noise is better for analytical tasks [8][15]. Match your sound environment to your work type. Working on strategy? Silence. Brainstorming? Add some ambient noise.
Each layer of environment design – physical, sensory, and digital – replaces one piece of the external structure an office once provided.
Digital layer
Your phone is the biggest environmental threat to deep work when working remotely. Adrian Ward and colleagues at the University of Texas at Austin found that the mere presence of a smartphone reduces available cognitive capacity, even when the phone is face down and silenced [9], though subsequent replication studies have produced mixed results, suggesting the relationship may be context-dependent. The practical recommendation remains sound either way: reduce phone proximity during focused work.
During focused blocks, place your phone in a different room. Not on silent in your pocket. In a different room. The physical distance creates enough friction to break the automatic reach-and-check habit. Set up separate browser profiles for work and personal use. Tools like Freedom (which blocks distracting websites and apps across all devices) can enforce focus during deep work hours. Use website blockers during focus hours. Close email and messaging apps during deep work blocks and batch-check them at scheduled intervals.
Environment design replaces external accountability with physical and digital cues that make focused work the path of least resistance.
How does time architecture improve remote work productivity?
A well-designed workspace solves where you work. Time architecture solves when and how long. Without it, remote work days tend to dissolve into a shapeless blur of half-tasks, interrupted focus, and the nagging feeling that you should be working even when you’re technically done.
Time architecture is a structured daily schedule that assigns specific types of work to specific time blocks based on cognitive energy levels, ensuring deep work happens during peak mental hours and administrative tasks fill natural dips in concentration.
The first step is identifying your peak hours. Dijk and Archer’s research on circadian rhythms and cognitive performance shows that most adults have a peak cognitive window of roughly two to three hours per day [10]. For many adults, this window falls in late morning, but chronotype variation means your peak might land earlier or later.
Track your energy for one week. Note when you feel sharpest and when your attention wanders. Build your schedule around that data, not around what someone else’s morning routine looks like. Protect those peak hours ruthlessly. No email. No meetings. No Slack. This is your deep work window. Time-tracking tools like Toggl can help you map your energy patterns during the tracking week and identify where your hours actually go.
Iqbal and Bailey’s research on workplace interruptions found that knowledge workers check communication tools an average of every six minutes during unstructured time, fragmenting attention into segments too short for meaningful progress [11]. Schedule communication batches outside your peak window instead.
The three-block day for remote workers
Here’s a simple time architecture framework – what we call the Three-Block Day. Divide your workday into three distinct blocks, each with its own purpose.
| Block | Purpose | Duration | Key activities |
|---|---|---|---|
| Block 1: Creation | Peak energy hours | 2-3 hours | Deep work only. Hardest, most important tasks. No communication tools open. |
| Block 2: Collaboration | Mid-energy hours | 2-3 hours | Meetings, emails, Slack, phone calls, team check-ins. Batch all communication. |
| Block 3: Administration | Low-energy hours | 1-2 hours | Routine tasks, planning tomorrow, filing, simple edits. End with shutdown ritual. |
The order of these blocks depends on your chronotype, not convention. If you’re sharpest at 6 AM, your creation block starts then. If you don’t hit peak focus until 2 PM, schedule meetings and emails in the morning. This approach works just as well as a productivity guide for remote teams – managers can map each team member’s peak hours and protect them from meeting overload. Time architecture works by matching task demands to cognitive capacity rather than forcing deep work into whatever time slot happens to be free.
Between each block, build in a 10-15 minute transition ritual. Stand up. Walk to a different room. Get a drink. This micro-break mimics the natural transitions that happen in an office (walking to a meeting room, going to the break room) and helps your brain shift gears between different work modes. Sophie Leroy’s research on attention residue shows that structured transitions reduce the lingering mental attachment to a prior task [12].
How to set boundaries for remote work
Boundaries are the most underrated component of any remote worker productivity guide. Without them, work expands to fill every available hour. And in a home environment, every hour is technically available. Gallup’s workplace research consistently shows that remote workers who establish firm work-life boundaries report significantly higher engagement and lower burnout risk compared to those who let work and life blend freely [13].
Boundary rituals are planned, repeatable actions performed at the start and end of the workday that create psychological separation between professional and personal time, replacing the natural transitions that commuting and physical office departure once provided.
Boundaries come in four types, and you need all of them. First is temporal – set a hard start and hard stop time, not a guideline but a rule. When your workday ends, close your laptop. Not after one more email. Close it. Cal Newport, a Georgetown computer science professor, describes this practice as a “shutdown complete” ritual in Deep Work – a specific phrase or action that signals to your brain that work is done for the day [14].
A shutdown ritual might look like this: review tomorrow’s priorities, write them down, close all work applications, say “shutdown complete” out loud, and move to a different room. The spoken phrase sounds odd, but it functions as a verbal bookmark. Your brain stops cycling through unfinished work tasks once you’ve told it they’re parked for tomorrow.
“A shutdown ritual…ensures that every incomplete task, goal, or project has been reviewed and that for each you have confirmed that either (1) you have a plan you trust for its completion, or (2) it’s captured in a place where it will be revisited when the time is right.” – Cal Newport, Deep Work [14]
Second is spatial – create physical boundaries even in a shared space. If you don’t have a separate room, use a door, a screen, or visual boundaries that others in your home understand. Third is technological – mute work notifications after hours. Turn off work email on your phone. Remove work apps from your home screen if you can. Fourth is social – communicate your boundaries to people you live with and to colleagues. “I’m unavailable after 5 PM” becomes a known fact, not a request.
Boundaries work not because they prevent work, but because they eliminate the constant decision about whether to keep working.
How do you recover focus after home-based interruptions?
Home interruptions happen. The dog barks. A family member asks a question. A delivery arrives. Unlike office interruptions (where you close your door or find a quiet meeting room), home interruptions feel embedded in your work environment. They blend together.
Attention residue is the phenomenon where cognitive focus from a prior task continues to occupy working memory after switching activities, reducing performance on the current task even though the switch has already occurred.
Sophie Leroy’s foundational research on attention residue shows that simply switching tasks doesn’t clear your mental focus – part of your attention stays attached to the previous task, reducing performance on your current task significantly [12]. In a home office with interruptions happening in the same physical space, attention residue accumulates faster because there’s no environmental change to help reset your mental state. Understanding why certain cognitive biases keep you tethered to interrupted tasks can make these recovery techniques even more effective.
The Context Reset Protocol is a four-step interruption recovery process designed for home-based remote workers that uses place-capture, physical relocation, sensory reset, and re-entry cues to restore focused attention within 90 seconds of a disruption.
When you get interrupted, you need a ritual that closes the previous task mentally and starts the new one fresh. Here’s how the Context Reset Protocol works:
- Capture your place. When interrupted, write down the single next action you’d take if the interruption hadn’t happened. This creates a memory anchor so you don’t lose your place.
- Take a full 60-90 second break. Leave your desk. Move to a completely different room – not just another spot in your home office, but a different room entirely.
- Do something sensory. Splash your face with cold water, do three minutes of stretching, drink something cold. Something that feels completely different from your work.
- Return and re-enter. Go back to your desk, read the note you wrote in step one, and pick up exactly where you left off.
Tracking your deep work hours and interruption frequency through a goal tracking system helps you identify patterns and protect your most productive windows over time.
Home interruptions cannot be prevented, but recovery protocols can minimize their cost to focused output.
Keeping your system running when real life disrupts it
Every productivity system fails eventually. You get sick. A family emergency happens. Work becomes chaotic. Your carefully designed remote work structure collapses. The question is what happens next.
Most people treat a productivity lapse as failure and rebuild from scratch. Better approach: build a degraded-mode version of your system that activates when normal productivity isn’t possible. Your three-block day collapses to two blocks. Your 90-minute deep work block becomes 45 minutes. Your three communication batches become two. You’re still maintaining the architecture, just with smaller blocks.
Here’s what degraded mode looks like in practice. A normal day has a 2.5-hour creation block, a 2-hour collaboration block, and a 1.5-hour administration block. On a chaotic day, the creation block drops to 60 minutes first thing in the morning before disruptions start. Collaboration shrinks to a single 45-minute window for the most urgent communication. Administration disappears entirely or gets 20 minutes at end of day. Total structured time: about 2 hours instead of 6. But those 2 hours preserve the core habit of structured work, which makes returning to full capacity far easier than restarting from zero.
Plan this in advance. Write down what your system looks like during a chaotic week. Not “stop trying” – that leads to re-entering normal mode being almost impossible. Instead, “shift to resilience mode with 50% normal duration.” Then when crisis hits, you don’t need to decide what to do. You have a pre-planned version ready to activate. This kind of advance planning is what separates remote work productivity tips that sound good from systems that actually survive contact with real life.
A monthly system review keeps your productivity approach from eroding as circumstances change. Schedule 30 minutes at the end of each month to reflect on what worked, what didn’t, and what needs adjustment. For additional tactical ideas on maintaining momentum, see our work-from-home productivity tips. Small tweaks every month prevent the need for a complete system overhaul.
The system that works is the one you can maintain on your worst day, not just your best.
Making remote work productivity work when you have ADHD or kids
For ADHD brains
The standard remote work productivity system assumes stable attention and the ability to protect focus time. If you have ADHD, attention isn’t stable and focus time is constantly under threat. A 2022 systematic review in Frontiers in Psychology found that environmental modifications – including workspace restructuring, noise reduction, and external accountability tools – are recommended as a first-line intervention for adults with ADHD in work settings, though research specific to remote environments remains limited [16]. Three adaptations help.
First, make your environment changes more extreme. Not just a separate desk – use visual cues (bright colors, different lighting), physical objects that signal work mode (putting on headphones even without audio), and external accountability tools like body doubling with video calls or shared focus timers. Apps like Focus@Will, which provides neuroscience-based music designed for sustained attention, can be particularly useful for ADHD brains that need auditory stimulation to maintain focus.
Second, reduce block lengths dramatically. Instead of 90-minute deep work blocks, use 25-30 minute focused bursts with structured breaks. Third, build in movement. ADHD brains respond to stimulation, so add standing desks, fidget tools, or walking while on calls. For broader ADHD-specific productivity strategies, see our guide on managing ADHD productivity challenges.
For working parents
The parent-specific challenge is that any system requiring consistent daily time blocks will fail when your toddler decides 3 AM is a great time to be awake. Your remote work system needs to accommodate interruption as a normal feature, not an exception.
Build smaller blocks (60 minutes instead of 90). Create a signal system with people in your home (closed door plus headphones means “don’t interrupt unless it’s an emergency”). Use the Context Reset Protocol religiously because you will be interrupted. And most importantly, accept that on some days your system will be in degraded mode. That’s not failure. That’s design working as intended.
The productivity system that works is the one designed for both best-case and worst-case days.
Ramon’s take
Three years remote and the thing that still gets me is how much the physical setup matters more than the schedule. I kept tweaking my calendar when I should’ve been rearranging my desk. Wonder if that’s actually where most people get stuck too.
What changed my thinking was realizing that remote work productivity isn’t about working harder. It’s about protecting the conditions where deep work becomes possible. That means saying no to meetings during peak hours, even when people ask. That means nobody sees my deep work output, which makes me nervous, but the output itself is better. And it means accepting that some days the system will fail, and that’s okay if I have a recovery plan.
The honest part: I still struggle with the shutdown ritual. I’ll close my laptop and then find myself checking email on my phone ten minutes later. So I adjusted – my phone now leaves my home office at 5 PM. Can’t check what I can’t reach. It feels a bit extreme, but it works.
Conclusion
Remote work productivity isn’t a personality trait – it’s a system design problem. The people who thrive remotely aren’t more disciplined or more motivated. They’re the ones who designed environments, time blocks, and boundaries that make productivity the easy choice instead of the hard one. This entire remote work productivity guide comes down to a single shift: stop relying on willpower and start building infrastructure.
The paradox of remote work is that structure makes freedom possible. The more intentional boundaries you build, the more genuine flexibility you get.
In the next 10 minutes
- Identify the location where you work from home and decide if it needs one physical change (lighting, noise barriers, or phone placement).
- Track your energy for tomorrow, noting when you feel sharpest and when you hit the afternoon slump.
- Choose one boundary ritual to start with – either a shutdown ritual or a work-start ritual.
This week
- Make one environmental change to your workspace and observe how it affects your focus for three days.
- Identify your two-to-three hour peak cognitive window and protect it from meetings and communication for at least three days.
- Implement your shutdown ritual daily and note how it affects your ability to detach from work.
There is more to explore
For deeper strategies on protecting focus time when working remotely, explore our guide on deep work strategies. If your challenge is more about managing your schedule than your environment, our time management techniques guide covers energy-based scheduling and time blocking in detail. And for guidance on remote team communication and async collaboration, we cover how to reduce meeting overload while keeping teams aligned.
Take the next step
Ready to implement a full productivity system for your remote work environment? The Life Goals Workbook includes daily productivity tracking templates, energy mapping worksheets, and a boundary ritual checklist designed specifically for remote work contexts.
Frequently asked questions
How long does it take to establish a remote work productivity system?
Most people see productivity improvements within one week of implementing environmental changes and time blocking. Habit formation research suggests the system feels automatic after 4-6 weeks of consistent daily use [2]. The key is maintaining the structure even during busy weeks when it’s tempting to abandon it – those are the weeks when the system matters most.
Can remote work productivity systems work for team-based projects?
Yes, with scheduling coordination. Individual deep work blocks should be staggered across team members, with communication batches scheduled during overlap windows. Tools like shared calendars that show when team members are in focused mode help prevent meeting overload. The principle remains the same – protect deep work time and batch communication into defined windows.
What if you share your home with others who don’t work remotely?
Set up a three-part signal system: a visual indicator (closed door or sign) for focus time, a verbal agreement about interruption rules, and a scheduled daily check-in so housemates know when you’ll be available. Derks and Bakker’s research found that workers with clear boundaries around availability experienced less work-home interference [3]. For highly disruptive environments, use noise-canceling headphones, work from a coffee shop during key hours, or adjust your schedule to work during their quiet times.
How do you handle unexpected meetings that disrupt your deep work blocks?
Use the Context Reset Protocol to recover focus afterward – capture your place, take a 60-90 second break, do a sensory reset, then re-enter. If a pattern of disruptions emerges, have a conversation with your manager about protecting deep work windows. Leroy’s research on attention residue confirms that unstructured task switching degrades performance on the subsequent task [12]. Some teams use ‘no meeting’ windows or ‘focus hours’ to address this structurally.
Should remote work schedules match your coworkers’ hours?
Not entirely, but 4-6 hours of daily overlap is sufficient for team coordination. Core collaboration hours should match, but deep work can happen during your personal peak energy window even if it differs from teammates’ schedules. Document when you’re available and when you’re in focused mode so colleagues can plan asynchronously around your deep work blocks.
What about work-from-anywhere arrangements where location changes daily?
Prioritize digital and ritual-based structure over physical workspace design. Portable elements include noise-canceling headphones for focus blocks, a consistent shutdown ritual, and time architecture that travels with you regardless of location. Ward’s research suggests that keeping your smartphone in a separate bag during focused work creates beneficial friction against distraction [9], which works at any location.
Does remote work productivity decline over time without intervention?
It typically does. Without regular maintenance, remote workers gradually drift toward reactive habits – checking email first, skipping shutdown rituals, letting meetings invade deep work blocks. Sonnentag’s research on recovery and detachment shows that boundary erosion correlates with increased burnout risk over time [3]. The monthly system review described in this guide prevents that drift through small, regular adjustments.
Glossary of related terms
Deep work is professional activity performed in a state of unbroken concentration that pushes cognitive abilities to their limit, producing high-quality output that advances skill or understanding.
Energy-based scheduling is the practice of assigning tasks to time blocks based on the cognitive or physical energy they demand, rather than scheduling tasks based solely on deadline or priority.
Asynchronous communication is written exchange of information that does not require all participants to be present at the same time, as opposed to synchronous communication like meetings or phone calls.
Context switching is the process of shifting attention from one task to another, which carries cognitive overhead and a temporary reduction in focus quality even after the switch has occurred.
Chronotype is an individual’s natural predisposition toward being most alert and productive at specific times of day, typically categorized as morning, intermediate, or evening types.
References
[1] Bloom, N., Han, R., & Liang, J. (2024). “Hybrid Working from Home Improves Retention without Damaging Performance.” Nature, 630, 920-925. https://doi.org/10.1038/s41586-024-07500-2
[2] Hennecke, M., Cziehso, S., & Hoffmann, B. (2019). “Promoting Work Break-Taking: How and When Micro-Breaks Increase Willpower for Goal-Directed Work.” Motivation and Emotion, 43, 334-348. https://doi.org/10.1007/s11031-019-09755-1
[3] Derks, D., & Bakker, A. B. (2014). “Smartphone Use, Work-Home Interference, and Burnout: A Diary Study on the Moderating Role of Social Norms and Employee Work Motivation.” Journal of Occupational Health Psychology, 19(3), 372. https://doi.org/10.1037/a0036564
[4] Neeley, T. (2021). Remote Work Revolution: Succeeding from Anywhere. Harper Business. https://www.hbs.edu/faculty/Pages/item.aspx?num=59302
[5] Oseland, N. (2009). “The Impact of Psychological Factors on Office Productivity.” Journal of Corporate Real Estate, 11(3), 144-155. https://doi.org/10.1108/14630010910940844
[6] Knez, I., & Kers, C. (2000). “Effects of Indoor Lighting, Air Temperature and Noise on Cognitive Performance and Self-Reported Physical Comfort.” Journal of Environmental Psychology, 20(4), 383-395. https://doi.org/10.1016/S0272-4944(00)00028-8
[7] Mills, P. R., Tomkins, S. C., & Schlangen, L. J. (2007). “The Effect of High Correlated Colour Temperature Office Lighting on Employee Wellbeing and Work Performance.” Journal of Circadian Rhythms, 5, 2. https://doi.org/10.1186/1740-3391-5-2
[8] Szalma, J. L., & Hancock, P. A. (2011). “Noise Effects on Human Performance: A Meta-Analytic Synthesis.” Psychological Bulletin, 137(4), 682-707. https://doi.org/10.1037/a0023987
[9] Ward, A. F., Duke, K., Gneezy, A., & Bos, M. W. (2017). “Brain Drain: The Mere Presence of One’s Own Smartphone Reduces Available Cognitive Capacity.” Journal of the Association for Consumer Research, 2(2), 140-154. https://doi.org/10.1086/691462
[10] Dijk, D. J., & Archer, S. N. (2010). “PERIOD3, Circadian Phenotypes, and Sleep Homeostasis.” Sleep Medicine Reviews, 14(3), 151-160. https://doi.org/10.1016/j.smrv.2009.07.002
[11] Iqbal, S. T., & Bailey, B. P. (2008). “Understanding and Managing Interruptions.” In Proceedings of Extended Abstracts on Human Factors in Computing Systems, 2857-2862. https://doi.org/10.1145/1357054.1357108
[12] Leroy, S. (2009). “Why Is It So Hard to Do My Work? The Challenge of Attention Residue When Switching Between Work Tasks.” Organizational Behavior and Human Decision Processes, 109(2), 168-181. https://doi.org/10.1016/j.obhdp.2009.04.002
[13] Gallup. (2023). “State of the Global Workplace: 2023 Report.” Gallup Research. https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx
[14] Newport, C. (2016). Deep Work: Rules for Focused Success in a Distracted World. Grand Central Publishing. https://www.calnewport.com/books/deep-work/
[15] Mehta, R., Zhu, R. J., & Cheema, A. (2012). “Is Noise Always Bad? Exploring the Effects of Ambient Noise on Creative Cognition.” Journal of Consumer Research, 39(4), 784-799. https://doi.org/10.1086/665048
[16] Adamou, M., Fullen, T., & Jones, S. L. (2022). “A Systematic Review of Interventions to Support Adults with ADHD at Work.” Frontiers in Psychology, 13, 893469. https://doi.org/10.3389/fpsyg.2022.893469
