Here are suggested solutions for accommodating an employee with any of these specific limitations:

Inability to screen out environmental stimuli, such as sounds, sights, or smells, which distract you. For example, an employee may have a hard time working next to a noisy printer or in a high-traffic area.
Possible solutions: Move the printer away from the work area; allow the employee to wear headphones playing soft music while they work; install high partitions around the person’s desk.

Inability to concentrate. The employee may feel restless, have a short attention span, be easily distracted, or have a hard time remembering verbal directions. For example, it may be difficult for the person to focus on one task for an extended period of time.
Possible solutions: Break large projects into smaller tasks; assign tasks in writing; allow employee to take short, frequent breaks to stretch or walk around whenever they feel their attention slipping.

Lack of stamina. The employee may not have enough energy to work a full day, or they may find that their medication makes them drowsy.
Possible solutions: Give the person a part-time schedule; provide flex time or job sharing to be sure employee can work only during high energy hours; allow employee to take a mid-day rest break.

Difficulty handling time pressures and multiple tasks. An employee may have trouble managing assignments, setting priorities, or meeting deadlines. For example, s/he may not know how to decide which tasks to do first in order to complete a project by its due date.
Possible solutions: Help employee break larger projects down into manageable tasks; meet regularly with employee to help them prioritize tasks or estimate how long it will take to meet a deadline.

Difficulty interacting with others. An employee may be too shy to talk with co-workers at breaks, or have trouble fitting in by figuring out "how things go around here."
Possible solutions: Pair employee with a co-worker who can introduce the person around and show them the ropes.

Difficulty handling negative feedback. Some employees may have a hard time understanding and interpreting criticism. For example, they may get defensive when someone tells them their work isn't up to standards. It's hard for them to figure out what to do to improve, or they may believe trying to change is worthless.
Possible solutions: Be a good listener: ask for the person’s own perspective on their strengths and weaknesses; ask them to suggest specific ways to improve their own performance; provide feedback in writing and give person an opportunity to discuss it later.

Difficulty responding to change. Unexpected changes at work, such as new rules, job duties, or supervisors and co-workers, may be stressful for employees with or without mental illness. For persons with mental illness, it may take them a little longer to adapt to changes or learn new tasks
Possible solutions: Keep employees informed: provide advance warning of any changes and ask for constructive input as to how to make changes in a way that minimizes stress for everyone.

Additional accommodations that may be appropriate for employees with psychiatric disabilities include:

• flexible scheduling
  
• additional time to learn work related responsibilities
  
• self-paced work load
  
• time off of work for counseling or therapy
  
• working from home
  
• organizational tools: computers, charts, digital assistants, etc.
  
• being part of a small rather than large group when working on a project
  
• reducing distractions in the work area
  

Below are some examples of how an accommodation can be successfully implemented in a work environment:

A rehabilitation counselor for a state agency with Obsessive Compulsive Disorder has difficulty completing paper work on time because he is continually checking and rechecking it. He was encouraged to make a checklist for each report and to check off items as they are completed. Then when he feels the urge to recheck the report he can do this quickly by using his checklist. Another accommodation implemented was to allow him time off the telephone each day to complete paperwork and file information.

An administrative assistant in a social service agency has bipolar disorder. Her duties include typing, word processing, filing and answering the telephone. Her limitations include difficulties with concentration and short-term memory. Her employer provided her with assistance in organizing her work and a dual headset for her telephone that allowed her to listen to music when not talking on the telephone. This accommodation minimized distractions, increased concentration and relaxed the employee. Also, meetings were held with the supervisor once a week to discuss workplace issues. These meetings are recorded so she can remember issues that are discussed and she is able to replay the information to improve her memory.

A repairperson who has severe depression needed to attend periodic work related seminars. The person had difficulty taking effective notes and paying attention in the meetings. The accommodation implemented was to provide a coworker with a notebook that made a carbon copy of each page written. At the end of the session, they would tear out the second copy of the notes and provide it to the repairman. Since he was able to give full attention to the meetings, he was able to retain more of the information.

An office manager who has been treated for stress and depression was unable to meet crucial deadlines. She had difficulty maintaining her concentration and staying focused when trying to complete assignments. She discussed her performance problems with her supervisor and accommodations were implemented that allowed her to organize her time. By scheduling "off" times during the week where she could work without interruptions. She was also provided a flexible schedule that gave her more time for counseling and exercise. The supervisor trained her coworkers on stress management and provided information about the company employee assistance program.