This is pretty good advice. I'll add onto this: - Your company is idiotic in how they use Slack. With what I assume is a large company (1000+ channels) teams s

This is pretty good advice. I'll add onto this: - Your company is idiotic in how they use Slack. With what I assume is a large company (1000+ channels) teams shouldn't have to respond to mentions with the possible exception of people directly on your team. Suggest/insist that the team implement a formal request intake system and actively discourage mentions. On my SRE team, we directly told other teams that Slack was not a method to request that work be done, and that all requests via Slack would be ignored. Our public channel was for asynchronous informational questions only (and please read the docs first). If your team has an on-call obligation, it shouldn't be implemented through Slack mentions, it should be through a defined incident management process with the appropriate policies and tools designed for that job. - Remember that you have a diagnosed condition that can be considered a disability and that your employer must by law make reasonable accommodations for it if you live in the USA. You should insist on being provided a method of work that accommodates you (and you're not even asking for anything that costs money). If you get pushback on this Slack situation, insist in writing that this is a disability issue and you are formally requesting a disability accommodation and include HR on your request. (It's true that HR is there to protect the company and not you, and in this situation that's exactly what they'll do: protect the company from an ADA lawsuit by accommodating your disability) To be quite honest I'm not even sure your ADHD is actually the problem here. Your company sounds like a nightmare.