Updated September 2025 with latest insights on perfectionism and workplace burnout
You know that team member who stays late every night, redoes work that's already perfectly fine, and seems physically unable to submit anything until it's absolutely flawless? The one who gets amazing results but looks increasingly exhausted and stressed?
If you're managing high-performing perfectionists, here's something you need to know: they're burning out faster than anyone else on your team, and they're probably hiding it really well.
Perfectionists are often your "A" players – the ones who deliver exceptional work, meet impossible deadlines, and seem to have everything under control. But underneath that polished exterior, they're often running on empty, driven by standards that are literally impossible to maintain.
The Hidden Cost of "Getting It Perfect"
Here's what's really happening with your perfectionist team members:
They set expectations that are far beyond what's actually required – sometimes even beyond what's humanly possible. It's like they're playing a game where the rules keep changing, and the finish line keeps moving further away.
I remember when my daughter was studying nursing. Like many perfectionists, she'd leave assignments until the last minute (and I always wondered if this was procrastination or actually fear of not getting it right). She'd pull all-nighters to make sure everything was absolutely perfect, then spend days afterward beating herself up and worrying she wouldn't get a good grade. The reality? She always got top marks.
But here's the thing: that cycle of overworking, self-criticism, and anxiety is exhausting. And when you repeat it day after day, week after week, it leads straight to burnout.
Why Perfectionism and Burnout Go Hand in Hand
Perfectionists create their own burnout through several patterns:
The "Never Good Enough" Trap
No matter what they achieve, it never feels sufficient. They focus on the 2% that could be better rather than celebrating the 98% that's excellent.
The Overwork Cycle
They work longer hours, take on more tasks, and have completely unrealistic views of what their job actually requires. They're essentially doing the work of two people while expecting themselves to do it perfectly.
The Isolation Factor
Perfectionists rarely ask for help or delegate because they believe no one else can do it as well as they can. This creates massive workloads and feelings of loneliness because they don't feel anyone understands their situation.
The All-or-Nothing Mindset
There's no middle ground for perfectionists. It's either perfect or it's a failure. This black-and-white thinking creates enormous pressure and makes every task feel high-stakes.
The Perfectionism-Perimenopause Connection
If you're managing women in their 40s and 50s who are perfectionists, there's an additional layer of complexity. Hormonal changes during perimenopause can amplify perfectionist tendencies:
- Brain fog makes them doubt their competence, so they overcompensate by working even harder
- Sleep disruption affects performance, leading to longer hours trying to achieve the same results
- Mood fluctuations can intensify self-criticism and the fear of making mistakes
- Energy changes mean they're pushing themselves when their bodies need rest
This combination of perfectionism and hormonal changes can accelerate burnout in ways that many managers don't recognise.
The Truth About Perfectionism
Here's something most people don't realise: perfectionism isn't something you're born with. It's a learned behaviour, usually developed in childhood through observing others or living with extremely high expectations.
Common origins of perfectionism include:
- Parents or caregivers who had impossibly high standards
- Environments where love or approval was conditional on performance
- Experiences where mistakes led to significant consequences
- Being praised only for achievements rather than effort
The good news? Since perfectionism is learned, it can be unlearned. But most perfectionists have never questioned whether these patterns are actually serving them.
What Managers Can Do to Help
If you recognise perfectionist patterns in your team members, here's how you can support them without enabling the destructive behaviors:
Set Realistic Expectations and Deadlines
- Be specific about what "good enough" looks like for different types of tasks
- Create deadlines that include buffer time so they're not always rushing
- Distinguish between high-stakes work that needs extra attention and routine tasks that don't
Provide Positive Reinforcement Strategically
- Acknowledge effort and process, not just perfect outcomes
- Celebrate "good enough" work when it meets the actual requirements
- Point out when they're exceeding what's necessary and help them calibrate
Create Safe Spaces for Imperfection
- Model making mistakes and showing how you handle them
- Share stories of successful projects that weren't perfect but achieved their goals
- Normalise iteration and improvement rather than getting it right the first time
Encourage Help-Seeking and Delegation
- Make it clear that asking for help is valued, not a sign of weakness
- Provide specific opportunities for collaboration rather than leaving it up to them
- Recognise and reward effective delegation when you see it
When to Suggest Professional Support
Sometimes perfectionism runs so deep that workplace adjustments aren't enough. Consider suggesting professional support if you notice:
- Extreme anxiety about making any mistakes
- Working excessive hours despite meeting all deadlines
- Physical symptoms of stress (headaches, digestive issues, insomnia)
- Difficulty accepting feedback, even positive feedback
- Paralysis when facing new or ambiguous tasks
Therapies like NLP (Neuro-Linguistic Programming) and hypnotherapy can be particularly effective for addressing perfectionist patterns because they work with the subconscious beliefs that drive these behaviours.
The Business Case for Addressing Perfectionism
Supporting your perfectionist employees isn't just about being nice – it's smart business:
- Prevents burnout and turnover of your highest performers
- Increases actual productivity (perfectionism often slows things down)
- Improves team dynamics when perfectionists learn to collaborate
- Reduces stress-related sick leave and performance issues
- Creates more sustainable high performance over the long term
Creating a Culture That Supports Excellence Without Perfectionism
The goal isn't to lower standards – it's to create sustainable excellence. This means:
- Defining what success actually looks like for different types of work
- Celebrating progress and learning alongside achievements
- Making it safe to take calculated risks and learn from mistakes
- Modelling healthy work-life integration at the leadership level
Your Next Step as a Manager
If you recognise perfectionist patterns in your team, start with one simple conversation. Ask them: "What would need to be different for you to feel comfortable submitting this work a day earlier?"
Listen to their answer. You'll likely hear about fears, standards, and beliefs that are driving them to overwork. That's your starting point for providing the support they actually need.
The strategies I work with help both individuals and teams understand how to maintain high standards without the destructive patterns that lead to burnout. Because the best managers don't just manage performance – they help their people perform sustainably.
Concerned about perfectionism driving burnout in your team? As a Clinical Hypnotherapist and Transformational Menopause Coach specialising in helping high-achieving perfectionists create sustainable success, I work with both individuals to address the root causes of perfectionist burnout.
Let's discuss strategies that maintain excellence while protecting well-being.
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