We often think of perfectionism as a strength:  the drive to do things well, to get every detail right, and to take pride in quality work. But research increasingly shows that perfectionism can be a double-edged sword. It may begin with healthy striving, but it can quickly turn into a cycle of stress, self-criticism, and burnout.

In today’s world of constant connection, performance metrics, and “doing more with less,” it’s no wonder perfectionism is on the rise in the workplace.

The Research: What We Know About Perfectionism

Perfectionism isn’t one thing; it’s a collection of tendencies that reflect how we relate to achievement, mistakes, and self-worth. Psychologists typically describe two core dimensions:

• Perfectionistic strivings – setting high personal standards and pursuing excellence.

• Perfectionistic concerns – fear of failure, self-criticism, and worrying about others’ expectations.

A recent meta-analysis published in the Journal of Occupational and Organisational Psychology (Bellam & Curran, 2025) found that while both types of perfectionism were linked to longer working hours, only the “striving” element showed a small positive relationship with performance. The “concerns” element (the self-critical, anxious side) was unrelated or even negatively linked to performance. In other words, perfectionists may work harder, but not necessarily better.

The same pattern emerges when examining stress and burnout. A meta-analysis by Hill & Curran (2016) found that perfectionistic concerns were strongly associated with burnout symptoms such as exhaustion and cynicism, while strivings showed either weak or protective effects. Longitudinal studies, such as Childs & Stoeber (2012), have even shown that socially prescribed perfectionism (the sense that others expect you to be flawless) predicts increased role stress and emotional exhaustion over time.

The conclusion? Perfectionism looks productive on the surface, but it’s often unsustainable. It fuels effort and hours, rather than necessarily impacting results.

The Individual Impact

At the individual level, perfectionism can feel like a constant inner pressure. Common signs include:

• Working long hours or rechecking tasks repeatedly

• Delaying submission or avoiding feedback until work feels “perfect”

• Procrastination due to fear of mistakes

• Struggling to switch off or feeling guilty when resting

• Harsh self-talk and fleeting satisfaction from success

These behaviours often begin as dedication but become draining over time. They also reduce creativity and adaptability: two qualities we need most in modern work.

How to Support Ourselves

Overcoming perfectionism doesn’t mean lowering standards. It’s about creating balance and striving for excellence without sacrificing wellbeing. Here are a few evidence-based strategies you can try:

1. Notice your perfectionistic patterns.
   Keep a brief journal or reflection log. What situations trigger your perfectionism? Deadlines, visibility, comparison? Awareness is the first step.

2. Practise self-compassion.
   Talk to yourself the way you would talk to a valued colleague. Research by Neff (2003) shows that self-compassion supports resilience and motivation more effectively than self-criticism.

3. Set “fit-for-purpose” standards.
   Ask yourself: “What level of quality does this task actually need?” Not every task needs to be a masterpiece.

4. Share work in progress.
   Challenge the “I can’t show it until it’s perfect” mindset. Seeking early feedback helps you reframe mistakes as part of the process.

5. Protect your recovery.
   Perfectionists often struggle to switch off. Create daily stop points, schedule rest, and treat recovery as a performance strategy, not an indulgence.

How Organisations Can Help

Perfectionism doesn’t just affect individuals; it shapes team dynamics and workplace culture. When perfectionistic behaviours are rewarded, they can spread and create environments where people overwork, fear mistakes, and hide learning opportunities. Here’s how organisations can help:

1. Redefine success.
   Reward progress, learning, and collaboration, not just flawlessness or visible effort. Review how “excellence” is described in performance frameworks.

2. Build psychological safety.
   Encourage leaders to share their own learning moments. When people feel safe to experiment and make small mistakes, innovation and wellbeing both rise.

3. Normalise “good enough.”
   Encourage teams to define what “fit for purpose” looks like for each project. A culture of iteration and learning reduces anxiety and the need for perfectionistic checking.

4. Support boundaries and recovery.
   Role-model rest and realistic workload expectations. Burnout prevention isn’t a luxury; it’s a business continuity strategy.

5. Provide coaching and support.
   Coaching can help individuals reframe perfectionistic beliefs, build self-compassion, and adopt sustainable work habits. For neurodivergent employees, personalised workplace needs assessments can help ensure systems and expectations are supportive, not punitive.

From Pressure to Purpose

Perfectionism is rarely about wanting to be perfect. It’s about wanting to feel safe. When workplaces focus on safety, trust, and learning, people perform better because they’re supported, not because they’re scared.

At Mindset, we help organisations move from pressure to purpose: transforming perfectionism from a source of stress into a driver of growth and wellbeing.

If your team or organisation is noticing the signs of perfectionism, burnout, or overwork, we can help.
Explore our training, coaching, and consultancy services to start creating a culture where people can thrive-  not just strive.

👉 Contact us to learn more.

 

 

 

References:

• Bellam, S. & Curran, T. (2025). Perfectionism and work performance: A meta-analysis. Journal of Occupational and Organisational Psychology. https://bpspsychub.onlinelibrary.wiley.com/doi/10.1111/joop.70050

• Hill, A. P., & Curran, T. (2016). Multidimensional perfectionism and burnout: A meta-analysis. Perspectives on Psychological Science, 11(2), 284–300. https://doi.org/10.1177/1745691615595432

• Childs, J. H., & Stoeber, J. (2012). Do you want me to be perfect? Two longitudinal studies on socially prescribed perfectionism, stress, and burnout. Personality and Individual Differences, 52(8), 887–892. https://doi.org/10.1016/j.paid.2012.02.029

• Neff, K. D. (2003). Self-compassion: An alternative conceptualisation of a healthy attitude toward oneself. Journal of Personality and Social Psychology, 85(1), 87–104. https://doi.org/10.1037/0022-3514.85.1.87