If you're among the 93% of people who struggle with perfectionism at work, new research suggests that your experience may depend less on your own high standards and more on whether those standards meet your supervisor's expectations.
Researchers from the University of Florida Warrington College of Business found that whether perfectionism helps or harms employees depends largely on whether employees' personal standards align with their supervisors' expectations.
Specifically, they looked at the connection between employees' self-oriented perfectionism, or the expectations of flawlessness they set for themselves, and supervisors' other-oriented perfectionism, which reflects the extent to which they set excessively high standards for and critically evaluate their employees' performance.
Using data from more than 350 employees and about 100 supervisors, the researchers found that perfectionism's impact depends on whether employees' standards align with what their supervisors expect and how clearly those expectations are understood.
When employees' personal standards are aligned with their supervisors' expectations, they tend to experience less role ambiguity, meaning they have less uncertainty about the expectations and standards for their role, why those standards matter and the consequences of not meeting them. This clarity in their work is linked to better performance, lower burnout and higher job satisfaction.
"Problems between employees and their supervisors are more likely to arise when these expectations don't match," explained Brian Swider , Beth Ayers McCague Family Professor.
The most difficult situation occurs, Swider and his colleagues found, is when supervisors expect higher levels of perfectionism than employees expect from themselves. In these cases, employees reported greater uncertainty about their roles, along with worse work outcomes including higher burnout and lower job satisfaction.
"If you're an employee who struggles with perfectionism at work, our findings suggest that understanding your supervisor's expectations may be just as important as managing your own tendencies towards perfectionism," Swider said. "Talking to your supervisor about priorities, standards and how your performance will be evaluated can help reduce uncertainty and ensure you both share a clear understanding of what success looks like."
The researchers have similar recommendations for employers: help your employees by clarifying expectations through regular feedback and performance conversations to reduce role ambiguity, as doing so can provide employees with a better understanding of role expectations and enhance mutual understanding of those standards. The researchers also recommend that organizations should consider how employees and supervisors are paired, as mismatched expectations can increase stress, reduce job satisfaction and ultimately impact performance.
The research, " The influence of employee-supervisor perfectionism (in)congruence on employees: a configurational approach ," is published in Organizational Behavior and Human Decision Processes.
