Managing a Perfectionist
Ah, perfectionism. What we all wouldn’t give to turn in that perfect report with no mistakes found, a killer depictive chart and the best layout.
Yet every project has a deadline. As nice as it would be to think of every possible interactive graphic, you have to prioritize what is most important as you work toward that deadline.
I was glad to see that this HBR article pointed out some of the positives of perfectionism. A perfectionist’s attention to detail says a lot about a person’s commitment and level of standards at work. On the downside though, perfectionists often fail to delegate tasks and find it difficult to manage groups without stepping on a few toes.
The solution? This article suggests:
- Assign perfectionists to projects where attention to detail is extremely important. This gives them a chance to thrive. Jobs that are wider in scope require more delegation; since perfectionists have a tendency to get wrapped up in each person’s job, keep them to a narrow focus.
- Establish a mentoring program. Many perfectionists don’t understand the impact of their high standards on a team. We all have our faults and quirks; as a manager you want to bring out the best in your employees. This article mentions having a “reformed perfectionist” as a possible mentor. Whether they are perfectionists or not, be sure to pair them appropriately with a mentor who can help them grow professionally.
Finally, a good practice for all managers is to acknowledge a team member when they begin to adapt well, delegate a task and prioritize. Everyone could use a little appreciation every now and then!
Have you dealt with a perfectionist before? What are some tactics you used? How did they work? Let me know in the comments section.
