For many employees who experience perfectionism in their work, the challenge is not only about setting high personal standards. New research suggests that outcomes may depend more on how well those standards align with what their supervisors expect. In other words, the impact of perfectionism is shaped by the relationship between individual expectations and managerial demands.

A study conducted at the University of Florida Warrington College of Business examined how different forms of perfectionism interact in the workplace. The researchers focused on two key perspectives: employees’ self-imposed standards and supervisors’ expectations of their staff. Rather than viewing perfectionism as purely beneficial or harmful, the study explored how these perspectives combine to influence work experiences.

Drawing on data from hundreds of employees and their supervisors, the findings indicate that alignment plays a central role. When employees clearly understand what is expected of them and feel that their own standards are in step with those expectations, they are more likely to experience clarity in their roles. This sense of clarity is associated with more positive outcomes, including stronger performance, greater job satisfaction and lower levels of burnout.

By contrast, difficulties tend to emerge when expectations are not well matched. Employees may feel uncertain about what is required of them, why certain standards matter or how their work will be evaluated. This lack of clarity can lead to increased stress and less favourable outcomes overall. The research highlights that mismatches—especially when supervisors demand more than employees expect of themselves—can be particularly challenging, often resulting in higher burnout and reduced satisfaction at work.

The findings suggest that both employees and employers can take practical steps to improve alignment. For individuals, having open conversations with supervisors about priorities, performance standards and evaluation criteria can help reduce uncertainty. For organisations, providing consistent feedback and ensuring expectations are clearly communicated can support a better understanding on both sides. Thoughtful pairing of employees and supervisors may also help minimise mismatched expectations, ultimately contributing to healthier and more effective workplace environments.

More information: Brian Swider et al, The influence of employee-supervisor perfectionism (in)congruence on employees: a configurational approach, Organizational Behavior and Human Decision Processes. DOI: 10.1016/j.obhdp.2026.104475

Journal information: Organizational Behavior and Human Decision Processes Provided by University of Florida