Workaholism and perfectionism. Competitive advantage or business enemy?

Imagine, you’re interviewing a candidate and he/she tells you: “I’m a workaholic” or “I’m a perfectionist.” The candidate is very proud of these characteristics, backs it up with examples, and expects you to appreciate it. But are perfectionism and workaholism always a competitive advantage? We don’t think so.

What’s behind these characteristics

Like other pseudo advantages, perfectionism is a result of deep personal beliefs. It’s a behavior strategy that suppresses fears, shame, and other negative emotions. In the short term, it helps to deliver great results and impress as a decent employee, but in the medium and long term, it negatively affects both person and business.

Many perfectionists are like ticking time bombs. They analyze too much, endlessly reflect on the problem, and at the same time not get closer to its solution.

Perfectionists:

• spend too much time and energy on one task and are not able to work iteratively;
• set unrealistic goals;
• break deadlines;
• hide their mistakes from others;
• are not inclined to risk, and therefore, hinder innovation and growth.

Their high working standards prevent them from effective problem solving, actionable retrospectives, and gradual improvements. It imposes a lot of cost on the employer.

Things are the same with workaholics

Of course, you admire their passion to work. What manager doesn’t like it when an employee dedicates everything to work? But the risks are too high. Once you have to urgently cease the employee or strengthen him/her with a partner, workaholism is no longer a benefit.

Obsession with work inevitably leads to burnout — and an employee gets more and more tired, less efficient and less creative. Creativity flourishes only if there’s enough free time, a variety of hobbies, and communication with other people.

How not to deal with pseudo advantages in an interview

• Candidates are better to tell about their competencies, decision-making culture, hobbies after all. Mental health issues can be discussed in the context of the development plan, but we don’t recommend demonstrating them in an interview as a competitive advantage. Ideally, you should start working on them once you noticed these -isms unless they hurt you.
• Companies should better evaluate candidates in terms of specific competencies and what they can bring to the business. Don’t think you’ll be able to outwit -isms and use it for the selfish purposes. In the medium and long term you’ll definitely suffer from it.