OCD in the Workplace: A Manager’s Guide
Hello, I’m Denise G. Lee, a healing and leadership coach. Today, we’re diving into a topic that doesn’t always get enough attention in the workplace: how managers can support employees with obsessive-compulsive disorder (OCD) and how this condition can affect customer satisfaction.
I know—this isn’t the most exciting topic. But whether you realize it or not, understanding OCD and how it impacts team dynamics and customer service is essential. It won’t just help you become a more supportive manager; it will also create a healthier, more productive work environment.
We’ll also cover how to distinguish between employees who are highly productive due to their strong work ethic and those who agonize over every detail because of unresolved anxiety. Lastly, I’ll share practical tips to help you support a team member struggling with these challenges.
First, let’s roll up our sleeves and talk about the obvious: Why should you even bother dealing with OCD? You’re not a therapist or a coach like me—shouldn’t you just send them a link to my website and keep it moving? Am I right?
Why This Issue Matters
At first glance, some behaviors associated with obsessive-compulsive tendencies might seem harmless or even helpful, especially if you value precision and attention to detail. But when left unchecked or misunderstood, these tendencies can affect more than just the individual employee—they can ripple out into the broader team and customer interactions. Let me explain with a personal story.
When Minds Run and Schedules Run Wild
Obsessive behaviors, like excessive checking or an overwhelming focus on minor details, can delay projects, create unnecessary tension, and, in some cases, affect the overall customer experience.
I’ll never forget when the closing of my last house was delayed—not by one or two weeks, but nearly a month—because my underwriter was obsessing over “saving me money” on the down payment. She didn’t even realize I had the money, and the delays were costing me more in the process. When I finally spoke with the loan originator, he was so casual about the whole ordeal. “Oh yeah,” he said, sounding tired and indifferent. “Cathy tends to get spun up on details without asking too many questions.” I sat there, dumbfounded, holding my phone, wondering how many other people had their home-buying process wrecked because of Cathy’s number-crunching antics.
And just like how dirty underwear can stink up not just your hamper but the whole room, poor productivity can stink up your entire team’s workflow. That’s why it’s crucial to recognize and address these behaviors—not just for the employee’s mental well-being, but for the health of your team and the satisfaction of your customers.
Creating a supportive work environment where employees feel safe talking about their challenges can boost both individual performance and the team’s overall success. This is especially true for employees dealing with OCD or obsessive tendencies. As a manager, it’s your job to recognize these challenges and find ways to accommodate them while still maintaining productivity and customer satisfaction. Make sense? Now, let’s dive into what OCD looks like from a clinical perspective.
What looks like dedication to quality is often driven by anxiety and fear of making mistakes, not a desire for excellence.
Understanding OCD
OCD is a mental health condition. It involves intrusive thoughts (obsessions) and repetitive behaviors (compulsions) that a person feels driven to perform. These behaviors are often meant to reduce anxiety or prevent something bad from happening. However, the fears may be irrational or exaggerated. For example, someone with OCD might feel a strong urge to check if the door is locked repeatedly, even when they know it is.
OCD affects about 2-3% of the U.S. population and can range from mild to severe. For some, it might simply be a nagging worry that interferes with daily tasks, while for others, it can be completely debilitating. It’s important to note that OCD is a recognized anxiety disorder, meaning that it is tied closely to feelings of stress and fear.
Recent research shows that people with OCD have differences in brain areas that control behavior. These areas are important for decision-making, impulse control, and emotional regulation. This means OCD isn’t just about being overly neat or detail-oriented. It’s a complex mental health condition that requires understanding and sometimes medical treatment.Next, I want to talk about Attention Hyperactivity Disorder (AHD) and how people often confuse it with OCD.
How OCD is Not a Symptom of AHD
I want to make something super clear: OCD is not a symptom of AHD. While they can coexist, they are distinct conditions, each with its own set of challenges.
OCD is characterized by intrusive thoughts and compulsive behaviors aimed at reducing anxiety. Picture it like an annoying song stuck in your head that just won’t quit, leading you to perform specific rituals to find relief. On the other hand, AHD is more about difficulty focusing, impulsivity, and hyperactivity. It’s like trying to watch a movie while someone keeps changing the channel—frustrating and distracting, right?
If you or someone you know has OCD, it’s important to understand that it’s not just a side effect of AHD. Both conditions need different types of support and treatment. Knowing the difference can help create better ways to manage each condition, allowing people to find the right tools for their own journeys.
Speaking of knowing what’s going on, in the next section, I’ll discuss other signs that your employee isn’t experiencing OCD but is just having a tough time or, well… just being a bit special.
When It Is Not OCD or Obsessive-Compulsive Tendencies
You’re reading this, and I can almost hear the gears turning in your head. You might be mentally reviewing every time Nervous Ned or Anxious Annie popped up, waving their neurotic flags like they’re in a parade. But before you dive into a self-diagnosis frenzy that would make any therapist weep, let’s hit the brakes and talk about some false flags.
You see, sometimes what seems like OCD is really just a temporary blip on the radar—like when your wifi drops during the big game or when your coffee gets cold because life decided to throw a few curveballs your way. Things like delays, health hiccups, or just the chaos of daily life can lead to behaviors that look a lot like obsessive-compulsive tendencies but are actually just passing moments. Let’s take a look at some false flags for OCD.
Life in the workplace can be messy and unpredictable, but that doesn’t always mean there’s a deeper issue at play. Provide your team with a little grace, support, and maybe a few laughs.
False Flags of Obsessive Compulsive Tendencies
The “What Did I Forget?” Shuffle
Picture this: Annie is in the office, her mind racing like a busy airport. You catch her pacing and muttering about deadlines. She might be in a moment of panic, wondering if she left an important task undone. But guess what? It doesn’t mean she has OCD; it just means she’s juggling a lot of responsibilities. A quick chat with her could help clarify what’s on her plate and ease her mind.
Health Issues Got Her on Edge
Sometimes, when employees feel under the weather, their anxiety levels can skyrocket. If Ned has been sneezing and sniffling lately, he might start worrying about her health—“Is this just allergies, or am I coming down with something serious?” Remind him that it’s okay to take a sick day and recharge. A little time off could be just what he needs to clear his mind.
The “I Can’t Decide” Loop
You’ve probably seen Ned freeze up when he has to make a decision. Maybe it’s choosing a project approach or even deciding where to have the next team lunch. If he seems stuck in an endless loop of overthinking, don’t panic—it’s not necessarily a sign of obsessive tendencies. It’s just a moment of indecision that everyone experiences. Offer to brainstorm with him to ease that pressure and help him move forward.
The Messy Desk Dilemma
We all know that one employee who takes their desk organization to a whole new level. If Annie is obsessively rearranging her workspace or nitpicking about small messes, it might not be a sign of OCD; it could just be her way of coping with the chaos of the office. Instead of worrying, perhaps encourage her to take breaks or help her declutter her space. A little support can go a long way!
Stressful Situations
When big projects loom or deadlines approach, it’s normal for stress levels to rise. If Annie is double-checking everything and obsessing over the tiniest details, it might just be her way of managing stress. Rather than assuming the worst, check in with her to see how she’s feeling about the workload. Sometimes, a little reassurance can make all the difference.
So, as a manager, if you notice your employees waving those neurotic flags, take a step back. Life in the workplace can be messy and unpredictable, but that doesn’t always mean there’s a deeper issue at play. Provide your team with a little grace, support, and maybe a few laughs. Remember, we’re all just trying to navigate the challenges of work and life, and it’s perfectly okay to be a bit of a hot mess sometimes!
But if you are reading this and thinking, ‘Nope, Denise,’ I’ve got your back. In the next section, I will talk about some sure signs your employee is struggling with obsessive tendencies.
Signs That an Employee Is Struggling
As a manager, you may not always know when an employee is struggling with OCD. They might not feel comfortable discussing their condition openly, or they may not even realize that they have obsessive tendencies. However, there are some signs that can indicate an employee is experiencing obsessive-compulsive tendencies, including:
- Perfectionism: The employee spends excessive time on minor details, to the point that they struggle to complete tasks or meet deadlines. And if not addressed soon, they’ll be on the fast track to Addiction Alley.
- Repeated Checking: They double- or triple-check their work—even when it’s not necessary—because they fear making a mistake.
- Avoiding Tasks: The employee may avoid certain tasks entirely because they worry about not being able to do them “perfectly.”
- High Anxiety Levels: The employee may appear anxious or stressed, particularly when working on high-stakes projects or during busy times.
- Difficulty with Change: They might resist changes to routine, struggling to adapt to new processes or workflows.
- Trouble Meeting Deadlines: Because they focus so much on perfecting their work, they often miss deadlines or fall behind on tasks.
Being aware of these behaviors can help you intervene (not diagnose or fix on your own) before they start affecting the employee’s performance or the overall morale of the team.
If possible, consider making accommodations in the workplace, such as assigning a dedicated workspace or offering remote work options. Sometimes small adjustments can go a long way in helping an employee feel more comfortable and less anxious.
Examples in the Workplace
Let’s look at how these behaviors might show up in a typical workplace and how they can create challenges for both the employee and the team:
- Teamwork Challenges: Employees with obsessive tendencies might struggle with group projects because they want everything to follow a strict order or process. This can frustrate other team members who prefer more flexibility or who feel slowed down by the employee’s obsessive tendencies.
- Customer Service Issues: In a customer service setting, employees with OCD may feel compelled to follow rigid procedures even when it’s not necessary, which can make interactions feel impersonal or robotic. This can negatively impact the customer’s experience, as they might feel like the employee is not fully engaged or responsive to their specific needs.
- Workload Problems: On high-pressure days, an employee with OCD may become overwhelmed by their tasks. They may spend too much time perfecting one small aspect of a project and fall behind on their other responsibilities, leading to stress and a drop in the quality of their work.
How Managers Can Help
As a manager, there are many ways you can help employees with obsessive tendencies while still ensuring that the team remains productive and focused on delivering excellent service to customers. Here are some strategies that can make a big difference:
Create a Supportive Environment
Encourage open conversations about mental health. Let your employees know that they can talk to you about their challenges without fear of judgment or retaliation. By creating a safe space for these discussions, you can help reduce the stigma around OCD and other mental health conditions.
Flexible Work Hours
Some employees may need flexibility in their work schedule so they can attend therapy sessions or manage their symptoms more effectively. Offering flexible hours can be a simple yet effective way to support your employees.
Make Adjustments
If possible, consider making accommodations in the workplace, such as assigning a dedicated workspace or offering remote work options. Sometimes small adjustments can go a long way in helping an employee feel more comfortable and less anxious.
Regular Check-ins
Make it a point to check in with your employees regularly to see how they’re doing. These conversations don’t have to be formal or structured—just taking the time to ask how they’re feeling can make a huge difference.
Recognizing and celebrating small achievements regularly can boost an employee’s confidence and reduce anxiety around performance. Sometimes, a simple “good job” is all it takes to make someone feel valued and less stressed.
Encourage Professional Help
If an employee is struggling, gently suggest that they seek help from a mental health professional. You can also share information about the mental health resources available through your company’s benefits program. And if your company doesn’t have any resources in place, now is the perfect time to talk with a human resources professional about creating some together.
Training and Mentorship
Consider offering training sessions that focus on communication skills, stress management, and time management. Pairing employees with mentors who understand OCD challenges can also provide much-needed support and guidance.
Provide Customer Service Training
Equip employees with the skills to handle customer interactions more flexibly. This can help them balance the need for consistency with the ability to adapt to the customer’s unique needs, leading to more satisfying customer experiences.
Set Realistic Goals
Help employees set achievable goals that focus on quality without pushing for perfection. Encourage them to aim for excellence without getting bogged down in obsessive behaviors.
Promote Team Collaboration
Encourage teamwork and collaboration where employees can support one another. This can ease the pressure on individuals with OCD and help them feel more confident in their contributions.
Celebrate Small Wins
Recognizing and celebrating small achievements regularly can boost an employee’s confidence and reduce anxiety around performance. Sometimes, a simple “good job” is all it takes to make someone feel valued and less stressed.
I hope these tips helped! The image below sums them up. Next, I will share my final thoughts.
Final Thoughts
Understanding obsessive-compulsive behaviors is crucial for creating a supportive and healthy work environment. As a manager, your job is to help your team build better habits while still hitting those high marks for customer service. By tackling these issues head-on, you can not only help your employees shine, but you’ll also boost customer satisfaction and create a workplace that feels positive and engaging.
Have you considered how fostering mental well-being can transform your team’s dynamics? It might be time to explore this further! If you’re curious about managing these challenges effectively, I invite you to listen to my podcast for more insights or even consider working with me. Together, we can prioritize mental health alongside professional success, leading to a workplace that’s nurturing and productive for everyone.
For more information about my coaching courses or to book a session, just click here to find out more! I can’t wait to help you heal, grow, and lead with confidence!
