What Looks Like Dedication May Be OCD: A Guide for Managers Who Actually Care
- Updated: May 21, 2025
You’re not a therapist—and you’re definitely not trying to become one. But if you’ve got an employee who seems stuck in a cycle of overchecking, perfectionism, or anxious productivity, you can’t afford to ignore it.
This isn’t just about mental health—it’s about team health, customer satisfaction, and your own ability to lead without burnout.
In this post, I’ll break down:
What OCD can look like at work (and what it’s not)
How to spot the difference between high standards and high anxiety
And what you can actually do to support someone—without enabling dysfunction or crossing boundaries
Let’s get into it.
📌 Quick Navigation for Leaders Who Need to Act, Not Guess
Why This Workplace Issue Matters More Than You Think
Obsessive-compulsive behaviors don’t always look like a crisis. At first, they can seem helpful—like extra attention to detail or a drive for precision. But when anxiety is driving the work, not clarity, it’s only a matter of time before it slows the whole team down.
Let me show you what that looks like in real life.
When Minds Run and Schedules Run Wild
I once had a home closing delayed nearly a month—not because of money problems, but because my underwriter was obsessing over “saving me” a few bucks. She never asked if I even needed the help. Meanwhile, the delays were racking up fees.
When I asked the loan officer what was going on, he just shrugged:
“Oh yeah, Cathy tends to get spun up on details without asking too many questions.”
I remember staring at my phone thinking, how many other closings has she derailed with her anxiety-driven “help”?
That’s the thing: one person’s unchecked perfectionism can ripple across the entire workflow—wrecking timelines, trust, and customer satisfaction.
As a leader, this isn’t about micromanaging someone’s mental health. It’s about noticing when performance masks a problem—and knowing how to respond without shame or overreach.
Let’s break down what’s actually going on beneath the surface.
What looks like dedication to quality is often driven by anxiety and fear of making mistakes, not a desire for excellence.
What OCD Really Looks Like at Work
Obsessive-compulsive disorder (OCD) is more than a quirky need for neatness. It’s a clinical anxiety disorder that affects about 2–3% of the U.S. population, and it shows up through:
Intrusive thoughts (obsessions)
Repetitive behaviors (compulsions) that temporarily ease anxiety
Think: checking a locked door five times, even when they know it’s locked. The brain is hijacked by fear—not logic.
Some people function with mild symptoms. Others are completely derailed. And research confirms: this isn’t about personality. People with OCD often show neurological differences in areas tied to decision-making and emotional regulation.
So no—it’s not just “being particular.”
🧠 Wait—Isn’t That Just ADHD?
Short answer: no.
OCD and ADHD are two separate conditions. They can show up together, but they’re driven by different brain patterns:
OCD = Anxiety-driven rituals to prevent something bad from happening
Like a looping song you can’t stop until you do something “just right”
ADHD = Inattention, impulsivity, and scattered focus
Like trying to watch a movie while someone keeps flipping the channel
Confusing the two doesn’t help anyone. Knowing the difference matters—especially if you’re trying to support someone at work.
Not Everything Is OCD: How to Avoid Mislabeling Stress
Let’s pause for a reality check.
Not every moment of anxiety or indecision means someone has OCD. Stress, burnout, or just plain overwhelm can cause behaviors that look obsessive—but are actually just human.
Here are a few common false alarms you might see on your team:
🌀 The “What Did I Forget?” Shuffle
An employee pacing or muttering about deadlines isn’t necessarily spiraling—it might just be crunch time. A quick check-in can ease the panic.
🤒 The Sick-Day Spiral
Someone under the weather might start catastrophizing. That’s not OCD—it’s discomfort and maybe a dose of shame around rest. Normalize recovery time.
🔁 The “I Can’t Decide” Loop
Getting stuck in a decision doesn’t mean someone is compulsive. It might mean they’re afraid of being wrong. Offer structure, not judgment.
🧽 The Desk Rearranger
If someone keeps rearranging their workspace or nitpicking the whiteboard, it could just be their way of creating order in chaos—not a clinical issue.
⚠️ The Stress-Induced Double Check
When projects stack up, even your top performers may start obsessing over tiny details. That’s a stress response, not necessarily a disorder.
So before you assume you’re managing a mental health condition, take a breath.
Sometimes your team just needs space, a reset, and someone who doesn’t overreact when things look messy. A little grace can go a long way.
But if your gut is saying, “No, something deeper’s going on,” — you’re probably right. Let’s talk about what actualobsessive tendencies look like at work.
Signs You’re Not Just Dealing with Perfectionism
You know your team. And sometimes, you just know when someone’s behavior goes beyond stress or high standards.
Here are signs that obsessive-compulsive tendencies might be affecting an employee’s work:
⏳ Perfectionism That Derails Productivity
They spend so much time fixing minor details that tasks stall or never get finished. The work isn’t better—it’s just late.
🔁 Constant Rechecking
Even after completing something well, they double- or triple-check it obsessively, not out of pride—but fear of messing up.
🚫 Avoiding Certain Tasks
They procrastinate or dodge assignments—not out of laziness, but because they don’t think they can do them “perfectly.”
😰 Visible Anxiety Over Routine Work
You see tension rise around projects that shouldn’t cause this level of stress. Deadlines trigger dread, not focus.
🔒 Resistance to Change
They struggle to adapt to new tools, processes, or timelines. Anything that disrupts their “safe” system feels threatening.
📉 Missed Deadlines Due to Overworking
They’re working hard—but they’re still behind. Not from slacking, but from spiraling in one section of the task.
These patterns don’t mean someone’s broken. They’re signals. And as a manager, noticing those signals early helps you support performance without crossing into personal territory you’re not qualified to manage.
Coming up next: what to do when you do see those signs—and how to help without enabling dysfunction.
How to Support Without Enabling
You don’t need to be a therapist to make a real difference. Here’s how to support employees with obsessive tendencies—without dropping standards or getting tangled in dysfunction.
🗣️ Create Space for Real Conversations
Let your team know they can talk about challenges without fear. And make those conversations feel human—walk-and-talks, casual check-ins, or quiet one-on-ones work better than awkward boardroom sit-downs.
🟡 Bonus: I shared more on this with Izzy on [P.S.A. The Mental Health Podcast] – worth a listen if you want to lead with clarity and care.
🕓 Offer Flexibility When It Helps
Therapy appointments, mental resets, or quiet work hours can go a long way. You don’t have to overhaul your workflow—just build in options that respect people’s needs.
🔧 Make Small, Strategic Adjustments
Private workspaces. Remote days. Fewer last-minute fire drills. These shifts can help regulate stress without lowering expectations.
👀 Check In—Don’t Hover
You don’t need a formal calendar invite. Just make regular space to ask, “How are things feeling lately?” Real leadership often happens in these quick, quiet moments.
🧠 Encourage Professional Help
If someone’s struggling, normalize outside support. Share your company’s mental health benefits—or push for better ones if they don’t exist yet. That is leadership.
🎯 Shift the Metrics
Set goals that reward consistency and quality—not obsessive reworking. Aim for excellence, not exhaustion.
🤝 Train, Don’t Rescue
Offer mentorship, time management help, and customer service support so your team can thrive under pressure—not collapse under it.
🏆 Celebrate Small Wins
When someone’s rewiring their mindset, “good job” means more than you think. Recognition builds trust, which builds momentum.
Remember: You’re not here to rescue anyone. But you can create the conditions for growth, safety, and stronger performance—without losing your grip on standards.
💬 FAQ: Leading with Compassion (Without Losing Control)
Q: How do I talk to an employee if I suspect OCD without overstepping?
Start by focusing on behaviors, not labels. Say something like, “I’ve noticed you’ve been spending a lot of time double-checking this—how’s everything feeling lately?” You’re not diagnosing. You’re showing care and curiosity. That’s leadership, not liability.
Q: What if I’m wrong and they’re just stressed—not struggling with OCD?
Then you’ve still shown up as a human. High-functioning employees often hide stress. A check-in never hurts. If they’re just overwhelmed, they’ll still feel seen. If they’re struggling, you’ve just opened the door to deeper support.
Q: Should I refer them to HR or suggest therapy?
Keep it simple: “Our company has mental health benefits—have you had a chance to explore them?” You’re not their therapist. You’re just connecting the dots between performance patterns and available resources.
Q: Isn’t talking about mental health at work risky?
What’s actually risky is ignoring suffering until it explodes in the form of burnout, conflict, or turnover. Compassionate conversations, when done with boundaries, prevent HR disasters—they don’t create them.
Q: How do I support performance without enabling dysfunction?
Make room for accommodations without lowering standards. That could mean shifting deadlines, simplifying checklists, or offering peer reviews—not doing the work for them. Support ≠ rescue.
Final Takeaway: You Don’t Have to Get This Perfect to Get It Right
You’re not here to diagnose. You’re here to lead—with clarity, care, and the courage to notice what others ignore.
Supporting an employee with obsessive tendencies isn’t about fixing them. It’s about creating a work environment where performance and mental health don’t compete—they complement each other.
When you make room for honest conversations, thoughtful adjustments, and clear expectations, you help your team thrive without losing your edge.
No manager gets this perfect. But the ones who try to get it right—they’re the ones people remember.
Want help navigating this in your own team?
If you’re ready to stop second-guessing and start leading with more clarity and confidence—I’d be honored to support you.
👉 Apply for coaching
Prefer to listen while you lead?
Check out the podcast for real talk on leadership, mental health, and managing without burning out.
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