“I know,” he said. “I want one hundred percent of our customers to give us an “outstanding” rating. I want every project delivered on time. I want no errors. And I want one hundred percent attendance.”
“You will never get all of those things.”
“I know. My team does a good job but I want them to be the best. I think by asking for perfection, I actually get more. They know I do not tolerate mistakes or violations.”
Members of the team responded with comments like, “No matter what we do, you can never please him.” “Why should we work through lunch and stay late? He’ll find something wrong anyway.” “Even when we do a good job, he always points to things we could have done better.”
Perfection is a fairy tale. A fact check showed that performance metrics had not improved in two years under this “perfectionist” manager. Morale was quite low and a couple of good-producing younger employees had left the company.
Employees are more engaged and more productive when leaders focus on getting better—not perfect—just improve over the last period.