Dear Good Job,
Six years ago, when I was diagnosed with OCD, my work spiraled during finals due to intense stress. But through treatment, I managed my condition with medication and therapy. Recently, I’ve felt old habits returning, and my OCD manifests as perfectionism—repeating tasks at night, seeking perfection in every detail. I’m working with my psychiatrist and therapist, but I’m worried the longer it takes us to find balance, the more work I’ll be doing. Do you think keeping this private until someone gives me a reason might help? Or do I need to share it now? Personally, I don’t think anyone has noticed anything—only that my projects are taking twice as long. It’s a relief in some ways, but I still fear losing this job if I tell my boss. What makes this particularly fascinating is how often people try to make things better without considering consequences.
In my opinion, telling others about your struggles can be risky. While I believe you’re right to be concerned, I also wonder if your OCD is making you overly obsessed with what’s going on at work. (Also, please note this isn’t medical advice.) Even though your work is taking longer, you haven’t missed deadlines or felt excluded. That’s why I don’t think sharing it now is a great idea—because once you find your equilibrium, it might be moot. Instead, I’d suggest having this conversation with your manager and HR. You’re legally protected under the ADA, but you should also consult your company’s handbook for guidance.
On the other hand, if your OCD starts affecting your work, then I think it might be worth having this discussion. You’re in treatment and waiting for your meds to kick in. If Winifred, the manager, is taking credit for your work, maybe she’s undermining you by reducing your scope. What I want to emphasize is that you can’t do anything about what’s happening. First, you need documentation—emails, notes, or a formal complaint with HR. There’s no such thing as one too many emails. If you have a verbal conversation with her, reiterate what was said in an email. You can also ask questions over email about why the scope of your role changed. There’s no way around it—you need to document everything to file a formal complaint if needed.
From my perspective, this situation feels like a problem that might not have a great solution. If Winifred were not your manager, would you still want to stay at this company? Is there any chance of changing teams or roles within the company? I might quietly consider starting a new role—if it doesn’t involve Winifred overseeing it.
