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Hyper-independence looks like your best employee. The one who never says no, stays late, and carries the team on their back. Leaders often interpret it as strength, but researchers and workplace experts warn it is often a coping mechanism that masks burnout, erodes collaboration, and stalls leadership growth. The behavior has gained cultural visibility. On TikTok, the hashtag “hyper-independence” has racked up millions of views in videos tagged “hyper-independence is a trauma response” and “signs of hyper-independence.” For many viewers, the content is striking because they assumed this was simply how success was achieved, not a survival strategy with hidden costs. That viral visibility makes it even more important for workplaces to recognize the pattern and promote healthier interdependence, rather than rewarding the unsustainable behaviors it reinforces. The academic lens mirrors that. A May 2025 study in the Research Journal of Psychology found a significant link between childhood trauma and hyper-independence among university students, reinforcing that the trait develops as a survival mechanism rather than pure ambition. In workplace contexts, the pattern plays out more quietly: rising stars burn out, teams fragment, and leadership pipelines falter. What Hyper-Independence Looks Like at Work On the surface, hyper-independence resembles high performance. Employees take on extra projects, work late, and avoid asking for help, appearing to be model contributors. Subscribe to the Daily newsletter.Fast Company's trending stories delivered to you every day Privacy Policy | Fast Company Newsletters Licensed psychotherapist and workplace mental health expert Topsie VandenBosch explains that this pattern is reinforced by decades of being rewarded for self-sufficiency. “One of the most common misconceptions hyper-independent performers hold is that their value lies in their ability to carry everything themselves,” she said. “Their value in the workplace is based on how much they can take on without asking for help.” That misconception is what makes the behavior difficult to detect. Employees continue to take on more than they can sustain, while concealing the strain leaders need to see. What appears to be resilience is often an early stage of burnout. The Hidden Costs to High Performers, and Their Teams Modeling Unsustainable Behavior The individual impact extends outward. When one employee takes on everything alone, colleagues often adjust. Some mimic the behavior, believing this is the path to recognition, while others disengage, sensing there’s no space to contribute. “When hyper-independence goes unaddressed, it doesn’t just burn people out, it sends a signal to others that this is the behavior that gets rewarded,” said Laurie Territo, head of Learning and Development at Altera and a former senior talent leader at Intel. “Teams either disengage or self-select out, which erodes culture and drains organizational creativity.” Eroding Engagement This pattern shows up in engagement numbers. Gallup’s 2025 State of the Global Workplace report found that manager engagement declined from 30% to 27%, while individual contributor engagement remained flat at 18%. Researchers note that disengaged managers often create disengaged teams, compounding the problem. “When managers hold everything themselves, they’re not only setting themselves up for burnout, they’re disengaging their team,” Territo added. “People don’t stay where they’re underutilized or feel their contributions don’t matter.” Stalled Upward Mobility At the individual level, hyper-independence halts career growth. Leaders who refuse to delegate never develop the trust, collaboration, or coaching skills required for senior roles. DDI’s Global Leadership Forecast notes that 81% of new leaders lack delegation proficiency, a gap that experts say fuels burnout and blocks upward mobility. The ripple effects are organizational. Teams fracture, rising stars plateau, and companies lose both performance and potential. VandenBosch cautions that what starts as one individual’s over-functioning rarely stays contained. “Hyper-independence looks like an individual issue until one person’s burnout triggers a chain reaction that spreads throughout the entire organization,” she said. advertisement The Shift From Survival to Sustainable Leadership Researchers and leadership experts point to interventions that can reduce the risks of hyper-independence while building healthier performance systems. Model Vulnerability at the Top According to Harvard Business Review, when managers admit challenges and ask for support, their teams are more likely to collaborate and less likely to carry burdens alone. The findings highlight the role leaders play in normalizing vulnerability as a strength. Redefine What Gets Rewarded Experts also point to performance systems. “You extol the virtues of people who are doing that well, by celebrating them. That’s how you consciously create the culture, by spotlighting and rewarding the people who are modeling that healthy interdependence,” said Stew Friedman, organizational psychologist at Wharton and founder of the Wharton Leadership Program. VandenBosch added that one overlooked but powerful lever is to reward leaders not just for their own output, but for how effectively they activate and grow others. “Organizations should create reward systems that celebrate leaders for how well they activate, grow, and develop their people, not just for what they personally deliver,” she said. Building Delegation and Trust Training plays a role as well. Leadership development programs that focus on delegation, collaboration, and feedback can help shift high performers from survival patterns to growth-oriented leadership skills. What Companies Can Do Next Experts highlight several steps organizations can take to reduce hyper-independence risks and build healthier performance systems: Elevate collaboration above heroics. Redesign recognition systems so that collaboration, coaching, and developing others are valued more highly than solo output. Equip managers to model vulnerability. Provide frameworks and language for leaders to admit challenges and ask for help, signaling that interdependence is strength, not weakness. Make delegation and talent growth core metrics. Embed trust-building, delegation, and people development as measurable competencies for leadership progression. Even with its viral rise, hyper-independence still masquerades as high performance. Left unchecked, it burns out top performers and weakens leadership pipelines. Experts say the real measure of strength isn’t how much one person carries, but how effectively leaders grow and multiply the performance of others. Companies that reward collaboration and development over heroics won’t just prevent burnout, they’ll safeguard their future talent.
