Why hyper-independence is undermining your best people

"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"

"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.""

Hyper-independence often presents as an ideal employee who never says no, stays late, and avoids asking for help. The behavior frequently functions as a coping mechanism that masks burnout, erodes collaboration, and stalls leadership growth. Social media amplification, especially on TikTok, has increased awareness by framing hyper-independence as a trauma response and challenging assumptions about success. A May 2025 study linked childhood trauma to hyper-independence among university students, suggesting survival-based origins. In workplace settings, rewarding unilateral work risks burning out rising talent, fragmenting teams, and weakening leadership pipelines, so organizations should encourage interdependence and shared responsibility.

Read at Fast Company