What is imposter syndrome in the workplace?

Imposter syndrome is a psychological pattern that makes people feel like frauds. In the workplace, employees may experience stress, anxiety and nagging doubts that they’re just pretending to be good at what they do. They might feel like they’re fooling everyone around them into thinking they’re competent while, deep down, they’re convinced they don’t deserve to be there—even when excelling at what they do.

Imposter syndrome in the workplace is a feeling of self-doubt that can sneak up at any time. The employee is in a cycle of fear and anxiety, worried that someone will discover their “secret” and expose them as a fraud. They might feel like they’re constantly walking on eggshells, afraid to make mistakes or take risks. They might even put in extra hours at work, trying to prove themselves, but suffer burnout instead. A staggering 62% of global professionals have felt like imposters in the past year. What’s even more astonishing is that 42% of these workers have been dealing with burnout and imposter syndrome simultaneously. This phenomenon is a widespread issue that affects many people worldwide. And it’s not just new employees who struggle with it—high-achievers in senior positions are just as likely to feel like they’re living a lie.

Five types of imposter syndrome

Dr. Valerie Young, Ed. D., an internationally known expert on the subject, identified five types of imposters in her research:

• The Perfectionist focuses on the process rather than the outcome, and even when praised, they still feel like they could have done better.
• The Expert is overly concerned with what they know or can do, and even small gaps in their knowledge make them feel ashamed and like a failure.
• The Natural Genius measures their own competence by how quickly and easily they pick up new skills or understand a subject, and not mastering something immediately makes them feel like a failure.
• The Soloist believes they must be the only ones to handle tasks and ask for help or accept assistance only as a last resort, seeing it as a sign of weakness.
• The Superhuman measures their success by the number of roles or responsibilities they can juggle, and feeling overwhelmed or failing in any one role makes them feel guilty and ashamed.

Symptoms of imposter syndrome

Understanding and recognizing its characteristics can help you overcome imposter syndrome in the workplace. Employees who exude the following traits may have imposter syndrome.

Resistance to new opportunities

Holding back from taking the initiative due to low confidence or self-esteem can explain why some employees decline promotions or avoid new assignments because they’re “not ready yet.” It may also lead to underplaying one’s accomplishments and contributions. Some characteristics to look for may include:

• seeming uncomfortable with praise or recognition
• holding back from pursuing goals and dreams because of fear of failure or disappointing others
• downplaying successes, putting them down to luck or the help of others
• comparing themselves to others and wondering what would happen if they were more talented, innovative or successful
• needing other people’s approval

Perfectionism

When employees call themselves perfectionists, examine whether they genuinely strive for excellence or if it’s self-doubt in disguise. True perfectionists typically set unrealistically high standards for themselves, criticize themselves harshly when they don’t meet them and fear failure due to deep-seated anxiety. This negative self-talk can lead to unhealthy behaviours and an overwhelming sense of inadequacy. Signs of perfectionism in employees can include:

• difficulty delegating tasks because of a need to control the outcome
• unrealistic expectations for themselves and others
• procrastination, which may seem counterintuitive but is often a coping mechanism for fear of failure
• a need to be “perfect” all the time and a tendency to become upset when things don’t go as planned
• anxiety after making minor mistakes 

Hyper-productivity

While an employee who works excessive hours may seem diligent, consider their underlying motivation. They may be driven by a perceived lack of skills, needing to work harder to measure up to colleagues. Symptoms of obsessive work habits in employees can involve:

• frequently being one of the first to arrive and last to leave
• difficulty relaxing outside of work
• skipping social events to continue working
• feeling pressured to take on too many tasks or responsibilities, as they fear saying no will portray incompetency
• worrying that they don’t belong in their role or that others will figure out that they’re not as capable as they think they are

Individualism

Employees who struggle to ask for help may believe they must do everything alone to prove their worth. These thoughts can stem from the fear that seeking assistance will reveal their supposed inadequacies. Patterns of individualism in employees can manifest as:

• refusing help, even when offered or needed, to complete tasks
• isolating themselves from team members
• struggling with delegation or teamwork
• framing requests for help as project requirements rather than personal support
• taking ownership of shared responsibilities, leaving little to no work for others to do

How to overcome imposter syndrome

Overcoming imposter syndrome in the workplace typically includes a collective effort requiring cross-organization involvement. To achieve the best results, employers can take the following steps:

Train your management

Managers can be a great support system for their team members in overcoming self-doubt. Unfortunately, many leaders lack the skills to address imposter syndrome effectively. Rather than arguing with this negative self-talk, train your managers to help employees recognize that self-doubt is a natural part of the work experience. Giving your leaders the knowledge and skills to address employee concerns in a way that acknowledges the validity of their feelings can teach employees how to manage them better. By doing so, they can distinguish between reality and the distorted thinking often accompanying imposter syndrome.

Establish strong connections

Connecting with your employees can foster an environment where they feel comfortable sharing their struggles. By creating opportunities for socializing and mentoring, you can help your team members build trust and rapport with their colleagues, making it easier for them to discuss personal challenges like self-doubt. Consider incorporating mentorship into your onboarding process to take this a step further. This strategy can help new employees feel more comfortable and encourage them to contact HR for support. Ensure that your door is always open and that employees can come to you with any concerns, including those related to imposter syndrome.

Acknowledge strengths

Imposter syndrome frequently stems from an inaccurate perception of one’s own abilities. In reality, most employees are capable in their roles. However, employers can also inadvertently contribute to imposter syndrome. For example, when an employee’s job responsibilities don’t match their skills, it can create discomfort and self-doubt. You can leverage your employees’ strengths to combat this, increasing creativity, innovation and engagement. By doing so, you’ll help them build confidence and reduce feelings of inadequacy.

Give credit

Showing appreciation in the workplace, just as in our personal relationships, can lift the spirits of employees who feel undervalued and unappreciated. You can promote belonging and validation by acknowledging and accepting them as individuals. Express gratitude for their achievements, celebrate their successes and encourage them to use their strengths to help build trust, boost morale and create a positive work environment.

Recognizing the signs of imposter syndrome can create a workplace that supports employees in overcoming their self-doubts. Once identified, taking company-wide action to address this issue can lead to a more productive and confident workforce.