Imposter Syndrome in the Workplace: The Hidden Barrier to Success

Imposter syndrome can have a huge negative impact on personal wellbeing and professional development. While it’s not talked about often, this phenomenon is more common than many realise, affecting individuals in just about every industry. It’s an experience shared by half of UK adults, with 32% believing that it negatively affects their work performance. But what is imposter syndrome and why does it matter in the workplace?

At its core, imposter syndrome is more than just self-doubt; it’s a persistent fear of being exposed as a fraud, even when evidence points to success. Those experiencing it may doubt their skills, feel unworthy of their achievements, or worry that they don’t truly deserve their role. This fear can create a constant mental battle, where successes are attributed to luck or external factors rather than ability. It can also lead to heightened anxiety, stress and a reluctance to embrace new opportunities.

The Business Impact of Imposter Syndrome

For businesses, imposter syndrome can affect team productivity, morale and retention, leading to financial and operational issues. Employees grappling with imposter syndrome at work often avoid promotions, over-prepare or underperform, costing businesses time and resources. But with awareness and targeted strategies, both individuals and employers can understand how to overcome imposter syndrome effectively, maximising employee welfare and business productivity.

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How to identify imposter syndrome symptoms

Recognising the main symptoms of imposter syndrome is the first step in understanding the depth of the issue in your workplace and being able to address it. But how can you tell if you or one of your team members is experiencing it?

Common imposter syndrome symptoms include:

Persistent self-doubt, even after achievements
Attributing success to external factors like luck
Fear of being “found out” as inadequate
Over-preparation or reluctance to delegate tasks
Avoiding opportunities for fear of failure

If you’re wondering, “Do I have imposter syndrome?” and these symptoms resonate, it might be time to reflect on their impact on your confidence and productivity. In the next section, we’re going to explore the five different types of imposter syndrome, which may help you to identify which, if any, you’re experiencing.

What are the different types of imposter syndrome?

According to Dr Valerie Young, internationally recognised expert on imposter syndrome and co-founder of Impostor Syndrome Institute there are five types of imposter syndrome, each with unique traits. Let’s explore them individually.

The Perfectionist

The Perfectionist focuses on how something is done, including how the task is undertaken and the final outcome.

Individuals experiencing this type of imposter syndrome believe that, unless what they’ve achieved is 100% perfect, it isn’t good enough, which can lead to feelings of shame. They tend to blow minor flaws out of proportion and often feel as though they aren’t as good as other people believe them to be.

The Expert

The Expert’s primary concern is on how much they know and what they’re able to do.

This imposter syndrome example leads individuals to feel like they’re not good enough if they don’t know every single detail about a particular subject, or if they haven’t completely mastered a process. As they strive for the rank of ‘expert’, discovering gaps in their knowledge causes feelings of failure and shame.

The Natural Genius

The Natural Genius cares about how quickly and easily they’re able to complete tasks and reach goals.

People experiencing this type of imposter syndrome tend to believe that they are gifted, and that they should be able to master everything first time round. The longer it takes them to get something right, the more they feel like a fraud, even if they display clear signs of intelligence and competence.

The Soloist

The Soloist is focused on who completes the task, and views achievements that they weren’t able to make on their own as being fraudulent or less valid.

This imposter syndrome example can manifest in a fear of asking for help, and individuals may feel that being unable to reach a goal on their own is a sign of weakness or incompetence, regardless of how complex the task.

The Superperson

The Superperson wants to be able to do as many things as possible, and to excel in all of them.

This form of imposter syndrome often leads individuals to believe that they have to work harder than anyone else and reach the highest levels of achievement. Falling short in any capacity is seen as proof that they are a fraud, eliciting feelings of shame for not being able to take everything in their stride.

How employers can help employees to overcome imposter syndrome

Employers play a critical role in educating their teams on how to deal with imposter syndrome, fostering confidence and productivity while reducing stress. Let’s explore some key strategies that can help employees to manage and move past self-doubt.

Encourage open communication

Create an environment where employees feel comfortable discussing their challenges. Managers should normalise conversations about imposter syndrome by sharing their own experiences and ensuring regular one-on-one check-ins. This helps employees to feel seen and supported, reducing the isolation that often accompanies self-doubt.

Provide training in Cognitive Behavioural Therapy (CBT)

Employers can offer workshops or resources based on CBT techniques, which help employees to reframe negative thought patterns and replace self-doubt with constructive thinking. For example, group sessions on recognising unhelpful thoughts and practising positive affirmations can empower staff to feel more capable and increase self-confidence.

Focus on mental health in the workplace

Regular wellbeing sessions that include mindfulness practices, stress management techniques and workshops on building self-esteem can help to alleviate imposter syndrome symptoms. Additionally, as imposter syndrome can leave individuals feeling exposed, providing access to one-to-one counselling or mental health apps gives employees access to more discreet avenues of support.

Implement employee recognition initiatives

A great way to help build employee confidence is to publically acknowledge their contributions. Regular feedback sessions should highlight specific accomplishments, tying them to individual strengths to support their validity. Employee recognition doesn’t always take the form of a physical reward; sometimes a sincere thank you for a job well done or a kindly worded email is enough to make a person feel valued.

Recognising imposter syndrome in your team

Identifying imposter syndrome in employees is crucial for fostering a supportive and productive workplace. Many individuals struggling with it are unlikely to voice their concerns, so it’s up to managers and HR professionals to spot the signs. By recognising these behaviours early, you can better provide the necessary support and create an environment that encourages confidence and open communication. Here are six common imposter syndrome symptoms to watch for:

Reluctance to take on new challenges

Employees experiencing imposter syndrome may avoid promotions, training opportunities or high-visibility projects. They might fear failure or believe they believe that they aren’t qualified enough, despite meeting or exceeding the necessary criteria.

Over-apologising or downplaying achievements

Those experiencing imposter syndrome at work might frequently apologise for their work, even when it aligns with expectations. They may also downplay their successes, attributing achievements to luck or external factors rather than their own skills and effort.

Excessive perfectionism

Perfectionism is a hallmark of imposter syndrome. Employees may spend too much time refining work that is already excellent, delaying deadlines or creating unnecessary bottlenecks in processes.

Fear of asking for help

Employees may hesitate to seek guidance or admit when they’re struggling, believing that doing so will expose their perceived inadequacies. This behaviour can lead to inefficiencies or burnout as they attempt to handle everything on their own.

Avoiding feedback or taking it personally

Some employees might shy away from receiving feedback or interpret constructive criticism as a validation of their insecurities. They may overanalyse minor suggestions, viewing them as evidence of failure.

Body language and disengagement

Body language can also reveal imposter syndrome symptoms, with non-verbal signs including avoiding eye contact, hesitating to speak up in meetings, and showing signs of physical stress like fidgeting or withdrawing from group activities.

Imposter syndrome FAQs

To help you better understand and address the complexities of this phenomenon, we’ve answered some of the most common questions about imposter syndrome at work, its impact and strategies for overcoming it.

How can employers help employees with imposter syndrome at work?

Employers can help employees with imposter syndrome at work by fostering a supportive environment where everyone feels safe discussing self-doubt without judgement. Practical steps include providing training opportunities to build confidence, implementing mentoring programmes for guidance and recognising employees’ achievements.

What workplace factors contribute to imposter syndrome?

Workplace factors such as high-pressure environments, inadequate training and excessive workloads often trigger imposter syndrome, as individuals expect to be able to keep up. Employees in these conditions may feel unprepared or overwhelmed, leading to self-doubt. Addressing these factors through proper onboarding, setting realistic expectations and providing ongoing training and support helps employees to feel more capable and confident.

Why is mental health important in leadership training?

Leaders set the tone for a workplace, and their ability to address mental health concerns, including imposter syndrome, can significantly impact team wellbeing. Training leaders to recognise and manage self-doubt in themselves and others promotes a more inclusive and empathetic work environment, ultimately enhancing productivity and boosting teamwork.

What are effective strategies for managing workplace stress?

Effective stress management strategies include mindfulness practices, workload prioritisation and providing access to mental health resources like counselling or stress-management workshops. Employers can also encourage regular breaks, promote a culture of open communication and ensure that goals, expectations and deadlines are feasible.

How can managers support employee wellbeing in the workplace?

Managers can support wellbeing by maintaining open lines of communication, offering regular, constructive feedback, and celebrating employee successes. They should also watch for signs of burnout or imposter syndrome and proactively provide resources such as mentoring or training.

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