Imposter syndrome at work: What managers misunderstand

Shying away from asking questions in a meeting? Not applying for a position because every qualification isn’t met? 70% of Americans suffer from imposter syndrome at work, and it’s up to managers to recognize it in their employees – and even themselves.

First identified by psychologists in 1978, imposter syndrome describes the belief that successes in life are due purely to luck and not hard work. Sufferers commonly feel like a fraud and constantly doubt their abilities, despite the syndrome affecting high-achieving people.

Imposter syndrome at work can look like:

• Feeling that they must accomplish tasks on their own to be considered competent and usually declining to ask for help
• Doubting their abilities and thinking they are unworthy of career advancement
• Working extra hours to prove themselves at work
• Hesitating to ask questions, volunteer for presentations, and being quiet in the presence of upper management

What can managers do?

Don’t be fooled by the word “syndrome” when it comes to this phenomenon. While the responsibility for addressing imposter syndrome tends to be placed on an individual to fix, many are arguing that workplace environments and discrimination bear much of the responsibility.

Experts like Valerie Young have re-examined the implications of the phenomenon and observed how non-inclusive environments play a major role in its development. She explains:

“A sense of belonging fosters confidence. The more people who look or sound like you, the more confident you feel. And conversely, the fewer people who look or sound like you, it can and does for many people impact their confidence.”

Previous definitions failed to fully take into account the impact of the external factors that can make women and people of color feel like their voices are unwelcomed.

To combat it, managers can look at their own workplace and their ability to implement more DEI initiatives. Even small steps, like ensuring more inclusive meetings, can create a more healthy work culture, where workers feel more secure in asking questions and being heard.

How to overcome imposter syndrome

If you’re suffering from feelings of self-doubt in the workplace you’re not alone. Three in five workers endure these thoughts, including many high-achieving people like actress Viola Davis, Supreme Court Justice Sonia Sotomayor, and former First Lady Michelle Obama.

The first thing that will help alleviate feelings of being an imposter is to talk to your colleagues. Chances are, they don’t feel perfect either, and having a coworker to discuss insecurities and self-doubt at work will provide relief and support. Colleagues can act as a sounding board and help challenge your faulty assumptions.  

Adecco can help

Adecco is committed to creating a future that works for everyone. This includes fostering work environments where everyone can be high achievers and unfounded thoughts of self-doubt cease to exist. Our workplace experts are on call to provide helpful tips on how to keep your workforce engaged and how to hire and retain diverse workers. 

Contact us today to see how we can support your team.