Feeling like a fraud? How HR can help employees overcome imposter syndrome

Imposter syndrome is a pervasive issue in the workplace, affecting half of all UK adults, according to recent research from The Executive Development Network.

This psychological phenomenon, characterized by feelings of self-doubt and fear of being exposed as a fraud, can significantly impact an individual’s performance and well-being at work.

As HR professionals, it’s crucial to understand how to spot and tackle imposter syndrome to foster a supportive and empowering work environment.

Understanding imposter syndrome

Imposter syndrome is a persistent feeling of self-doubt and inadequacy, despite evidence of success and competence.

Individuals with imposter syndrome often believe that they do not deserve their accomplishments and fear being exposed as frauds. This internal struggle can undermine employee performance, well-being, and career growth. 

Imposter syndrome is a common experience, affecting individuals across various demographics. It is not limited to a specific gender, age group, or background.

However, certain factors may increase the likelihood of experiencing imposter syndrome. Research has shown that women, individuals from marginalised groups, and high-achievers are more susceptible to imposter syndrome.

Additionally, the remote work environment can exacerbate feelings of imposter syndrome due to a lack of social cues and feedback.

Recognizing those who feel out of place

Imposter syndrome can be challenging to spot in others, as individuals often hide their feelings of self-doubt and inadequacy. However, as previously  noted, certain demographics are more susceptible to experiencing imposter syndrome, including women, non-binary individuals, Gen Z, Millennials, and individuals identifying as Bisexual, Queer, or Homosexual.

Additionally, sectors such as science & pharmaceuticals, marketing & PR, and recruitment & HR have higher levels of imposter syndrome due to their fast-paced nature and the high stakes involved in their work.

Employees with imposter syndrome may exhibit perfectionistic tendencies, struggling to accept praise or downplaying their achievements. They may also be reluctant to take on new challenges, resist asking for help, and experience fear of failure. 

Imposter syndrome is a pervasive issue in the workplace, affecting half of all UK adults, according to recent research from The Executive Development Network.

This psychological phenomenon, characterized by feelings of self-doubt and fear of being exposed as a fraud, can significantly impact an individual’s performance and well-being at work.

Strategies to support employees

As HR professionals, it’s crucial to understand how to spot and tackle imposter syndrome to foster a supportive and empowering work environment.

1. Foster a culture of open communication

Encourage open dialogue and create a safe space for employees to discuss their feelings of self-doubt. Regular check-ins with managers can provide opportunities for employees to express their concerns and receive reassurance and guidance.

By fostering open communication, employees can feel supported and understood.

2. Provide constructive feedback and recognition

Offer specific and constructive feedback that highlights employees’ strengths and achievements. Balancing constructive criticism with recognition and appreciation can help boost employees’ confidence and self-worth.

Regular feedback sessions and performance evaluations can contribute to employees’ professional growth and development.

3. Promote professional development opportunities

Offer training programs, workshops, and mentorship opportunities to help employees enhance their skills and knowledge. Professional development initiatives can empower employees and build their confidence.

By investing in their growth, HR teams can help employees overcome imposter syndrome and reach their full potential.

4. Encourage support networks

Establish employee resource groups or mentorship programs to create a sense of community and support. These networks can provide a platform for employees to share their experiences, seek advice, and build connections.

Encouraging collaboration and camaraderie can alleviate feelings of isolation and enhance employees’ sense of belonging.

5. Lead by example

HR professionals and managers should share their own experiences with imposter syndrome, demonstrating vulnerability and resilience.

By acknowledging and discussing imposter syndrome openly, leaders can create a culture that destigmatizes self-doubt and encourages self-acceptance. Leading by example can inspire employees to confront their own imposter syndrome and seek support.

HRD Connect Curators of the New Business Landscape. HRD Connect produces industry-recognized content for senior HR leaders. Through articles, case studies, Q&As, podcasts, events, and more, we offer truly progressive and cutting-edge insights designed to help people leaders address core HR challenges and add greater value to their business.

Share