June,2019
Impostor syndrome is felt as pervasive self-doubt, insecurity and the unshakable belief that your achievements and successes are due to luck rather than any innate or learned abilities and knowledge.
It can be a belief that you don’t deserve your job despite all of your accomplishments in the workplace.It is a psychological phenomenon that people across all industries and experience levels face.Studies suggest 70 percent of people experience impostor syndrome, a psychological pattern in which they doubt their accomplishments and fear being exposed as a fraud at some time in their career. Not only can impostor syndrome be a negative force on someone’s attitude and mind, it can also impact their work. Feelings of inadequacy often end up making people believe in their insecurities, forcing their fears into realities.
Overall, impostor syndrome is a result of an employee not feeling supported. Organizations must work to “establish a culture of psychological safety, belonging, and authentic leadership, where individuals might be able to bring that type of concern to their manager and not feel penalized because of it,”
Impostor syndrome is a problem for organisations for several reasons: firstly, it reduces well-being and can increase the chance of acute or chronic mental health issues. Secondly, it isolates individuals and negatively impacts interpersonal relationships.
Identifying impostor syndrome
Being reluctant to take initiative can be a strong indicator of low confidence or low self-esteem which may make an individual experience Impostor Syndrome. Employees may demonstrate a lack of self-confidence by turning down promotions, new assignments or other tasks because they’re “not ready yet,” or being slow to highlight their accomplishments and contributions
Perfectionism is also a giant red flag. While you may hear people lightheartedly call themselves perfectionists now and then, look out for those who actually suffer from perfectionism. True perfectionists set unhealthy and unrealistically high goals for themselves and then heavily criticize themselves when they don’t meet those goals. The fear of failure can cause severe anxiety or compulsive behavior. They are constantly afraid they won’t measure up to an unachievable concept of “perfect” and will be exposed as frauds.
These are some signs of perfectionism in employees:
- Trouble delegating because they need to do tasks themselves to ensure they’re done perfectly
- Unrealistic standards for themselves and others
- Procrastination (this may seem counter-intuitive, but perfectionists fear failure so much that they can become immobilized and struggle to start anything at all)
Employees who don’t accept help from others may feel they need to go it alone to prove their worth. They may believe asking for help will reveal them as impostors who are not up to the task.
Workaholism can manifest in an individual affected by impostor syndrome .At first glance, an employee who often arrives early or stays late can seem like a great asset to the company, but be wary of the potential motivations behind excessive work. An employee who works all the time may be motivated by the belief that they are not skilled enough and need to work harder to measure up to their colleagues.
An employee whose impostor syndrome manifests as workaholism may
- Consistently be the first in and/or the last to leave the office, working hours beyond what the job requires.
- Have trouble relaxing when they are not working.
- Skip workplace social events to keep working.
How to overcome impostor syndrome at work
The first step to combating impostor syndrome is to pay attention to your negative thoughts. You know, the ones where you assume that your co-workers think you’re clueless and interpret their every frown or lack of lunch invitations as confirmation of said reality.When this type of thought surfaces, it is important to recognize it as a thought, instead of a fact. Instead of getting sucked into negative thought quicksand, make a self-affirming statement.
Keep track of your strengths and accomplishments.It’s easy to stay so focused on your to-do list, overflowing inbox, mistakes, and weaknesses that you neglect to focus on your strengths and accomplishments.Try making another list, one that lists all of the skills and accomplishments that make you uniquely qualified for your job, so it’s at the top of your mind when you’re having a bad day.
The worst thing that people with impostor syndrome can do is to isolate themselves from receiving accurate and validating feedback from other people.Work hard to build relationships with your co-workers, so you have people to go to any social gathering with and lean on for support,it can be an accountability partner,a mentor or a trustworthy confidante.
Impostor syndrome at work: what should HR and managers do?
HR’s role is in encouraging managers (and supporting them with tools and knowledge) to cut across established norms to create healthier expectations in the workplace.
Many organisations now provide positive feedback on a regular basis so as a way to boost motivation, well-being and productivity. This public acknowledgement can help individuals begin practicing a core strategy for tackling impostor syndrome: proper attribution
There are clear thought patterns and limiting beliefs that occur frequently in those who suffer from impostor syndrome. Feeling alone and feeling like you’re ‘wearing a mask,’ for example, are common.Helping individuals re-frame these beliefs can help.
A workplace culture with severe repercussions for failure is likely to encourage impostor syndrome among its employees. Take a step back and ask yourself if your company sees failure as a dead end or a learning opportunity. It’s vital to send out a clear message to your employees that mistakes happen and they don’t have to be a source of shame.
Managers should play a large role in supporting and encouraging employees, yet few are well equipped to tackle impostor syndrome among their team members — especially when these team members reveal their inner critic.Educate managers at your organization on the various signs of impostor syndrome, and coach them to let their employees know that fears and self-doubt are a natural part of work life. An employee’s goal should not be to strive for supreme self-confidence, but rather better management of self-doubt. Researcher Queena Hoang found in 2013 that nurturing intrinsic motivation can help address impostor syndrome
At the end of the day, remember this: You are here for a reason. In this job, your business, your life, you are worthy. You are better than you think you are. You are smarter than you think you are. You know more than you give yourself credit for. Remember that. Remind yourself as often as you need to -Psychology Today
Written by Edna Omol.
For feedback
Email :ednaomol@gmail.com
Helpful Sites:
Macy Bayern(2018 ) . Why imposter syndrome persists in the workplace, and how to deal with it.Retrieved from https://www.techrepublic.com/article/why-imposter-syndrome-persists-in-the-workplace-and-how-to-deal-with-it/
Chris Lennon (2019)How to Recognize and Support Employees With Impostor Syndrome. Retrieved from https://www.business.com/articles/recognize-support-employees-with-impostor-syndrome/
Elana Lyn Gross.How to overcome imposter syndrome at work Retrieved from https://www.monster.com/career-advice/article/how-to-overcome-imposter-syndrome-0717
Investors in people.Retrieved from https://www.investorsinpeople.com/impostor-syndrome-workplace-hr/
