4 Ways to Combat Impostor Syndrome in the Work Place

Instilling confidence, reassurance, and support in your employees can present a significant challenge for managers, particularly when individuals falsely perceive themselves as underqualified or lacking essential skills.

Impostor syndrome, a prevalent phenomenon, affects numerous professionals who feel they lucked into their positions or assignments.

As a manager, it is highly likely that you are overseeing a team comprising individuals grappling with these feelings.

1) Look Out For The Warning Signs

It's important to pay attention to certain indicators that your employees may not openly share their feelings of being an impostor. Look out for any traits that can help you spot these behaviors.

One such sign is when employees consistently work long hours, displaying unsustainable work habits. This can often be an indication of underlying impostor syndrome.

Engaging in a conversation with the employee to explore whether their ambition is driving them or if they are compensating for feelings of inadequacy can make a significant difference.

Observe Disengagement: Another crucial aspect to watch for is disengagement in their work habits. Notice if an employee withdraws from social interactions, hesitates to ask questions or contribute their thoughts, or frequently makes excuses for falling behind on deadlines.

These behaviors can be attempts to conceal their insecurities and impostor feelings. By initiating early dialogues with employees, you can nip self-doubt in the bud and prevent it from taking root.

By being vigilant about these warning signs and fostering open communication, you can create an environment where employees feel supported and empowered to overcome impostor syndrome.

2) Reframe Performance and Growth

To address impostor feelings, it's essential to approach performance, growth, and development in objective terms. Impostor syndrome often stems from individuals' self-perception and constant comparisons with others. Those who feel like impostors tend to believe that they are lacking significantly while considering everyone else as competent.

It's crucial to recognize that people experiencing impostor feelings may not perceive their achievements accurately or acknowledge their own capabilities.

Encourage Balanced Self-Assessment: Promote a more balanced and realistic self-assessment among individuals with impostor feelings. Encourage them to objectively evaluate their skills, accomplishments, and progress rather than relying solely on self-criticism and comparisons with others.

Help them recognize their strengths, acknowledge their achievements, and understand that nobody is flawless or immune to self-doubt.

Provide Constructive Feedback: Offer constructive feedback and recognition to combat impostor syndrome. Regularly communicate specific examples of their accomplishments and areas where they have excelled. This feedback can help individuals build confidence, challenge their self-doubt, and develop a more accurate perception of their abilities.

Foster a Supportive Environment: Cultivate a supportive work environment where open discussions about impostor syndrome are encouraged. Create spaces for individuals to share their experiences and emotions without fear of judgment. Promote mentorship programs or peer support networks that allow individuals to connect, seek guidance, and learn from others who may have experienced similar feelings.

By reframing performance in objective terms, encouraging balanced self-assessment, providing constructive feedback, and fostering a supportive environment, you can help individuals overcome impostor syndrome and nurture their professional growth and development.

3) Assign mentors wisely

Mentorship can help combat impostor feelings. But not all mentors have the same effect—and some can even make things worse. People with impostor feelings often worry about how their team members perceive them, so mixing evaluation and mentorship can be especially damaging.

If you’re pairing one of your employees with a mentor, consider individuals outside your team who understand the context but have no evaluative relationship with the employee. This will take the pressure off the relationship.

4) Open up about your professional insecurities

Despite the general reluctance to share impostor feelings, it can be incredibly beneficial to disclose your own insecurities with your team members or leaders.

When we inquire about sharing impostor feelings, most people firmly respond with a resounding "no." However, interestingly, when asked how they would coach someone else experiencing impostor feelings, individuals often express their willingness to share personal experiences and help normalize the struggle.

This creates a paradox of sharing: People derive value from hearing about others' impostor experiences, yet those grappling with impostor syndrome hesitate to open up about their own challenges.

Break the silence: By breaking the silence and being vulnerable about your own insecurities, you can create a safe space for others to share their experiences as well.

When team members witness their leaders or colleagues discussing their own impostor feelings, it encourages a culture of empathy, understanding, and support. It signals that impostor syndrome is a common experience and that it's okay to talk about it openly.

Normalize impostor feelings: Sharing personal stories of overcoming impostor syndrome can help normalize these feelings. When individuals realize that even accomplished professionals have battled self-doubt, it diminishes the stigma associated with impostor syndrome.

It cultivates an environment where people feel less isolated and more empowered to seek guidance, support, and solutions.

Encourage dialogue and support: Promote conversations about impostor syndrome within your team or organization. Create forums or initiatives where individuals can discuss their experiences, offer advice, and provide emotional support to one another.

This not only helps those struggling with impostor feelings but also fosters a sense of unity and camaraderie among team members.

By being open about your own professional insecurities, encouraging discussions, normalizing impostor feelings, and fostering a supportive environment, you can help combat the stigma surrounding impostor syndrome and create a space where individuals feel comfortable sharing their struggles and seeking collective growth.