August 28, 2024
Making sure employees feel part of the team has a huge impact on performance. Charlotte Flatman, learning and development head for SVC Solutions, looks at how to handle the issue of imposter syndrome
Who hasn’t had that sinking feeling at work when you just don’t feel you are good enough? You may be a new recruit, just finding your feet or you may be a long-serving employee with years of experience. But no-one is immune from employee imposter syndrome when team members doubt their own skills, competence and achievements. If left, it can lead to stress and burnout as well as adversely impacting on their career progression and job satisfaction.
Imposter syndrome can affect people across a range of abilities and in all walks of life. And while it might be thought it is more common in people who struggle at work, it can be prevalent perfectionists who just never achieve the impossible standards they set for themselves.
Symptoms of imposter syndrome include a lack of confidence at work as well as an inherent fear of failure. Sufferers can also experience burn out as they work so hard to try to prove their worth. Their self-doubt also makes them over-sensitive to small mistakes. It is not surprising, therefore, that people with low self-esteem can be prone to a higher risk of imposter syndrome.
Common characteristics in people suffering from this condition are feelings of inadequacy in their own skills and competence. They can also set themselves impossibly high standards leading to an exaggerated and unjustified sense of failure.
However, there are ways in which imposter syndrome can be tackled. It is not easy and won’t always be successful but might help to get this lack of confidence into perspective. The first step is to acknowledge what you are feeling and assess whether those feelings are justified. Challenge yourself. Ask: Are you being fair to yourself? Would you judge others by the same high standards?
Sharing feelings of self-doubt with others can also be helpful as they can give you their perspective. Also try to break the issue down into facts rather than feelings. This will give a more clinical and less emotional evaluation of your achievements.
Go back over recent work and judge analytically whether it was a success or failure. If you feel you have not done well enough, then look forward to making improvements next time. Also accept that everyone has strengths and weaknesses and if you acknowledge your weaknesses, then you should celebrate your strengths too.
There’s also steps which can be taken as an employer to support staff members who may be struggling. Firstly, speak to your staff to find out how they are feeling. If they need support because their confidence is low, assign them a mentor who can guide and reassure them. Remember to praise them for work done well and offer constructive feedback.
Most people thrive on compliments so remember everyone, no matter how experienced, will appreciate a kind word.
At SVC, we offer a range of training courses focused on how managers can get the very best from their staff. Contact us here or call one of our team for more information.
