How common is Imposter Syndrome in the HR world?
Ever felt like a fake? Like you don’t really belong in your company, or that you’re not capable of doing your job properly? You may be suffering from Imposter Syndrome, a psychological condition which causes chronic self-doubt and crippling feelings of inadequacy. According to a recent survey from Hub Spot, 85% of employees feel this at work, despite having at least three years of experience in their field – with 90% of women admitting to feeling it at least once in their careers.
But how common is Imposter Syndrome in the HR world? As HR leaders, it’s important to understand the best ways to spot the condition – both in your teams and in yourself.
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“Thinking about Imposter Syndrome, I reflected back on discussions and conversations that I’ve had with my colleagues,” says Dr Raeleen Manjak, chief human resources officer at the City of Vernon. “Everyone I’ve discussed this with, at some time or other, has dealt with Imposter Syndrome. Whether it was starting a university program, or a new position, or accepting a new challenge. I have experienced imposter syndrome when I’ve overworked to ensure that I was successful. This can be exhausting and can lead to burnout.”
Dealing with Imposter Syndrome as an HR leader
In HR, you’re often the first point of call for any mental health concerns or employee anxieties. Normally, this is all well and good – part and parcel of HR’s remit. However, when you find yourself also struggling, the reality of dealing with everyone else’s issues and your own can seem heavy. So, if you find yourself under the thumb of Imposter Syndrome, take a step back, relax, and remember your own talents.
“I start with a reality check,” says Dr Manjak. “I reach out to my support network to help me put a boundary around the issue. It’s important to remember that I’m a human and it’s equally important to keep track of accomplishments. We forget all of our successes along the way and this assists us in putting and keeping things in perspective. I’ve also learned to not compare myself to others. I’m my own unique person, and I need to celebrate my own accomplishments.”
Helping your team overcome Imposter Syndrome
The complexity of Imposer Syndrome means that employees suffering with it will make a massive effort to cover it up. A trait of perfectionists, this makes it even more difficult for employers to help.
“It’s important to always keep an eye on your employees,” says Dr Manjak. “Those who suffer from Imposter Syndrome will often work really hard to hide it. It’ll affect performance, productivity, and relationships. There may be performance issues or they may hit a performance ceiling, or instances of sick leave may increase when they are needed most.”
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According to Hub Spot’s report, employees believe HR leaders can help them overcome the psychological issue in the following ways;
- 69% want regular positive and helpful feedback on performance
- 44% want more open environment to discuss challenges
- 43% believe coaching and mentors for staff will help
- 35% said employers should provide more accessible mental health services
Breaking down the stigma around mental health
Imposter Syndrome is, at its core, a blend of mental health concerns and ability anxiety. The pandemic, working so long in isolation away from face-to-face interaction, only added to these concerns. Simple conversations that once happened in person now take place over email – which can lead to misunderstandings and falling outs. Employers need to take extra care as they recall their staff to imbue a culture of transparency and trust. After all, there’ll be an inevitable slew of psychological concerns as we emerge from remote work – with Imposter Syndrome sitting at the top of that list.
“We need to acknowledge the emotions surrounding the situation,” says Dr Manjak. “For example, frustration, anxiety, or fear. It’s about taking charge of the emotion instead of the emotion controlling you. It’s about making a list of all the reasons why you are feeling like this and then noting which were objective facts and which were emotions or opinions. Look at the feeling, what’s the story you’re telling yourself? What is the truth, and then what’s the intention moving forward?
“Once you do that, it’s important to take a small action to demonstrate to yourself that you can get things done. It’s important to constantly remind yourself that this is a result of hard work and determination. It’s not luck, you’ve earned this.”