“Am I good at my job? Does anyone above me believe I know what I’m talking about? What if they find out I’m just faking my way through this?” Questions like these are a symptom of imposter syndrome, and if they’re swirling around an employee’s head as they work on big projects or even their day-to-day tasks, their job satisfaction, happiness and even productivity are likely to be suffering.
Imposter syndrome isn’t easy to overcome, but with the guidance and support of a trusted manager, a struggling employee can regain their can-do spirit. Below, 15 members of Forbes Human Resources Council share the best ways a leader can help build the confidence of an employee experiencing imposter syndrome and why these methods help in the long run.
Members of Forbes Human Resources Council share ways managers can help employees combat imposter syndrome.
Photos courtesy of the individual members.1. Make it safe to ask for help.
Not recognizing or admitting vulnerability results in sticking to comfortable behaviors without taking needed leaps or stretch challenges. It doesn’t allow others to help us when we need it. While gaining the confidence of others is important, it is equally important to understand—and admit—we need help. Admitting “I’m in over my head in this area” allows you to get help and achieve growth. - Tracy Maylett, DecisionWise
2. Give them credit when it’s due.
People will work hard for money but die for recognition. It’s human nature, plain and simple. Even the most productive and accomplished individuals experience imposter syndrome. Doubt becomes too easy in the age of social media as we compare ourselves to the highlight boards. Giving real credit to your employees is the easiest way to combat the seeds of doubt. - Brandon Batt, Savory
3. Allow the employee to be the decision-maker.
Defer to your employee during meetings and in emails. You selected this employee for the role knowing they had the skills for the job. By allowing the employee to publicly be the decision-maker, you teach others that their authority is legitimate. This should boost the employee’s confidence and belief that they are up to the task and that they have your trust. - Cassandra Rose, Sprinklr
4. Leverage strengths-based assessments.
Imposter syndrome is often an indicator that the employee feels stretched beyond their capabilities or needs to be reminded of their strengths. Leverage strengths-based assessments to create open, frequent development dialogues, and build from an appreciative place. This gives employees experiencing self-doubt the space to share and a renewed sense of confidence to continue their growth. - Keri Higgins Bigelow, LivingHR, Inc.
5. Offer specific positive affirmation.
Impostor syndrome nests in generalizations. Offer specific positive affirmation to fact-check misinformed generalizations. Be honest, but name the specific strengths they bring to their role as evidence of their having earned their place. Notice their triggers to self-doubt and repeat as needed. In severe cases, it’s okay to suggest counseling, too. - Courtney Pace, FedEx Employees Credit Assoc.
6. Normalize it, but help coach them through it.
Help them understand that it is normal for them to feel that way. If people keep pushing themselves to grow and develop, they will eventually find themselves in a role that stretches them, and they will feel inadequate. Managers can help by being accessible, coaching them and being very conscious of giving them positive feedback and recognition. Let them know when they are killing it! - Ben DeSpain, Velocity, a Managed Services Company
7. Recognize their strengths and hard work.
A manager can build the confidence of an employee by recognizing the employee’s strengths and appreciating the employee when they perform work successfully. Furthermore, a manager can identify the employee’s areas of opportunity and provide training and development programs to help the employee improve. These strategies will help the employee build confidence and improve their self-esteem. - Ochuko Dasimaka, Career Heights Consulting, Inc.
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8. Tell them exactly what they’re doing right.
Clear and specific feedback on what an employee is doing well that is directly contributing to their outsized success in an area is the best way to build confidence and counteract imposter syndrome. When a respected manager gives authentic and targeted praise that resonates with an employee’s sense of self, they can begin to overcome the feeling of being an imposter. - Lorna Borenstein, Grokker
9. Show them where they stand.
Giving feedback to employees helps with imposter syndrome. The feedback ensures that the employee knows where they stand within the system and helps them build confidence within themselves. It acts as a thermometer—the person can then respond accordingly and learn moving forward. - Tasniem Titus, Dentsply Sirona
10. Assign them a mentor.
Finding a mentor who hails from a similar demographic can be extremely helpful. Often, people develop imposter syndrome when they feel they don’t deserve to be in the role they’re in because of some trait or characteristic that is irrelevant to the task at hand. A mentor with a similar background will help build up your employee’s confidence so they no longer feel like an imposter. - Tracy Cote, Zenefits
11. Reward their attempts to stretch themselves.
We all battle imposter syndrome to some extent. I’ve seen it exacerbated in team members asked to stretch outside their comfort zones—for example, conducting a training session out of their sweet spot. The best way I’ve found to combat this is to reward the attempt. When the employee knows their success is based on the attempt and not necessarily the outcome, they’re able to relax and execute. - Jeremy Ames, Workforce Insight
12. Learn how to ‘name it and claim it.’
Before a manager can build the confidence of an employee experiencing imposter syndrome, they must be trained on how to recognize it. Once a manager can “name it,” they can help the employee “claim it.” From there, they can help the employee acknowledge their fears, identify their career goals and collaborate on a roadmap to help achieve their goals. - Bridgette Wilder, Wilder HR Management & EEO Consulting
13. Encourage the employee to build up their external network.
Often imposter syndrome comes when we compare ourselves to others without realizing those people experience the same feelings we have. I encourage employees to attend industry events outside the company and build their external network. Meeting others we admire and realizing we are all in the same boat can be hugely beneficial when combating imposter syndrome. - Karla Reffold, Orpheus Cyber
14. Examine your own beliefs about your employees.
The first step is for the manager to examine their own beliefs about the employee and how these are translating into their leadership style. Do you treat your employees as though they are wise, trustworthy and capable? If not, then don’t expect them to behave as such. - Pari Becker, Titan Machinery
15. ‘See’ and acknowledge your employees.
It’s very important for a leader or manager to “see” their employees and acknowledge them. They should recognize what they bring to the table, give them projects that stretch them and then give feedback. The feedback should be 10-to-2 positive-to-negative. It’s to give them the confidence to spread their wings and grow into their strength and confidence. - Rohini Shankar, CIOX Health
