Imposter syndrome at work can feel like a relentless internal battle.
You land a new job and immediately sense a growing unease, worried that you’ve deceived the hiring team.
You finish a project successfully, yet you can’t shake the suspicion that it was all luck.
You doubt your accomplishments, downplay your expertise, and continuously worry that someone is about to expose you.
This cycle of self-doubt and anxiety is deeply unsettling, but it’s also common.
Researchers report that up to 82% of people may experience imposter feelings at some stage in their working life.
Imposter syndrome is often called imposter phenomenon or “imposterism”.
It influences a variety of negative job outcomes, including heightened stress, anxiety, depression, lower career risk-taking, and burnout.
Surveys in diverse fields show that these feelings can interrupt growth and hamper performance.
A 2019 study in the Journal of General Internal Medicine linked imposter syndrome to an increased risk of depression and anxiety in medical professionals.
Another paper in Frontiers in Psychology illustrated that tackling these feelings is a key strategy in preserving job satisfaction and reducing psychological distress.
Organisations can — and should — help in minimising the prevalence of imposter syndrome by offering supportive leadership, normalising conversations around self-doubt, and actively celebrating genuine achievements.
Despite these supportive structures, it’s easy to feel adrift and assume that everyone else is confident.
This sense of fraudulence can be magnified for those from underrepresented backgrounds, such as BIPOC (Black, Indigenous, and People of Colour) individuals who find themselves working under leadership that doesn’t reflect their identity or experiences.
Many people also encounter the same creeping worries when starting a new job, feeling pressure to prove themselves immediately.
So if you’re experiencing imposter syndrome in the workplace, you’re not alone.
What does imposter syndrome feel like at work?
Constant anticipation of failure is exhausting.
Even if you’ve secured a hard-earned promotion or received glowing performance reviews, you might assume you’ve simply been fooling everyone around you.
There’s the fear of being “found out,” mixed with the feeling that your successes aren’t valid.
A recent study found that high imposter feelings often correlate with elevated work-related stress.
This stress can arise from tasks as straightforward as sending a team-wide email or proposing a fresh idea in a group meeting — activities you’d like to do confidently, but second-guess every step of the way.
Many people who experience imposter syndrome describe it as an endless cycle: the more they achieve, the more they feel they have to lose once their “inadequacy” is uncovered.
There’s minimal satisfaction in accomplishments because they’re never seen as true reflections of skill.
Some individuals find it especially pronounced during transitional times — like starting a new job — and these worries end up colouring every aspect of office life, from performance reviews to casual conversations.
Does imposter syndrome lead to burnout?
Burnout is a response to ongoing workplace stress and can manifest physically, mentally, and emotionally.
Imposter syndrome amplifies that stress by making you feel you’re only surviving through frantic overwork and the perpetual fear of not being good enough.
In an environment where you feel you must prove yourself repeatedly, there’s no release valve.
Perfectionist tendencies — often a component of imposter syndrome — add more pressure.
In fact, some researchers have documented how the anxiety tied to imposter feelings can contribute to long-term stress responses and cynicism.
Constant self-monitoring is tiring.
You might over-prepare for every task, or engage in continual internal criticism.
Instead of stopping at a healthy threshold, you push forward, worried that slowing down confirms your “fraud.”
Over time, exhaustion builds up.
Responsibilities at work feel heavier, and it’s difficult to switch off after hours.
This vicious cycle results in depleted energy, frustration, and resentment.
In some cases, these outcomes fuel thoughts about quitting and can cause disruptions to your overall career path.
What are the 5 types of imposter syndrome?
Imposter syndrome comes in different forms.
Dr. Valerie Young’s widely referenced framework identifies five types, each with a particular source of doubt:
- The Perfectionist: This is the person who sets excessively high standards. If there’s any minor flaw in a project or presentation, they view it as a huge personal failing. They might struggle to celebrate achievements because the final product is never “perfect” enough.
- The Natural Genius: This person believes that competent people achieve success quickly and effortlessly. When they encounter challenges that take time to figure out, they feel incompetent. Struggling to learn something or needing assistance is enough to spark a wave of self-criticism.
- The Superhero: The Superhero believes in proving their worth by juggling multiple roles and responsibilities at once. Failure in any single area — whether that’s a missed deadline or a subpar performance — can reinforce their fear of not being genuinely capable.
- The Soloist: The Soloist might think, “If I ask for help, I’ll look inadequate.” They focus on handling tasks alone and see collaborating or seeking guidance as signs of weakness. This tendency often increases stress and isolation.
- The Expert: The Expert wants to know every single detail before they feel ready to start something. They’re anxious about being discovered as uninformed if they don’t hold the answer to every possible question. Professional growth becomes complicated because they’re slow to take on new responsibilities if they don’t feel 100% prepared.
What are the 4 P’s of imposter syndrome?
Some professionals talk about the 4 P’s: Perfect, Perform, Prove, and People-Please.
Individuals who feel like imposters may feel the need to be perfect at every task, perform beyond expectations, prove their worth daily, and people-please out of fear that even slight criticism could reveal their perceived inadequacy.
This framework highlights how self-imposed standards lock you into a constant race for validation.
What is the root cause of imposter syndrome?
Imposter syndrome can be traced back to personal, cultural, and organisational influences.
Childhood messages about success or constant comparisons to others can predispose someone to self-doubt.
Some researchers have pointed out that social constructs around identity — like racial or gender-based stereotypes — amplify these experiences.
BIPOC individuals, for instance, have reported feeling pressure to represent an entire community in workplaces that lack diversity.
That weight fosters more intense concerns about “exposure” and making mistakes.
Other triggers are embedded in the corporate environment.
In a rigid, hierarchical office culture, employees can feel enormous pressure to act flawlessly.
If failure or questions lead to criticism and shame instead of learning opportunities, people internalise mistakes as evidence of incompetence.
On the flip side, some individuals never receive constructive feedback or recognition; the absence of clear encouragement leads them to assume their success must be accidental — some research shows that students who encountered unsupportive academic environments were more prone to feeling like frauds when moving into the professional world.
These patterns often continue if there’s no shift in mindset or workplace culture.
How to get over imposter syndrome in work?
Imposter syndrome often thrives on negative self-talk and silence.
Shifting your mindset and building a supportive environment can weaken its hold.
Here are some practical steps to ease self-doubt and reclaim confidence at work:
- Gather proof of your achievements: Keep track of successful projects, positive feedback, and any milestones that demonstrate your skills. Revisit these reminders when imposter feelings creep in, so you can see tangible evidence of your expertise.
- Ask for help: Reach out to colleagues, mentors, or managers and schedule quick check-ins when you need guidance. Rather than exposing a weakness, requesting input highlights your teamwork skills and desire for growth.
- Embrace therapeutic strategies: Consider approaches like cognitive behavioural therapy (CBT) to challenge negative thought patterns. Journalling can also help you spot times when self-doubt flares up and replace those thoughts with balanced, evidence-based perspectives.
- Build a supportive network: Seek or create groups — professional collectives, employee resource circles, or peer meet-ups — where people normalise sharing insecurities. Even taking part in team-building activities at work can help. A workplace that acknowledges vulnerability, celebrates achievements, and engages in open dialogue helps combat imposter syndrome at its core.
Should I tell my boss about imposter syndrome?
Choosing to tell your boss about imposter syndrome is a personal decision.
A supportive manager often values honesty, especially if sharing can lead to more clarity on expectations and better resources for your professional development.
Think about whether you trust your boss and whether they’ve shown openness to discussions around mental health, stress, or well-being.
You might schedule a private conversation to say something along the lines of, “I sometimes struggle with feeling competent. I’d appreciate any feedback or advice on how to keep growing.”
The goal is to shape a collaborative dialogue, not to label yourself as hopeless.
If direct disclosure is too daunting, it could help to speak with a mentor or HR representative to strategise.
How do you work with someone with imposter syndrome?
Working with someone affected by imposter syndrome calls for clear communication, empathy, and a genuine commitment to recognising their worth.
Affirming their expertise and setting the right tone in your team can loosen self-doubt.
Here’s how you can help foster a supportive environment:
- Acknowledge their expertise: Notice and praise concrete examples of good work. Imposter syndrome thrives in silence, so consistent, positive affirmations can help dismantle self-doubt.
- Encourage shared decision-making: Give your colleague agency by asking for their input. Phrases such as “Your perspective on this project is valuable — could you lead the next phase?” show trust and help boost confidence.
- Avoid perfectionist language: Normalise mistakes and highlight gradual improvements. Coaching someone to see steady progress lessens the pressure to perform without error.
- Create safer spaces for growth: Invite your colleague to present in meetings or share their knowledge with new team members. Teaching or mentoring often reveals expertise they didn’t realise they had.
- Offer flexible communication in remote settings: Schedule regular one-on-ones or set up accessible Slack channels. This visibility ensures their accomplishments don’t go unnoticed and makes it easier for them to request support.
Does imposter syndrome ever go away?
Yes — imposter feelings can fade over time, particularly when individuals receive consistent support and recognition.
They might not disappear entirely, but they can lessen with deliberate awareness, validated competence, and a workplace culture that normalises learning from mistakes.
Many seasoned professionals note that imposter syndrome might re-emerge when they face new challenges, but it no longer carries the same overwhelming hold on their self-esteem.
Ultimately, it’s about recognising that competence and growth exist on a spectrum.
Instead of aiming to be endlessly flawless, progress is rooted in steady learning, healthy collaborations, and acceptance of constructive feedback.
Building a culture where admitting vulnerability is normal creates a space for everyone to share knowledge, make mistakes safely, and thrive without the added burden of self-doubt.
The research is clear: a significant portion of the workforce experiences these doubts.
You might just be more vocal or more aware of them.
A mix of self-reflection, communal support, and open dialogue can pave the way for healthier attitudes at work.
By claiming your contributions, allowing yourself to be a learner, and receiving constructive affirmations from peers or mentors, you create room for authentic growth.
Imposter syndrome doesn’t have to define your professional identity.
