Imposter Syndrome in the Workplace: Why It Happens and How to Overcome It

Even the most confident people have had a moment where they thought, “Am I actually qualified for this role… and do other people think I don’t belong?” If that sounds familiar, you’re not alone. In fact, you’re in the majority.

Imposter syndrome affects people at all career stages, from new grads to executives, and it’s more common than most of us realize. Thankfully, it can be managed. The first step is recognizing it, then learning a few practical strategies you can apply to turn self-doubt into confidence.

What is imposter syndrome?

Imposter syndrome (sometimes called the imposter phenomenon) is the persistent feeling that you don’t deserve your success, even when you’ve clearly earned it. It can look like:

• Self-doubt despite evidence of achievement

• Fear of being “found out”

• Downplaying your experience or expertise

• Attributing success to luck or timing

It isn’t a medical diagnosis, but it is a very real and distracting mindset. And it shows up most often… at work.

Why it matters at work

Imposter syndrome isn’t just an uncomfortable feeling; it has real, measurable implications in the workplace. When people doubt their abilities, they’re less likely to speak up in meetings, share ideas, take risks or put their hand up for new opportunities. Over time, that can chip away at performance, engagement and even employee retention. One study found that self-doubt alone had 59% of business leaders seriously considering quitting their jobs (hcamag.com, 2023). The impact of imposter syndrome can’t be understated.

And this isn’t only happening to a small group of people — it’s widespread.

Recent findings paint a pretty clear picture:

• 71% of North American professionals say they’ve experienced imposter syndrome at work (Kickresume, 2025)

• 50% say those feelings have actually stopped them from going after opportunities

• Globally, nearly two-thirds of knowledge workers report the same experience (questromfeld.bu.edu, 2025)

• 75% of U.S. women executives have felt it at some point (Forbes, 2024), and 78% of leaders say they’ve grappled with it too (NerdWallet, 2023)

• Searches for “imposter syndrome” jumped 75% in 2024, signaling an increase in awareness and concern (HR Reporter)

In other words, not a niche “personal confidence issue.” It’s a mainstream workplace reality, and it’s showing up across industries, levels and demographics.

Practical tips to overcome imposter syndrome

Here are a few strategies, with real-world examples, for both employees and leaders to overcome imposter syndrome:

For Employees

1. Name it and normalize it
Recognize the voice of imposter syndrome when it shows up. Try saying to yourself: “This is an imposter thought, not a fact.”

Example: You think, “I only got this role because they couldn’t find anyone else.”  

Reframe: “The hiring panel chose me because I met the criteria and brought the right skills.”

Sometimes just labelling the feeling is enough to put space between the thought and the truth.

2. Keep a “win journal”
Write down your wins, positive feedback, compliments, promotions or projects you’re proud of. Seeing them on paper helps challenge negative self-talk. And when doubt starts to creep in, you can look back at all the positive evidence you’ve collected.

Tip: Here are three simple prompts you can use to get started:

• What’s one thing I accomplished today (big or small) that I feel proud of?

• Did someone give me positive feedback this week? What did they say, and how did it make me feel?

• How did I handle a challenge recently, and what did I learn?

Free Resource: Win Journal Template

Want a simple way to start building your own “evidence bank”? Download our free Win Journal Template, complete with prompts to help you capture accomplishments, track feedback and reframe self-doubt.

3. Reframe perfectionism
Being new at something doesn’t mean you’re bad at it — it means you’re learning. Shift from “I need to get this 100% right” to “I’m here to learn and improve.”

Example: If you’re giving a presentation, remind yourself the goal isn’t flawless delivery — it’s sharing insights.  

Progress beats perfection every time.

4. Talk about it
Most professionals rarely talk openly about imposter feelings at work for fear of judgment. But when you share your experience with a trusted colleague or mentor, you’ll often hear, “I’ve felt the same way.” That exchange alone can help reduce shame.

Tip: If you’re nervous, frame it as curiosity: “Have you ever felt unsure about your role, even when you were doing well?”

5. Find mentors or peer communities
A trusted sounding board can help challenge distorted thinking, provide perspective and remind you of the value you bring.

Example: A mentor might remind you, “Everyone struggles when they start managing people. The fact that you’re aware of it is actually a strength.”

For Employers & Managers

1. Create space for honest conversation
When leaders talk openly about their own experiences with self-doubt, it normalizes the conversation and builds trust.  

Example: Opening a team meeting with, “I used to feel nervous speaking up in front of senior leaders too” normalizes the experience.

2. Give specific, consistent feedback
Generic praise (“Nice job!”) doesn’t stick. Specific feedback gives employees hard evidence that they’re valued. In fact, 69% want regular positive and helpful feedback, according to research (hcamag.com, 2022).

Example: Instead of “Good work,” try: “Your analysis highlighted an issue we hadn’t considered, which helped us avoid delays.”

3. Promote mentorship
Set up formal or informal mentoring opportunities to give employees a support structure and role model. For example, you could pair new hires with experienced team members for monthly check-ins. Additionally, research with academic professionals shows that formal mentoring programs often help reduce feelings of self-doubt, and 43% of workers believe it helps (hcamag.com, 2022).

4. Improve representation
People are less likely to feel like “the only one” when they aren’t the only one. A diverse leadership team matters.

Action step: Audit leadership demographics and set measurable goals for representation across gender, race and other underrepresented groups.

5. Build psychological safety
Encourage experimentation and learning from mistakes, rather than treating missteps as failure. This reframes the moment from blame to understanding and growth, which is exactly what builds psychological safety.

Example: Instead of asking, “Why did this happen?” try, “What did we learn, and how can we apply it next time?”

Why these tips work

These aren’t just feel-good ideas, they’re backed by research:

• Cognitive reframing (like journaling or reviewing feedback) helps disrupt negative self-talk.

• Peer support and mentorship reduce isolation and validate lived experiences.

• Psychological safety is strongly linked to higher performance, creativity and lower stress.

Final thought (and a small step you can take today)

Overcoming imposter syndrome isn’t about “getting rid” of it — it’s about learning to work through it. Start small: take 30 seconds and write down one thing you did well this week. That’s step one in building your “evidence bank” and shifting the story you tell yourself.

Everyone’s experienced imposter syndrome in some form, even if they don’t talk about it. What’s one tip, mindset shift or moment that helped you feel more confident in your role? We’d love to hear your story. Connect with us on LinkedIn or reach out directly — your perspective could be the encouragement someone else needs.

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