Imposter Syndrome At Work

Tips to overcome thoughts and feelings of imposter syndrome

What would you do if you learned that some of your most trusted and high-performing team members lived many of their days in great distress? How would you react if you found out that these seemingly happy and productive people perceived themselves as fraudsters, compromising the forward progress of your company and creating distrust in the process? Would you be shocked? Because, this is how imposter syndrome can affect individuals, and according to the data, 70% of your team will struggle with it at some point during their careers.
 

Hyperbole aside, imposter syndrome is real and can negatively impact everything from team cohesion to product delivery. That “little voice” sufferers hear telling them they’re not good enough or smart enough (cue Stuart Smalley) can have a material impact on the organization if it’s not recognized and addressed. And it all starts with culture.
 
To do their best work, our teams need to feel safe — safe to take risks, safe to make mistakes, and safe to ask questions. The best way I’ve found to achieve a culture where people feel safe is to adopt the practice of "continuous feedback and no surprises.” The application of direct, consistent, timely, and contextual feedback for your teams will foster that sense of safety they need to thrive while cutting off oxygen to the insecurities that grow from guesswork.
 
At Relay, leaders meet with their team members weekly, with very few exceptions. We take the time to connect, share guidance and specific feedback, answer questions, set or reset expectations, and ultimately drive growth. By doing so, our people don’t have to wonder where they stand. They don’t have to second guess whether their work is aligned and making an impact. Because we tell them, and course correct when appropriate. Even hard conversations are more kind than staying silent.
 
This is all especially important as companies are increasingly built on distributed work models. Leaders and People Operations teams, charged with keeping team members engaged and feeling supported will need to be intentional and committed. And it's worth the investment, because turnover is an incredibly expensive proposition, skyrocketing right now as people are looking for purpose and a mission they can align with.
 
Here are some tips to overcome thoughts and feelings of imposter syndrome when they creep in:
●    Recognize there’s nothing wrong with you; it’s normal to carry self-doubt and usually means you’re on the cusp of a growth opportunity.
●    Reflect on your achievements (keep a record!) and celebrate your accomplishments.
●    Be brave and take risks. If not, there are so many missed opportunities.
●    Prepare for important meetings and presentations — knowledge is empowering and builds confidence.
 
If your company is serious about creating a strong culture to drive high performance, it needs to acknowledge that the vast majority of team members doubt their abilities on occasion, and worse, feel like a fraud from time to time. If you want to inspire and retain these high performers, you must ensure they feel safe. It will take a little more effort and intentionality, and the result will be worth it.

Team members will stay committed, they’ll feel empowered and confident, and they’ll produce their best work. Isn’t that ultimately what you need to drive your business forward, to WIN?

Author Bio

Amy Zimmerman is Chief People Officer at Relay Payments, a venture-backed fintech company focused on building an electronic payment network in the transportation, logistics, and supply chain industries. Amy has over two decades of experience nurturing company culture within the tech community and is co-founder of PeopleCo. Connect Amy Zimmerman