The feeling of not being qualified, smart or confident enough for a role — commonly known as imposter syndrome — can affect the performance of nearly a third of employees.
Its symptoms often manifest as stress, anxiety and burnout, with consequences that can reach beyond individuals to impact entire organizations. From missed career development opportunities to lost productivity, the true cost of imposter syndrome often goes unnoticed.
In this article, I explore the impact imposter syndrome is having on U.K. employees and businesses, and importantly, provide three actionable strategies for leaders and managers to address the issue and foster a more confident, resilient and productive workforce through training and mentoring.
Manifestation and Impact of Imposter Syndrome
Imposter syndrome can affect all employees — regardless of experience, seniority or gender. In fact, research by the Executive Development Network (EDN) into U.K. employees experience of imposter syndrome found that over one-half (53%) of the U.K. workforce experiences stress, anxiety or burnout related to imposter syndrome monthly, and over a quarter (27%) experiences it weekly.
When exploring the prevalence of the syndrome, LGBTQ+ individuals are up to 80% more likely to experience these feelings weekly compared to those who identify as heterosexual, while females are 45% more likely to experience these feelings daily compared to their male counterparts.
The immediate impact of imposter syndrome is felt most strongly by the sufferer with anxiety and stress being common symptoms. However, EDN’s latest research has also revealed that imposter syndrome is the underlying cause of up to 10 full days per year of lost productivity for U.K. employees. This is due to employees spending more time than is needed on tasks through over-preparing and a need for perfectionism. Imposter syndrome has also been found to be the cause of 31% not completing important projects for fear of being “found out as a fraud,” further affecting performance and productivity.
In addition, imposter syndrome was found to be a significant cause of absenteeism — with individuals taking an average of one day per year off work. Younger generations appear to feel the effects more acutely, with Gen Z taking up to 2.6 days off per year.
As well as impacting sick leave, the condition also adds to recruitment costs as it’s proven to be an influential factor in employees considering quitting or leaving their role. In fact, imposter syndrome is a contributing factor in 12% of job quitting decisions and is a factor in influences over a quarter of people (26%) leaving their roles.
It’s no surprise then that the syndrome negatively impacts nearly a third of people’s performance at work. It causes individuals to doubt their own skills and successes, often leading to feelings of not being as talented or as worthy as others believe. This in turn leads to 45% of employees avoiding promotions or new opportunities due to imposter syndrome.
With the true business cost for replacing an employee estimated to be double the paid salary for the first year of employment, imposter syndrome is significantly increasing business recruitment costs.
Unlocking Work Potential with Training
It’s clear that imposter syndrome isn’t just a personal challenge; it’s a hidden business risk that can seriously affect performance and profitability. Tackling this risk effectively is key, and to do that businesses need to create environments where imposter syndrome is openly addressed.
According to a study commissioned by Galaxy with Young Women’s Trust, just a quarter of women who feel like an imposter have spoken openly about it, compared to 37% of men. But encouraging an open and sharing culture is only part of the solution. Putting in place structured programmes that address imposter syndrome head on and help employees build their confidence and skillsets is vital to the long-term management of this issue.
When asked about the most valuable training areas to combat imposter syndrome, employees highlighted five areas — communication skills, leadership imposter syndrome management (as part of mental health awareness), coaching and technical skills development.
This clearly demonstrates the value and potential impact that investment in training and skills development can have — not only on tackling imposter syndrome but also in building a skilled and knowledgeable workforce.
Here are three strategies that can be incorporated into your business’s continued professional development planning to support employees:
- Structured mentoring program.
Implementing formal mentoring program can provide consistent and reliable support to employees. By creating a safe space for employees to discuss their challenges and receive constructive feedback, mentoring provides an effective channel for regular informal support.
- Imposter syndrome workshops as part of mental health training
Host specialized workshops that focus on identifying and managing imposter syndrome. These workshops provide practical tools and strategies for employees to combat self-doubt and build self-confidence.
- Leadership and coaching training.
Offer training that equips managers with the skills to recognize and address imposter syndrome within their teams. This training emphasizes the importance of empathy, active listening, and creating an inclusive workplace culture.
In addition to these three strategies, businesses should consider broader professional development opportunities that can bolster employee confidence.
How to Take Action Against Imposter Syndrome at Work
Concerningly, imposter syndrome is noticeably increasing among UK employees with 16% of the UK workforce observing the rise. The trend is even more pronounced among line managers, with 21% reporting an increase. This clearly highlights the need for training at all levels to ensure that all employees feel confident in their roles, particularly for those who may be in more senior positions.
If the upward trend continues, the business cost of imposter syndrome – including absenteeism and time lost in productivity – will only grow.
Innovative apprenticeships such as EDN’s inclusive leadership program empower leaders to develop strategies for creating a diverse, inclusive and modern workplace culture. The training gives leaders throughout all levels of a business the skills and strategies to tackle the challenges of their teams and understand the importance of inclusivity. It also provides them with the confidence to manage difficult situations they may have not had experience in before such as supporting a colleague suffering from imposter syndrome.
By addressing imposter syndrome head-on, businesses can unlock the full potential of their employees and encourage their growth. The time to act is now – not just for the benefit of individuals but for the success and sustainability of businesses as a whole.
