Impostor Syndrome at Work: 5 Types + How to Overcome

No one wants to feel like an imposter at work. But the truth is, imposter syndrome is a real thing that can negatively impact mental health and well-being. If you've ever felt like you don't belong or don't deserve your job, know that you're not alone.

What is imposter syndrome?

Imposter syndrome is a psychological pattern where you doubt your accomplishments and fear being exposed as a "fraud," despite evidence of your competence. Also known as the impostor phenomenon, it was first identified by psychologists Pauline Rose Clance and Suzanne Imes in the 1970s while studying high-achieving women.

Common signs include:

1. Feeling like you're tricking coworkers into thinking you're good at your job

2. Lack of self-confidence at work

3. Sensitivity to small mistakes

4. Fear of success or failure

5. Burnout from working too hard to "prove" yourself

If any of these feelings ring true, you're not alone. According to our research, nearly two-thirds (62%) of knowledge workers worldwide experience imposter syndrome. A 2025 meta-analysis of 30 studies with over 11,000 participants found that the prevalence of impostor syndrome is approximately 62% among health service professionals, highlighting its widespread prevalence across high-performing workplaces. High achievers in more senior positions are actually more likely than average to experience it.

Characteristics of imposter syndrome

Everyone experiences imposter syndrome slightly differently, but common characteristics include:

• Feelings of self-doubt in your skills and competence

• Crediting external factors, like luck, for your success

• Decreased self-confidence

• Isolating from team members

• Perfectionism

• Experiencing overwork and burnout

• Setting impossibly high standards for yourself

• Low self-esteem

• Intense fear of failure

The imposter cycle

Imposter syndrome often follows a predictable pattern called the imposter cycle. Understanding this pattern can help you recognize it in the moment and break free from it.

The cycle typically looks like this:

• A new task arrives. You're assigned a new project or challenge, which triggers immediate feelings of anxiety and self-doubt.

• You over-prepare or procrastinate. To cope with the anxiety, you either work much harder than necessary or put the task off until the last minute.

• You complete the task. Despite the struggle, you deliver the work and feel a brief moment of relief.

• You discount your success. Instead of internalizing the achievement, you attribute it to external factors. If you over-prepared, you think, "I only succeeded because I worked tirelessly." If you procrastinated, you might say, "I just got lucky."

Because you don't connect your success to your actual ability, your confidence doesn't grow. The next time a task comes up, the cycle begins again, leaving you feeling like you're always one step away from being discovered as a fraud.

Anatomia pracy, raport specjalny: niezbadany związek między syndromem oszusta a wypaleniem

W przeszłości wypalenie zawodowe i syndrom oszusta były badane jako dwa odrębne zjawiska. W tym raporcie łączymy te dwa zjawiska, aby pomóc liderom ograniczyć wypalenie i zwiększyć retencję pracowników.

Pobierz pełny raport

5 types of imposter syndrome

Dr. Valerie Young, Ed.D., an internationally known expert on the subject and author of "The Secret Thoughts of Successful Women: Why Capable People Suffer from the Imposter Syndrome and How to Thrive in Spite of It" identifies five types of imposters in her research:

1. The perfectionist

A perfectionist is a person whose primary focus is on "how" something is done rather than on the overall outcome. Despite receiving praise, you believe you could have done better.

2. The expert

When someone is more concerned about "what" and "how much" they know or can do, they may suffer from an expert mindset. In a scenario where you have a minor lack of knowledge, this extreme self-expectation can lead to feelings of failure and shame.

3. The natural genius

This type of person measures their competence by speed and ease. When you feel like this, you equate not understanding a subject or performing a skill successfully on the first try with failure.

4. The soloist

Focusing more on "who" carries out the task, this type of imposter believes they have to be the one to do everything on their own. If you fall into this archetype, you may believe that asking for help or needing assistance is a sign of weakness.

5. The superhuman

This describes someone who measures their success by "how many" roles they can both juggle and master. With this mindset, you may feel guilty and ashamed when falling short in any role, even while excelling in others.

What causes imposter syndrome?

Imposter syndrome doesn't come from nowhere. While it can affect anyone, certain factors can make you more likely to experience it. These feelings often stem from a mix of personality, background, and environment.

• Personality traits. People who are natural perfectionists or have lower self-esteem are often more susceptible to feeling like an imposter. If you set impossibly high standards for yourself, any small mistake can feel like a total failure.

• Family background. Your upbringing can play a role. If you grew up in a family that placed a high value on achievement, you might feel constant pressure to prove yourself. Similarly, if you were labeled as the "smart one," you may feel you can't make mistakes or ask for help.

• New environments. Starting a new job, getting a promotion, or entering a new field can trigger imposter feelings. Being the "new person" can make you question whether you truly belong or have the skills to succeed.

• Being different from your peers. If you're part of an underrepresented group in your workplace or industry, you may feel extra pressure to perform due to unconscious bias. This can heighten feelings of not belonging and make you doubt your qualifications, even when you are perfectly capable. A study by the British Psychological Society found that impostor feelings are nearly universal among women in STEM, with 97.5% of participants reporting experiencing them to some degree, underscoring the need for supportive workplace cultures and clear recognition systems.

Imposter syndrome in the workplace

Imposter syndrome in the workplace can manifest in various ways, causing team members to doubt their skills, competence, and achievements. This persistent self-doubt can lead to increased stress, anxiety, and burnout, ultimately hindering career growth and job satisfaction.

A recent study titled "Prevalence, Predictors, and Treatment of Impostor Syndrome: A Systematic Review" investigated the pervasiveness of the impostor phenomenon among various populations. The findings suggest that imposter syndrome extends beyond academic settings and into the workplace, affecting individuals at all levels, from entry-level employees to CEOs.

While imposter syndrome is not recognized as a distinct disorder in the Diagnostic and Statistical Manual of Mental Disorders (DSM), its impact on mental well-being and professional performance is significant. Research indicates that impostor syndrome disproportionately affects younger leaders, with 45% of leaders aged 24-44 reporting frequent impostor thoughts, compared to just 23% of those aged 55-74. This suggests that targeted support during early and mid-career stages may be particularly valuable.

Regardless of your situation or your exact feelings, you aren't alone. If you're a fan of statistics, remember that 62% of global employees experience imposter syndrome. But if you're not, it's often more helpful to hear from others who have experienced the same. We asked Asanas to share their experiences with imposter syndrome. Here's what they had to say:

• "Imposter syndrome is much more common than most people realize, and it happens at all levels. If anything, it gets worse as you become more senior and take on more responsibility. That's why building strategies for overcoming imposter syndrome is so important." – Andrew

• "I know that there is a voice telling you otherwise, but hear me out, where you're going is more important than where you came from." –Rishika

• "Everyone you esteem in your area of expertise once knew absolutely nothing about the subject. You'd be surprised to learn that people are generally more compassionate and open to helping you and answering questions than you might expect." –John

• "Imposter syndrome feels stronger when you aren't able to reach over and tap a co-worker on the shoulder for some immediate collaboration, but remember: you work in the position you do because the team believes in you." –Asana team member

• "Your unique set of personal and professional experiences is what makes your perspective different and valuable! When you share this perspective, even if you're nervous, it helps us all get to a better answer together." –Erica

• "Give yourself permission to have a growth mindset. Try using'I don't know, yet.' This way, you're constantly reminding yourself that just because you don't know something doesn't mean it's the end of the world. You still have a chance to go figure it out." –Leah

• "Try not to compare yourself to others. Everyone has a different journey, and you might not be seeing the start of theirs. Instead of feeling inadequate, try learning from people who are more experienced than you." –Robert

• "Career growth is difficult and scary. Sometimes, the act of stretching yourself and taking on new challenges brings on a whirlwind of self-doubt. You are not alone! Talk to a trusted peer or manager to see if they can help give you the support, guidance, or validation you need to gain some confidence. Remind yourself that sometimes you are your harshest critic." –Asana team member

• "It took me many years to realize that every person feels insecurity and self-doubt, even the most senior and experienced leaders. It's okay to feel like you don't know what you're doing; most of us feel the same way! Be open and honest with your manager about your feelings so they can help put you in situations where you can prove to yourself that you do belong here!" –Jessica

• "I heard a great quote recently that really resonated with me: 'We compare our innermost criticized version of ourselves with everyone else's outwardly portrayed version of themselves.'" –Dave

• "It's ok if you don't know who your'best'or'true'self is. Life is about discovery. It's so important to give yourself grace so you can learn and adapt, instead of feeling like a copycat." –Rose

10 proven strategies to overcome imposter syndrome

If you're personally struggling with imposter syndrome, there are a lot of actions you can take to reduce those feelings. The most important thing to do is remember you're not alone, and these feelings aren't abnormal.

But with time and hard work, you can overcome imposter syndrome. Here's how:

1. Focus on facts, not feelings

Imposter syndrome makes you feel like you aren't good at your job, but these feelings are often based on fear rather than reality. The best way to fight it is to separate your feelings from the facts.

The Conscious Leadership Group calls this "facts vs. stories":

• Facts: Observable truths, things a video camera would pick up on

• Stories: How you interpret those facts

The next time you feel like an imposter, refer back to this framework. If you felt bad after speaking up in a meeting, focus on what your team members actually said, not what you imagined they were thinking.

Zwalcz syndrom oszusta za pomocą faktów. Poświęć czas na regularne zastanawianie się nad swoimi uczuciami i faktami. W ten sposób możesz zidentyfikować wykonalne kroki, aby odpuścić to, nad czym nie masz kontroli.”

2. Acknowledge your feelings of self-doubt, then let go

Just because your interpretations of an event are stories (rather than facts) doesn't mean your feelings are any less valid. Overcoming imposter syndrome isn't about ignoring your emotions. Rather, the best way to fight this feeling is to acknowledge that you're feeling poorly, validate that it's okay, and then let those feelings go if they aren't based in reality.

Używam prostej struktury, aby przyznać, że coś się dzieje, zweryfikować to i iść dalej. Zauważenie, nazwanie i uznanie syndromu oszusta sprawia, że odzyskujesz kontrolę nad swoimi uczuciami. Pomaga mi to sprawdzić lub potwierdzić to uczucie. Zadaję sobie pytanie: „Czy jest tu coś realnego, nad czym mogę pracować, czy to tylko zwykłe zwątpienie w siebie?” W większości przypadków ten krok pomaga mi upewnić się, że choć moje uczucie jest prawdziwe, to jest tylko w mojej głowie. W końcu mogę iść dalej. Nie oznacza to, że ignoruję to uczucie – po prostu mogę kontynuować swój dzień i osiągać swoje cele, uczucia i wszystko inne.”

3. Talk to someone you trust

Imposter syndrome can be very isolating. But these feelings are really common in the workplace; nearly two-thirds (62%) of knowledge workers worldwide experience imposter syndrome. So the next time you're feeling this way, try to share those feelings with someone else.

There are two advantages to sharing how you're feeling:

• Instead of internalizing the emotions, recognize them and move on. When you keep your feelings about imposter syndrome a secret, they grow bigger and harder to deal with. Sharing these feelings with someone else is a great way to recognize them on the path towards overcoming imposter syndrome.

• You might find someone who has also experienced imposter syndrome. Unfortunately, imposter syndrome is a common workplace phenomenon. You might find that the person you confide in has also experienced imposter syndrome in the past. This helps you feel less alone in the way you're feeling.

Kiedy po raz pierwszy dołączyłem do Asany, przeszedłem z zespołu liczącego 50 osób do zespołu liczącego ponad 1000 osób. Byłem pewien, że to mnie przytłoczy. Jednak wszystkie moje obawy, zwątpienie w siebie i maskowanie się zniknęły, gdy podzieliłem się z zespołem tym, co czuję. Wszyscy zrobili wszystko, aby mnie wesprzeć. Opowiadali o swoich własnych doświadczeniach. Podnieśli mnie na duchu i dodali mi otuchy.”

4. Look for evidence

If acknowledging or sharing your feelings of self-doubt isn't helping, try to counter them with evidence. Oftentimes, imposter syndrome isn't based on facts, so focus on the facts to fight these feelings.

If you often feel like you aren't getting your work done on time, try these steps:

• Go back over your most recent projects.

• Review the work you've done to see if these feelings are based on fact.

• If they are, you've identified something concrete you can work on and improve upon.

• If they aren't, use these facts every time that voice in your brain pipes up to tell you you aren't good enough.

If you don't have an easy way to review your work, try using a work management tool, like Asana. These tools help you organize your work, look back on past projects, and get set up for success on any future initiatives.

Zwalcz syndrom oszusta za pomocą faktów. Poświęć czas na regularne zastanawianie się nad swoimi uczuciami i faktami. W ten sposób możesz zidentyfikować wykonalne kroki, aby odpuścić to, nad czym nie masz kontroli.”

5. Reframe your thoughts

There is power in our thoughts. The way we approach the world has the power to shape our reality, in both positive and negative ways.

If you often suffer from negative thoughts, start monitoring your mental voice and modifying it where possible. Sharing your feelings with a trusted friend, family member, or loved one can also help you gain perspective.

For example, the next time you make a mistake, try thinking, "That wasn't my best work, but I'll do better next time" instead of, "That was awful." By reframing your mental language, you're rewiring your brain to be more supportive.

Jedną z rzeczy, która bardzo mi pomogła, była zmiana języka. Zamiast używać pasywnego, pomocniczego języka – np. „pomogłem”, „wspierałem” i „koordynowałem” – używam silniejszego, bardziej pewnego języka – np. „prowadziłem”, „współpracowałem” lub „nawiązałem współpracę”.”

6. Look for a mentor

To fight imposter syndrome, try actively improving your hard skills and soft skills. That way, whenever that little voice in your head whispers that you're not good enough at something, you can whisper back that you're in the process of getting better.

A great way to do that is to find a mentor. Look for someone in your company or your field who can give you practical advice and support.

Znajdź kogoś, kogo bardzo szanujesz w swojej dziedzinie i postaraj się uczyć od tej osoby. Jeśli ufasz tej osobie, podziel się z nią swoimi odczuciami związanymi z syndromem oszusta. Kiedy podzieliłem się swoimi odczuciami z moim mentorem, był zaskoczony, że tak się czuję, co było dużym zastrzykiem pewności siebie.”

7. Learn from your team members

A common symptom of imposter syndrome is comparing yourself to your peers and thinking you're worse at your job than they are. While comparing yourself is tempting, you can reframe these feelings.

The next time you feel tempted to compare yourself to a peer, try this instead:

• Shift from comparison to curiosity: Ask what you can learn from them

• Recognize complementary strengths: Your team members have different strengths than you, and vice versa

• See it as an opportunity: These differences create chances for your team to learn from one another

Zamiast czuć się nieodpowiednio, gdy widzę coś wspaniałego, co zrobił ktoś inny, decyduję się to zapisać. Staram się postrzegać dobrą pracę innych jako narzędzie, które pomoże mi lepiej wykonywać moją pracę, a nie jako coś, do czego muszę się mierzyć. Czasami wystarczy tylko plan, aby stworzyć coś naprawdę dobrego. Poza tym często zdarza się, że inni również czerpią inspirację z pracy innych osób!”

8. Anticipate imposter syndrome to reduce its effects

Over time, you might notice that you always experience imposter syndrome when a specific thing happens. If that's the case, prepare in advance of that situation so you can combat the effects.

For example, let's say you typically get nervous while filling out your self review during your team's performance cycle. If that level of reflection makes you uncomfortable, try keeping a list of things you accomplish over the quarter or year in your collaboration software. That way, when the performance review cycle rolls around, you already have your self review written.

Zaakceptuj strach, ale nie pozwól mu przejąć sterów. Przyznaję, że boję się zabierać głos na spotkaniu. Jednak kiedy decyduję się nie zabierać głosu, sprawdzam swoje intencje. Czy to dlatego, że nie mam nic do dodania, czy dlatego, że boję się utraty twarzy? Jeśli to ta druga opcja, akceptuję, że będę się bać, ale zrobię coś, zamiast czekać na dzień, w którym będę nieustraszony.”

9. Celebrate your accomplishments

Sometimes, the best way to fight imposter syndrome is to face it head-on. The next time you feel like you did something well, celebrate it! If you're comfortable, share your accomplishments with your team.

You aren't limited to doing this when you do a good job, either. Try creating a list of the qualities and skills you possess. These can be specific to your role, like being a great salesperson, or more general to who you are, like always being there for your team members.

Zaakceptuj strach, ale nie pozwól mu przejąć sterów. Przyznaję, że boję się zabierać głos na spotkaniu. Jednak kiedy decyduję się nie zabierać głosu, sprawdzam swoje intencje. Czy to dlatego, że nie mam nic do dodania, czy dlatego, że boję się utraty twarzy? Jeśli to ta druga opcja, akceptuję, że będę się bać, ale zrobię coś, zamiast czekać na dzień, w którym będę nieustraszony.”

10. Seek professional help if needed

If imposter syndrome is severely impacting your mental well-being or ability to function at work, it may be time to seek professional help. A qualified mental health professional can help you identify and challenge the negative thought patterns fueling your self-doubt.

In therapy, you may explore how personality traits such as perfectionism contribute to imposter feelings. Remember, seeking help is a sign of strength, not weakness.

How managers can help employees overcome imposter syndrome

If you manage a team, you want to support them and reduce the risk of imposter syndrome. Let's take a look at a few ways.

1. Establish clear expectations early on

Explaining job expectations, metrics for success, and progress checkpoints helps your direct reports have a clear sense of how they're doing. This can boost self-confidence and combat feelings of self-doubt associated with the impostor phenomenon.

Start by setting expectations on your team member's first day of work by implementing a 30-60-90 day plan. These should be shorter-term goals that they can accomplish while onboarding and learning more about the company.

Once the new hire is more established, work with them to set longer-term key performance indicators, or KPIs. The key here is making sure their goals are always measurable and time-bound. If necessary, use a goal-setting methodology, like the SMART goal acronym.

Zwalcz syndrom oszusta za pomocą faktów. Poświęć czas na regularne zastanawianie się nad swoimi uczuciami i faktami. W ten sposób możesz zidentyfikować wykonalne kroki, aby odpuścić to, nad czym nie masz kontroli.”

2. Provide immediate opportunities for connection

In addition to laying out the path to success from day one, make sure everyone also has ample opportunities to connect with teammates. Social support is crucial for maintaining well-being and managing stress related to imposter syndrome.

One of the best ways to do this is to set your new team member up with a mentor. Their mentor should be a peer on an adjacent team so they have someone to talk to who isn't their manager.

Similarly, make sure all team members are aware of any resources your organization offers, such as Employee Resource Groups (ERGs). You can also connect them with people with similar interests, like a pet lovers' group.

3. Foster open communication

Without clear communication norms, team members may struggle to know where to ask questions or who to approach. This uncertainty can fuel impostor feelings and make individuals feel like they don't belong.

To help, set up a dedicated time to sit with team members and answer their questions. Make sure to cover:

• Which tool to use when?

• Who should they go to if they have questions?

• Team conventions for things like asking questions during meetings

A communication plan reduces guesswork and lowers the barrier to entry, making communication easier.

W przeszłości mój menedżer zachęcał mnie do udostępniania treści interesariuszom przed ważnym spotkaniem. Dzięki temu mogę wcześniej uzyskać informacje zwrotne lub odpowiedzieć na pytania, więc nie czuję się „stawiany na miejscu” ani niepewny siebie podczas spotkania.”

4. Check in frequently

Consider implementing a check-in during your 1:1 meetings to offer a place for the team member to share how they're doing. When managers are transparent about their personal experiences, it encourages team members to do the same.

Zamiast czuć się nieodpowiednio, gdy widzę coś wspaniałego, co zrobił ktoś inny, decyduję się to zapisać. Staram się postrzegać dobrą pracę innych jako narzędzie, które pomoże mi lepiej wykonywać moją pracę, a nie jako coś, do czego muszę się mierzyć. Czasami wystarczy tylko plan, aby stworzyć coś naprawdę dobrego. Poza tym często zdarza się, że inni również czerpią inspirację z pracy innych osób!”

5. Share feedback early and often

More often than not, imposter syndrome isn't based on the reality of a team member's situation. Sometimes, feedback, both positive and constructive, helps team members get a better sense of how they're doing.

Zaakceptuj strach, ale nie pozwól mu przejąć sterów. Przyznaję, że boję się zabierać głos na spotkaniu. Jednak kiedy decyduję się nie zabierać głosu, sprawdzam swoje intencje. Czy to dlatego, że nie mam nic do dodania, czy dlatego, że boję się utraty twarzy? Jeśli to ta druga opcja, akceptuję, że będę się bać, ale zrobię coś, zamiast czekać na dzień, w którym będę nieustraszony.”

6. Support their career growth interests

Sometimes, team members don't believe they're good at what they're doing. The best way managers can help is by actively engaging with their career interests and showing them you believe in their potential.

Ways to support career growth and build confidence:

• Offer stretch assignments, like mentoring a new hire

• Give them ownership of visible projects

• Discuss their long-term career goals and professional development plan in 1:1s

Increasing self-efficacy is key to overcoming impostor syndrome in the workplace.

Znajdź kogoś, kogo bardzo szanujesz w swojej dziedzinie i postaraj się uczyć od tej osoby. Jeśli ufasz tej osobie, podziel się z nią swoimi odczuciami związanymi z syndromem oszusta. Kiedy podzieliłem się swoimi odczuciami z moim mentorem, był zaskoczony, że tak się czuję, co było dużym zastrzykiem pewności siebie.”

Build confidence and clarity in your work

Remember, feeling like an imposter is a common experience, not a reflection of your actual abilities. By recognizing these feelings and using strategies to ground yourself in facts, you can build genuine confidence over time. The key is to create a clear, evidence-based picture of your contributions and successes.

Putting these strategies into practice is easier when you have a clear view of your work. A work management platform helps you track your accomplishments, see how your tasks connect to larger goals, and build a factual record of your success. Ready to trade doubt for clarity? Get started with Asana today.

Anatomia pracy, raport specjalny: niezbadany związek między syndromem oszusta a wypaleniem

W przeszłości wypalenie zawodowe i syndrom oszusta były badane jako dwa odrębne zjawiska. W tym raporcie łączymy te dwa zjawiska, aby pomóc liderom ograniczyć wypalenie i zwiększyć retencję pracowników.

Pobierz pełny raport

Frequently asked questions about imposter syndrome