Self-doubt doesn’t just live in your head, it’s hitting businesses hard. From lost productivity to rising staff turnover, imposter syndrome is more than a buzzword. In this piece, Mike Worley explores how targeted training and development can give employees the confidence and tools they need to overcome it and thrive
Imposter syndrome – the persistent feeling of not being qualified, smart or confident enough for a role – affects nearly a third of employees. While it often manifests as self-doubt, stress, anxiety and burnout, its repercussions extend beyond individuals to entire businesses due to the impact on workplace performance. From lost productivity to increased staff turnover, the true cost of imposter syndrome is often underestimated.
Coaching and mentoring are effective in combating imposter syndrome
Yet, there is a solution. By implementing targeted training and development programmes, businesses can equip employees with the tools they need to combat self-doubt, develop resilience and unlock their full potential.
In this article, I explore the impact of imposter syndrome on employees and businesses, the importance of training in addressing it, and key strategies organisations can implement to foster a more confident workforce.
The realities of imposter syndrome in the workplace
Imposter syndrome – like all psychological conditions – does not discriminate. It affects employees across all levels of experience, seniority and gender. Research by the Executive Development Network (EDN) found that over half (53%) of UK employees experience stress, anxiety or burnout related to imposter syndrome on a monthly basis, while over a quarter (27%) feel its effects weekly.
For those struggling with imposter syndrome, anxiety and self-doubt can lead to excessive perfectionism and over-preparation. This has a knock-on impact on productivity, and results in significant productivity losses. According to EDN’s latest research, imposter syndrome is responsible for up to 10 full days of lost productivity per year.
Beyond this, imposter syndrome has a direct impact on absenteeism. In fact, employees take an average of one day per year off due to imposter syndrome-related stress, with Gen Z employees taking up to 2.6 days annually. This growing trend among younger workers highlights the importance of proactive intervention to help mitigate the impact as the generation becomes an increasingly large proportion of the workforce.
This is particularly important considering that imposter syndrome contributes to job dissatisfaction and retention challenges, and influences 12% of quitting decisions. Over a quarter (26%) of employees who left their roles cited imposter syndrome as a factor. Additionally, 45% of employees avoid promotions or new career opportunities due to feelings of inadequacy.
Impacting productivity, absenteeism, career progression and recruitment costs, it’s clear that imposter syndrome in the workplace needs to be addressed.
The power of training and mentorship
To effectively tackle the phenomenon requires more than awareness; it needs action. Coaching and mentoring have been identified as powerful tools in helping employees overcome self-doubt and build confidence; 52% of employees and 66% of line managers agree that coaching and mentoring are effective in combatting imposter syndrome.
However, despite their recognised benefits, almost half (49%) of businesses lack established coaching or mentoring programmes. This gap presents a major opportunity for organisations to implement structured initiatives that provide employees with the support and encouragement needed to thrive.
Managers play a crucial role in addressing imposter syndrome within their teams. Research shows that many businesses are already taking steps to tackle the issue, with key initiatives including:
- Mentoring programmes: Experienced employees or external experts provide guidance and support, helping individuals navigate self-doubt and build confidence.
- Recognition and reward initiatives: Aligning recognition programmes with company values ensures that employees feel valued for their contributions, helping to counteract feelings of inadequacy.
- Wellbeing sessions: Stress management techniques, mindfulness practices and mental health resources can help employees manage stress and improve overall wellbeing.
- Upskilling managers: Managers who receive training in imposter syndrome awareness and support strategies are better equipped to foster a positive work environment.
Three simple strategies
For a long-term solution, strategies need to be integrated into professional development plans. Below are three practical approaches that businesses can implement to create a supportive and empowering workplace culture.
1. Structured mentoring programmes
Mentoring programmes provide employees with a structured, reliable support system. By pairing individuals with experienced mentors, businesses create a safe environment where employees can discuss their challenges, receive constructive feedback and develop confidence in their abilities. Mentorship helps employees navigate imposter syndrome by offering practical advice, career guidance and reassurance that their contributions are valued.
2. Imposter syndrome workshops as part of mental health training
Workshops specifically designed to address imposter syndrome equip employees with practical tools and coping mechanisms to combat self-doubt. These sessions can focus on recognising imposter syndrome triggers, reframing negative thought patterns and developing confidence-building strategies. When incorporated into a company’s broader mental health initiatives, these workshops help normalise conversations around self-doubt and personal growth.
3. Leadership and coaching training for managers
Since managers play a crucial role in shaping workplace culture, investing in leadership training is essential. Training should focus on developing emotional intelligence, active listening and empathy, enabling managers to identify signs of imposter syndrome within their teams and provide the necessary support. A well-trained leadership team fosters an inclusive environment where employees feel valued and encouraged to take on new challenges.
Investing in employee skills and training
Beyond the direct impact on employee wellbeing, tackling imposter syndrome benefits businesses in multiple ways. For example, increased productivity as employees who feel more confident in their abilities spend less time second-guessing themselves and more time delivering results. Added to this is higher retention rates and reduced recruitment costs due to a supportive work environment and, in turn, stronger leadership pipelines as employees embrace opportunities. Combined, these contribute to a more resilient and adaptable workforce.
Organisations should also consider investing in inclusive leadership apprenticeships, which help managers develop strategies for fostering a diverse and supportive workplace culture. These training programmes not only equip leaders with the tools to address imposter syndrome but also ensure that employees feel empowered to take on new challenges.
Turning self-doubt into confidence
Imposter syndrome is more than just an individual struggle, it’s a hidden business risk that can undermine performance, productivity and employee retention. However, by fostering a culture of openness and support, businesses can turn imposter syndrome from a barrier into an opportunity for growth.
Through implementing mentorship programmes, targeted training workshops and leadership development initiatives, organisations can create workplaces where employees feel valued, confident and equipped to succeed.
Mike Worley is Managing Director at the Executive Development Network (EDN)
