Imposter Syndrome in the Workplace: Interactions & Triggers

This article was written as a part of our Imposter Syndrome series where we define, debunk, breakdown & overcome all things related to this common psyche phenomenon.

When it comes to experiencing Imposter Syndrome - or the “imposter phenomenon” as it is more appropriately called - the workplace is often ground zero.  As human beings, we have developed cultures centered around intellect, productivity, and output, centering an enormous amount of our livelihood and self-worth on professional achievement.

What do you bring to the table? Are you good enough to have on the team? To keep on the team? To lead the team? Do your colleagues think so? Does your paycheck think so?!

So it should come as no surprise that professional environments are where many people experience imposter syndrome on a daily basis, doubting their own abilities while fearing they will soon be exposed as frauds and let go.

But most of us blame ourselves for these feelings, attributing them to a lack of self-esteem or self-confidence.

Fortunately, a growing number of psychologists and coaches have begun to recognize that the cause/effect relationship between your feelings about yourself and your place in your professional context may actually be reversed.  Or, as this article in Frontiers in Psychology puts it, “there is considerable theoretical and conceptual support for the notion that the impostor phenomenon is also context dependent.”

How Interactions Drive Our Thoughts

As we all have experienced in our personal lives, our thoughts and feelings are often influenced by our interactions with the people around us.  

An attractive person smiles at you and you can feel bashful and confident about being desirable.

Your partner just says “K” to your text and you feel anxious and insecure about what it might mean.

Your parent says they are proud of you and you feel loved and supported about who you are.

You get rejected from a job offer and you feel bitter and disappointed about being judged unfairly.

Every interaction we have triggers a wave of thoughts, which then trigger a wave of feelings.  It is how our brains work.  Things happen to us - and then we try to explain to ourselves why they happened and what they mean.  

Over time, we start to develop narratives about ourselves, built on memories from our past, and each time a new experience happens that (we believe) resembles a past one, it triggers and strengthens our narratives.

Interactions in the workplace are no different - and they have a profound effect on people experiencing imposter syndrome.

Imposter Syndrome in the Workplace

Most of us want to impress and succeed at work.  We care about our jobs and our ability to do them well.  We want to be a part of a team and we want to be a reason that our team succeeds.  Consequently, we often care deeply about how we are perceived and valued by our colleagues.  This natural sensitivity is why so many imposter syndrome situations occur at work.

The workplace is built on both formal and informal hierarchies and social structures.  While everyone typically has a defined role on the org chart, in reality not all voices are treated equally.  

The boss might have a close friend on the team who they have a deep report.  As a result, you notice they tend to go to that friend informally to ask for input or feedback.  But if this person falls below you on the org chart or the boss is asking about something in your purview, for many this can trigger suspicions around their own self-worth on the team.

Why is the boss going to them when this is my area of expertise? Is it because they think I’m stupid? Is it because of what I said 3 weeks ago at that offsite retreat? Is it because I am a [insert underrepresented group here]?!

Most managers and leaders are nowhere near astute enough to recognize the impact of the seemingly innocuous choices they make on a day-to-day basis.  And, to be fair, it is impossible to be 100% aware of the thoughts and feelings of every team member who catches a glimpse of them throughout the day.  Moreover, most managers and leaders are dealing with imposter feelings of their own.

However, their actions, mannerisms, and words do matter - as they have a profound impact on you and others.  

Put another way, your feelings of being an imposter are often triggered by the context you find yourself in.  You show up with the multiple different internal narratives that act like trails of gunpowder in your brain.  

And once you aren’t called on for input or aren’t included on a project or aren’t looked to for guidance or aren’t give that promotion, the match has been lit and…

BOOM! Your synapses start firing, replaying every negative narrative about yourself and ending with the same conclusion that “You are not worthy!”

But it is critical to recognize the sequence of events that leads to this repetitive mental torture.  Something out of your control - actions by others at work - have triggered something in your control - your thoughts explaining the situation.  

Your professional context has triggered your imposter syndrome.

Thankfully, there are a number of evidenced-based techniques to overcome this tendency!  More on that later in our series.

A Few More Specific Examples

Feedback

Feedback, a common workplace interaction, can be a double-edged sword. Constructive feedback is vital for growth, but when delivered without tact or overshadowed by criticism, it can reinforce self-doubt. 

For example, Jacob, an accomplished marketer, presents a successful campaign, but his manager focuses solely on minor areas for improvement. This selective critique leads Jacob to overlook his significant achievements and dwell on perceived shortcomings, fueling his imposter syndrome.

The Experience of Women

Women often face unique challenges in the workplace that can exacerbate imposter feelings. In fact, the “imposter phenomenon” was first coined by a study of high-achieving women back in the 1970s!

Gender stereotypes and biases, unfortunately still prevalent in many sectors, can make women feel as though they must work harder to prove their worth. 

Sarah, a talented engineer in a male-dominated field, finds herself constantly second-guessing her expertise, despite being equally or more qualified than her male counterparts. The lack of female representation in leadership roles and the pervasive "boys' club" culture can make women like Sarah feel like outsiders, amplifying the fear of being exposed as an "imposter."

Minority Experiences and Imposter Syndrome

For minority employees, workplace interactions can sometimes highlight or exacerbate feelings of otherness, further feeding into imposter syndrome. Racial stereotypes and unconscious biases can lead to microaggressions—subtle, often unintentional, expressions of prejudice. 

For example, Jordan, a skilled developer of color, frequently receives surprised reactions from colleagues on his project successes, suggesting an underlying bias about his capabilities based on his race. Such interactions can make minorities feel like they don't belong or that their achievements are always up for scrutiny, intensifying imposter feelings.

Or, as this research article puts it:

“In traditionally white, male-dominated occupations, for example, female and ethnic minority employees are often perceived and treated differently (e.g., they are less often sought out for advice, or included in work-related discussions; Dovidio et al., 1986; Begeny et al., 2020). Such subtle everyday oversights communicate that these employees’ ideas, knowledge, and insights are valued less as that of other employees, which can in turn perpetuate issues of confidence and engagement at work (Holleran et al., 2011).”

Creating a Supportive Environment

Addressing imposter syndrome in the workplace requires a collective effort to foster an inclusive and supportive environment. Encouraging open dialogues about imposter feelings, recognizing diverse achievements, and implementing bias training can help mitigate the triggers of imposter syndrome. Workplaces should strive to create a culture where differences are celebrated, contributions are acknowledged, and employees feel valued for their unique perspectives and skills.

In the meantime, it is critical for you to recognize that imposter syndrome is not inherent to who you are and is often triggered by the dysfunctional context you find yourself in!

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To learn more, read about how Imposter Syndrome is seeded in School or get our free 4-Step Action plan to start beating Imposter Syndrome today!

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