The Ultimate Checklist for Buying Performance Management Software

In today’s fast-paced corporate landscape, effective performance management is not just a necessity but a strategic imperative. Aligning your workforce, resources, and systems is key to achieving organizational goals, and performance management plays a pivotal role in this process.

As businesses recognize the increasing significance of performance management in the dynamic modern environment, the demand for transparent and efficient digital solutions is on the rise. In this blog, we will delve into the crucial aspects of selecting the right performance management software. From streamlining processes and saving valuable time for both employees and organizations to fostering employee growth and retention, a well-implemented system is integral to meeting the evolving demands of the business sector.

Why does Performance Management Matter?

  • Employee Growth and Motivation

Performance management is important to evaluate the employee’s growth. It points out areas for improvement in the employee’s performance. Using the performance evaluation data, training and development programs can be customized. It allows staff members to upskill themselves and contribute more to the company.

An impactful performance management system not only facilitates open communication between managers and their teams but also enhances overall team engagement.

  • Ensuring Company Goals

A robust performance management system plays a pivotal role in assessing an employee’s contribution to the company’s overarching goals. Through a well-designed system, managers and employees can align individual objectives with the broader goals of the department. This alignment fosters a sense of purpose, as employees become more willing to contribute to shared organizational objectives when they understand the direct impact of their efforts on the big picture.

  • Improved Employee Retention

Tailoring strategies to enhance employee retention is a fundamental aspect of team management. Performance management acts as a catalyst, enabling employees to consistently pursue goals, embrace autonomy, and pinpoint areas for development. This empowerment becomes a driving force behind their enduring commitment to the team.

Also Read: A Complete Guide to Improve the Performance Appraisal Process

What is Performance Management Software?

Performance management software implies a technology meant to assist organizations in understanding, analyzing, and rating the performance and productivity of their personnel. It enables management to monitor, assess, and rate their workforce, ensuring objectives are accomplished and problems are quickly resolved.

The resulting performance management data can be used to make informed decisions about hiring, performance evaluations, compensation, career trajectories, organizational goals, and more.

Benefits of Using Performance Management Software

Performance management systems are essential for streamlining evaluation processes, enhancing communication between managers and employees, tracking individual and team progress, and ultimately optimizing overall organizational performance. It further helps organizations in the following ways:

  • One of the most important benefits of using performance management software is that it clarifies employees’ expectations. Clarity helps employees concentrate on tasks that improve their performance and the organization’s success by eliminating uncertainty or ambiguous expectations.
  • By catalyzing opportunities and plans for development and improvement, performance management software indirectly contributes to employee job satisfaction.
  • Performance management software gives fair, data-based insights into what is required to fill the knowledge gap. This helps the organization plan training sessions for every employee to increase overall productivity.
  • Fair and transparent evaluations are a direct benefit of using performance management software. The platform eliminates all biases and discrimination when evaluating employees, increasing employee confidence in the organization. In turn, this trust impacts employee retention.
  • Performance management software efficiently streamlines HR processes through automated assessments and evaluations. By automating time-consuming paperwork and manual tasks, it significantly reduces the administrative burden on HR, saving valuable time and effort.
  • Finally, performance management software improves business efficiency by focusing on continuous performance monitoring and facilitating data-driven decision-making.

Checklist to Buying Performance Management Software

Using the right people analytics software can increase employee productivity and engagement. It can help you manage your company’s talent to ensure the achievement of business goals. The following checklist highlights the important features you should consider while planning to buy a performance management platform.

  • Easy-to-Navigate

User-friendliness is a feature that cannot be stressed enough. An easy-to-navigate interface will increase user adoption and engagement. A scalable and visually appealing design improves the user experience. Easy navigation also ensures quick data access and effortless information sharing. It reduces errors and ensures an efficient workflow, streamlining the performance management process.

  • Easy to Integrate with Other Platforms

Performance management software that integrates easily with other software solutions ensures a smooth-running workflow. This helps in easy data flow between performance management platforms and other management tools such as HRIS (human resources information system), payroll, training, etc. 

Easy integration also enhances the possibility for comprehensive reporting and advanced analytics, providing deeper insights into employee performance and organizational trends. By enabling centralized data storage, all pertinent information is accessible and updated on a single platform. Integration, thus, makes data management more effective.

  • Real-Time Data Reporting and Analysis

Real-time data reporting and analysis allow an organization to be responsive to trends and issues as they arise. It helps managers make important decisions swiftly. Moreover, real-time analysis enables organizations to quickly adopt innovative strategies and processes based on current performance metrics. This feature can also help managers detect potential performance issues early on and allow them to intervene with the required resources. Thus, real-time data reporting and analysis are crucial features of any performance management software.

  • Mobile-Friendly

In an era where a single finger swipe can schedule interviews and app notifications keep us constantly informed, the importance of accessible and mobile-optimized performance management systems cannot be overstated. This ensures that employees and managers can effortlessly access crucial performance-related information, whether they are on the move, traveling, or working remotely. The flexibility of mobile accessibility allows for seamless connectivity, empowering individuals to stay in tune with performance metrics regardless of their location or working setup.

Users can monitor and update performance goals, leave feedback and comments, and complete evaluations from smartphones or tablets. It encourages a more adaptable and fluid work environment. Since mobile phones are more accessible and widely used, mobile-friendly interfaces can potentially enhance user engagement.

Also Read: How To Conduct Performance Appraisal For Remote Employees
  • Succession Planning

Succession planning empowers management and HR teams to identify critical roles and formulate strategic plans to ensure a consistent pool of qualified candidates for these positions. It plays a pivotal role in aligning a company’s talent management strategy with its overarching long-term business goals. By implementing a robust internal succession plan, organizations can reduce their dependence on external recruitment and the associated costs, fostering a more sustainable and cost-effective approach to cultivating talent from within.

Internal promotions increase employee enthusiasm and loyalty, which boosts retention rates. Thus, succession planning is a key component of thorough performance management software.

  • Reward and Recognition Program

While some organizations may perceive rewards and recognition as elaborate and perhaps superfluous HR concepts, the truth is that these acknowledgments can be remarkably simple, such as sending a brief “Good job!” email or granting well-deserved time off to a diligent employee or team.

In the realm of performance management software, a robust reward and recognition program is essential. Such a program serves as a morale booster by genuinely appreciating the efforts and hard work of employees. This not only cultivates a positive work culture but also fosters an environment where employees are motivated to excel and collaborate with their colleagues. Furthermore, tying reward programs to specific opportunities for professional growth creates a powerful incentive for continuous development and skill enhancement.

  • Actionable Insights

A pivotal component of effective performance management software is the inclusion of actionable insights. It is imperative that such software furnishes employers with actionable data pertaining to crucial aspects of employee evaluations, encompassing metrics such as hours worked, targets achieved, and skills developed.

The reporting tool’s dashboard should be intuitive, ensuring seamless and daily access to valuable information for both management and employee-specific decision-making. The incorporation of actionable insights not only enhances organizational performance but also contributes significantly to the overall expansion and success of the company.

  • Customizable Reporting

This feature empowers users to craft reports customized to fit seamlessly into their organizational structure and performance management protocols. It offers enhanced flexibility in presenting data, allowing for a more tailored and nuanced approach. By generating reports that cater to the specific information needs of diverse stakeholders, managers, and leaders, this capability ensures not only improved comprehension but also promotes better alignment throughout the organizational hierarchy.

  • Multilayered Feedback on Employee Performance

Incorporating multilayered feedback into performance management software is crucial. This feature establishes a comprehensive feedback system that integrates insights from managers, peers, subordinates, and external stakeholders. Through this 360-degree feedback loop, employees receive a thorough evaluation of their strengths and areas for potential growth. This not only fosters an environment of open communication but also empowers employees to develop holistically, gaining a well-rounded perspective on their performance and areas for improvement.

Summing Up

In summary, performance management plays a pivotal role in fostering employee development, motivation, and engagement. Leveraging performance management software enhances the process by ensuring fair evaluations, establishing goal clarity, and improving overall business efficiency. Key features such as user-friendly navigation, real-time data reporting, mobile accessibility, succession planning, and multilayered feedback contribute to the effectiveness of the software. By adopting an automated system, businesses can elevate productivity, cultivate a positive work environment, and ensure that employee efforts align seamlessly with company objectives.

Frequently Asked Questions

Q.1 How do reward and recognition programs in performance management software benefit a business?

Reward and recognition programs in performance management software benefit a business by boosting employee morale, increasing motivation, and fostering a positive workplace culture. They also contribute to higher employee engagement, retention, and overall organizational success.

Q2. Why are real-time data analysis and reporting crucial components of performance management software?

Organizations can react swiftly to new trends and problems thanks to real-time data reporting and analysis. It improves efficiency by empowering managers to develop ideas, identify performance concerns, and react with the appropriate resources.

Q3. What is a performance management system?

A performance management system tracks employee performance consistently and quantitatively. The system combines technology and techniques to ensure everyone supports and contributes to the company’s strategic goals.


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How to Overcome Imposter Syndrome in the Workplace?

Many business executives have experienced “imposter syndrome” at some point in their careers. Comparing yourself to colleagues and feeling like you don’t measure up can breed paralyzing self-doubt, which can have a negative impact on your business operations.

Although imposter syndrome is frequently linked to employees in high-pressure tech and commercial contexts, it affects a far broader range of people. Imposter syndrome affects up to 82% of people, including college students, medical professionals, teachers, accountants, and others. Imposter syndrome affects everyone, but according to a report by KPMG, 75% of women in senior positions have experienced imposter syndrome at some point in their professional careers.

Nobody likes to feel like an imposter at work. But the truth is imposter syndrome exists for real. If you’ve ever felt like you don’t fit in or that you don’t deserve your work, you’re not alone.

To combat imposter syndrome at work, you must first believe in yourself and your talents. The sooner you accept yourself for who you are, the easier it will be to celebrate your accomplishments along the way.

This article presents a comprehensive guide about imposter syndrome in the workplace and how to deal with it. Let’s understand what imposter syndrome in the workplace is.

What is Imposter Syndrome?

Imposter syndrome occurs when you doubt your capacity to execute your work, contribute toyour community, or achieve personal goals. It frequently affects people who feel unworthy of their accomplishments and the high regard in which they are held. People suffering from imposter syndrome frequently worry about being “found out.”

Imposter syndrome was initially described by psychologists Pauline Clance and Suzanne Imes in 1978 while exploring why high-achieving women believe they are inadequate. Although this initial study focused on women, anyone, regardless of gender or professional status, can experience imposter syndrome. And it’s far deeper and more subtle than any single definition can capture.

Signs of Imposter Syndrome

  • You’re giving everything you’ve got until you’re exhausted. For example, you could stay late and/or come in early every day.
  • Beating yourself up for little faults–when it comes to yourself, you can’t “let the little things go.”
  • You may be afraid of being “found out” by your coworkers or employer. Likewise, you may believe you’re deceiving people and feel like a fraud.
  • You are unable to accept compliments because you never believe your work is good enough.
  • You think your job or career defines your life.

How do you Feel When you Suffer From Imposter Syndrome at Work?

As per an article in the New York Times, this is how you may feel when you suffer from imposter syndrome.

  • You feel like a fraud
  • You devalue your worth 
  • You undermine your experience or expertise

Types of Imposter Syndrome

Impostor syndrome manifests itself in five different various ways in humans. Each person’s experience with imposter syndrome is unique. However, there are some characteristics that people may share.

A. The Expert

According to Young, professionals will not be pleased with a task until they believe they know everything about it. This person may spend so much time looking for knowledge that completing activities and projects becomes difficult.

B. The Perfectionist

Perfectionists frequently suffer significant levels of anxiety, doubt, and worry, particularly when they set extremely difficult goals for themselves that they cannot meet. Rather than celebrating their accomplishments, a perfectionist would focus on areas where they could have done better.

C. The Natural Genius 

Natural geniuses can learn many new talents quickly and readily, but when faced with a difficult goal, they may feel ashamed and inadequate.

D. The Soloist

The soloist is a dedicated individualist who wants to work independently. The soloist may be afraid that asking for help will expose their inadequacy. They may refuse and discourage help in order to show their self-worth.

E. The Superhero 

The superhero frequently shines because  of tremendous effort and overwork. This person is more prone to burnout, which impacts physical and mental health and interpersonal relationships.

How to Overcome Imposter Syndrome?

Forbes Coaches Council shares 15 ways to deal with imposter syndrome. Let’s discuss them one by one.

#1 Never go away from the reality

The first step to getting over imposter syndrome is to become aware of your negative beliefs. You know, the ones where you assume your coworkers think you’re stupid and take every scowl or lack of lunch invitations as confirmation of that truth.

When this type of thinking arises, it is critical to acknowledge it as a thought rather than a fact. Rather than getting drawn into negative thinking, make it a self-affirming statement.

Our emotional state impacts our perception. If you’re worried about a tight deadline or a difficult assignment, worry and self-doubt may be your go-to emotions. You must accurately notice your own feelings and triggers in order to develop effective coping techniques.

#2 Understand your strengths and weaknesses

It’s easy to become so preoccupied with your to-do list, overflowing emails, blunders, and flaws that you overlook your own talents and accomplishments. Make another list, this time of all the abilities and accomplishments that make you particularly qualified for your job, so it’s at the forefront of your mind when you’re having a terrible day.

Another technique to protect yourself from negative thinking is to keep a work notebook in which you record any good comments you receive. According to Steve Pritchard, a human resources consultant for the clothing brand Ben Sherman, creating an email folder to organize all the positive emails you receive from colleagues and clients is a good idea.

#3 Create a support network to get over imposter syndrome

The worst thing that people suffering from imposter syndrome can do is isolate themselves from honest and affirming comments from others. But that doesn’t help much. Instead, work hard to develop relationships with your coworkers so that you have somebody to go to lunch with and count on for advice, especially as a newbie.

Another relationship you should cultivate is with your boss. Don’t wait until your yearly performance evaluation to acquire your boss’s opinion on your job. Inquire about what you’ve done well and what you could improve on.

It is normal to not know everything whenstarting a new job or a new career. Managers value someone who is curious, eager to learn, and asks insightful questions.

Once you’ve established a trustworthy network, you won’t be hesitant to seek advice from your coworkers if you’re unclear on how to approach a task. Instead of being stuck and feeling like an imposter, seek assistance if you are unsure what to do.

#4 Gather as much knowledge as possible

Overcoming imposter syndrome will not happen quickly, but there are definite steps you can take to avoid it. Do you know the expression “knowledge is power?” That is correct. The more you understand about your job and industry, as well as your professional development, the more power you will have at your disposal. And when you have power, you won’t allow imposter syndrome to hold you back any longer.

#5 Find ways to boost yourself on your own

“Nothing succeeds like success,” they say. You can regain your confidence by recalling all the ways you’ve made a difference. List your most significant achievements. Where have you made an impact? When was the last time you contributed significantly? What was your most recent big win? This will assist you in seeing yourself as others view you—as a valuable contributor who deserves to be in the room.

#6 Look for a mentor

At some point in their work, everyone finds themselves in a new scenario. Finding a competent mentor who has experienced it before can make all the difference. As an experienced person, the mentor can offer strategic ideas, support, encouragement, and constructive criticism based on their own experience, as well as act as a sounding board.

#7 Develop Self-Awareness

To begin, boost your confidence by not succumbing to impostor syndrome. By increasing your self-awareness, you can detect the early signals of impostor syndrome in your thoughts and replace them with confidence-building notions. Without a high level of self-awareness, self-defeating thoughts will invade and take over your mind before you know it. 

#8 Look for Confidence Outside of the Workplace

Everyone may boost their confidence in a variety of ways, not only at work. They can participate in extracurricular activities through professional organizations, children’s sports, nonprofits, and so on. They can establish teams, hone their leadership skills, and acquire confidence by organizing and directing programs, initiatives, and events. These abilities translate nicely back into the workplace.

#9 Acknowledge the feelings, validate them, & then let them go

Just because your interpretations of an incident are stories (rather than facts) does not invalidate your sentiments. Ignoring your emotions isn’t the answer to overcoming imposter syndrome. Rather, the best method to combat this sensation is to accept that you’re feeling bad, verify that it’s okay, and then let those sentiments go if they’re unfounded.

#10 Face it

Sometimes confronting imposter syndrome is the best way to combat it. Celebrate the next time you feel you’ve performed something well! Share your accomplishment with your team if you feel comfortable doing so.

When you accomplish an excellent job, it does not confine you to doing this. Make a list of the traits and skills you have. These can be specific to your role, such as being an excellent salesperson, or more general to who you are, such as always being available to your team members.

What Must Organizations do to Avoid Employees Experiencing Imposter Syndrome?

  • Employers must promote affirmation and recognize achievements in the workplace.
  • Create an inclusive culture in which people feel safe speaking up without fear of being labeled as inept.
  • Show your staff what it’s like to work as a human being by demonstrating good stress management, self-compassion, and empathy.

The Upside of Imposter Syndrome

There are a number of existing recommendations to help workers try to overcome their imposter syndrome feelings. However, an article titled “The Hidden Uupside of Imposter Syndrome” on the BBC shows that the true purpose should be to challenge the underlying belief that imposter syndrome is harmful.

The article further states that imposters can surpass their non-imposter peers in interpersonal skills by leaning into emotions of inadequacy. Instead of resisting or overcoming imposter syndrome in the workplace, they put extra effort into communication, which ultimately benefits them in the long run.

Frequently Asked Questions

Q1. What is an example of imposter syndrome?

Here is an example of what it’s like to experience imposter syndrome: You’ve been in a certain role for a few months, but when others refer to you by your formal title, you feel like a phony since you haven’t mastered it.

Q2. How do I stop feeling like an imposter at work?

Discuss it. There is no award for coping with imposter syndrome alone, so seek help from reliable friends or coworkers. Many people suffer from impostor syndrome, although it is usually kept a secret. Use those in your trusted circle as sounding boards for your own impostor beliefs.

Q3. Should I tell my boss that I have imposter syndrome?

According to a recent HubSpot study, 69% of employees who suffer from imposter syndrome seek positive and useful comments about their performance. Speaking with your boss/manager can assist you in working toward your goals and breaking them down into small tasks to tackle one at a time.

Q4. What triggers imposter syndrome?

Imposter syndrome is most likely caused by a combination of variables, including personality qualities and family history. According to one idea, imposter syndrome is found in households that place high importance on accomplishment above all else.

Q5. How do you treat someone with imposter syndrome?

First, validate your coworkers/employees as human beings with inherent worth and accept them unconditionally. Second, acknowledge and applaud their accomplishments.


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5 Signs of Imposter Syndrome at Work and How to Deal with It

Imposter syndrome at work

Imposter syndrome is an internal experience when an individual denies believing they are competent as others consider them to be. They also worry about being tagged as incompetent or incapable of meeting workplace expectations.   

You aren’t alone in experiencing this syndrome when sometimes it becomes hard to cope. It’s also challenging to confess these feelings to others. Managers intend to support their team, but identifying and addressing the syndrome may not be easy.  

Imposter syndrome is not what only new hires experience, rather, all people experience it. Research shows that 62% of workers experience imposter syndrome, and 42% of employees are experiencing both the syndrome with burnout worldwide. 

In this regard, career trends specialist at Glassdoor, Jill Cotton, added that the workplace needs to ensure a smooth path to success. So, help an individual overcome problems of imposter syndrome.  

Behavioral pattern of imposter syndrome

  • Perfectionism – We strive like a perfectionist to get things right so that we get exposed. 
  • Procrastination – We want everything to be in fine line and not expose our failures. 
  • Blaming others – We blame others in case of any mistake, as our mistakes can be devastating. 
  • Being a workaholic – We overcommit to avoid others pointing out that we aren’t good enough.  
  • Avoidance or apathy – We lower the goals realizing our inefficiency. Later if we don’t do well, we can blame it on our initiative.

Also Read: Unique Ways to Support Wellness in the Workplace

Imposter syndrome during the pandemic

The 2020 pandemic caused a rise in imposter syndrome. Self-doubt became a byproduct when employees started to work in isolation. Due to this, 33% of professionals reported how the pandemic, along with problems like imposter syndrome, impacted their professional confidence.   

The symptoms intensified with fewer chances to connect and celebrate success with coworkers. 

Signs of Imposter Syndrome

The head of Early Career Insights, Laura Mills, told Workest that employees with signs of imposter syndrome face difficulty accepting praise or compliments. They can even abstain from asking for help as, to them, it is a sign of failure.  

Signs of imposter syndrome

Giving others credit for your success

You don’t realize success or accomplishments. You give accolades for other reasons except for the one you are to be praised for. These are types of imposter syndrome. People with a healthy knowledge of self-esteem can take credit for any hard-earned achievements. They will praise others but have problems accepting it themselves. No matter how privileged you feel, accept credit when it’s due at the workplace.   

Taking up unnecessary pressure on yourself

Do you over-prep for every meeting and stay back to work even after your co-workers have left? Perhaps you are constantly comparing yourself and cannot handle the constant anxiety saying that you are yet to give your best. If this sounds similar, these are obvious signs of imposter syndrome and try to come out of it. People with the syndrome have a tendency to overcompensate with fear to avoid being ‘found out’. However, with success, the fear also worsens, resulting in an escalating cycle leading to an unbearable situation overall. Constant fear leads to procrastination.   

Doing too much self-sabotaging 

You receive an ambiguous email from your boss and get trapped in a spiral of anxiety. The email is enough to convince yourself that you may get fired. You keep on thinking that whatever you bring to the table to your boss might devalue you and hamper your future promotions. 

You are already preoccupied with a story to make you unnecessarily anxious. Even when things aren’t falling into place with personal relationships or office colleagues and friends, deep down, you start believing that you don’t deserve to be happy. And that you have to take risks and will get hurt eventually.   

Struggling with burnout 

You may be struggling with burn out for years, leading to imposter syndrome problems. Burnout is a condition that is caused due to persistent occupational stress, and you may struggle to cope with it. Three characteristics to understand it is:

  • Exhaustion or fatigue 
  • Lower work effectiveness
  • Feeling increased pressure and negativity from the job and being mentally distanced from the job 

This shows how imposter syndrome gives rise to burnout situations. If you only overthink and never feel proud of your accomplishments, it can eventually lead to feeling low and getting a negative perspective on your occupation. Once this happens, you will stop caring about your professional performance in the workplace.   

Also Read: Employee Burnout: What You Need to Know About It

Not working for your needs 

The situation can come up in different ways. An individual may be reluctant to negotiate for salary when hired. That reluctance to negotiate for salary again comes from the feeling that you are a fraud and getting the job is enough for you, no matter the pay scale. 

It impacts self-care and doesn’t even take benefits like vacations or others. But you work hard throughout the day without leaving any stone unturned at your workplace. 

These are some of the signs of imposter syndrome at work that both managers and employees can experience. If you recognize any of these signs with behavioral changes, try to acknowledge them. Whichever signs you relate with, it is important to find what drives you to those behaviors and the associated causes. 

How to get rid of imposter syndrome? 

Before holding on to negative self-talk when suffering from imposter syndrome, try the following to get rid of it. 

Go by facts and not feelings 

Imposter syndrome aggravates your feeling that your performance isn’t up to the mark. These are often based on fear and are not real. Try to combat imposter syndrome with facts, and don’t let your negative feelings win. That way, you can take actionable steps for what you cannot control. 

You cannot stop your brain from creating stories, but you can try to center your thoughts around facts. When feeling trapped in an imposter syndrome, go by facts rather than feelings.   

Look for Guidance 

Look for guidance from a mentor who can help improve your soft and hard skills. This way, when you feel that you aren’t good at any task, you can get back confidence with the belief that you are trying your best. The mentor should be someone from your field with practical experience to support you. Moreover, if you trust the person, you can better share imposter syndrome as an employee and how you feel.

Learn from your teammates

A common instinct is to compare yourself with your teammate and think each member can outdo you. While comparing becomes a habit, try to reframe your perspective. 

Next time you feel like comparing yourself with teammates, take a step back and try to learn from what you think are their superior qualities. You will have teammates who excel in various fields, and there’s a lot to learn from each, including yourself. That won’t make you less worthy. Instead, it’s an excellent opportunity to help others grow in a team. Recognize others’ good work and use it as a tool to improve yourself to deliver better in the future. 

Also Read: Six Benefits of Collaboration in the Workplace

How can managers prevent imposter syndrome?

If you are a team manager, your priority should be to support each and reduce signs of imposter syndrome at work. A few ways can be:

  • Provide opportunities for connection 

Every team member should have ample chances to connect with each other. Mentor any new member of the team and help them mingle better. Similarly, all the members should be aware of any available resources. 

  • Clarify ways for communication 

Without a clear sense of communication norms, it can be intimidating how to approach other team members. It can simplify the initial hurdle of communicating. Make sure to use the correct tool and person to contact when having doubts. 

  • Keep a frequent check

Have a check-in during a meeting where team members can feel free to express how they are doing. If managers are transparent about sharing thoughts, it encourages team members to do the same. 

So, when someone is putting a lot of pressure to give their best, managers can help them with positive feedback. 

  • Get into the habit of sharing frequent feedback 

More often, imposter syndrome isn’t based on a real situation. Situations leading to imposter syndrome can improve with comforting and frequent feedback from team members and managers. Once you have a sense that you are doing it right, it can work with confidence. A little feedback now and then, can boost your confidence and help grow the basis of working hard. 

It is how managers can help team members conquer the syndrome with confidence and proper guidance. Managers should support the growth interests of team members, giving them the adequate confidence boost they require.  

Also Read: The Ultimate Guide to 360-Degree Feedback in the Workplace

In conclusion: Can imposter syndrome affect your work?

If imposter syndrome seems to hold you back at work, try to identify the psychological discomfort behind the role. It is a temporary state of being in a person who is always thinking about whether they can give their best performance. If you are aware of workplace microaggressions, you must know how they can lead to imposter syndrome. So, challenge the lies beneath imposter syndrome and prevent it from aggravating. This syndrome can affect any area of activity, if you don’t let your negative feelings go.



Frequently Asked Questions

Q1. How does an HR handle imposter syndrome at work?

Ans. The role of an HR is to encourage managers with the latest tools and knowledge and create healthy expectations in the workplace. When an employee is not respected in a workplace it can lead to imposter syndrome. This is when managers should focus on inclusion, which can make one feel validated. Acknowledge hard work publicly that can boost an individual’s motivation.

Q2. Why is Imposter Syndrome a problem?

Ans. There are types of Imposter Syndrome that can lead to problems like:

  • Reduce wellbeing and increase the chance of mental health problems 
  • Isolates an individual and impacts their interpersonal relationships 
  • The sufferers fear of failing and fail to try new things due to failure

Q3. How to deal with imposter syndrome before it can hinder success?

Ans. Know the signs, and you aren’t alone in it. Try to distinguish between fear and humility. You can seek help from a mentor or manager who can show you the best ways to overcome those negative thoughts.


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