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Impostor Syndrome and How it Affects Employee Engagement
Posted by Insightlink on 03/26/19
With an estimated global 70% experiencing impostor syndrome at some point in life according to The Journal of Behavioral Science, the persistent feeling that you’re not as good in your career as other people think you are has nothing to do with skill level or competence, but the impossibly high standards you’ve set for yourself.
Accept Praise And Know Your Worth
Don’t shy away from praise and compliments. Accept your achievements and if need be, write them down. When you try to talk yourself out of feeling confident in your role, all the proof is on paper. Knowing your worth means allowing your work to speak for itself and letting others see it too.
Stop Thinking Like an Impostor
Learn to recognise self-defeating thought patterns and replace them with more positive affirmations. The only way to stop feeling like an imposter is to stop thinking of yourself as one.
Don’t Seek Perfection
Stop believing that if you don’t excel at every facet of your job that you’re a failure at all of it. Facing challenges and losses is a key part of growth, so recognise that you don’t have to be good at everything.
Know You Are Not Alone
Impostor syndrome tends to be the domain of overachievers, while underachievers tend to internalise less when faced with failure. If you’re constantly worried about not being good enough, chances are you’re in good company – most successful people constantly over analyse themselves!
From an employee engagement perspective, employees who feel valued, and safe to express their thoughts and opinions, are going to be more engaged, more committed and happier in their jobs. By being aware of this syndrome, HR leaders and managers will be better able to help employees who are struggling through identification and support.
Where does your company stand on each of the critical "4Cs" of employee engagement and satisfaction?
How many of each do you have?
AboutInsightlink Communications are experts in employee survey design, data collection and analysis. Since 2001 we've helped companies of all sizes measure and improve their employee satisfaction and engagement.
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