August 2024 would have marked my 31st year as a community college educator. I remember reporting to the job fresh out of college in 1993 as a new hire and feeling nauseous for a month as I drove in. The fear of failing completely overshadowed the fact that I had accomplished what I’d set out to do: leverage education as a path out of poverty.
Despite this accomplishment, a nagging feeling prevented me from fully embracing my first year as an educator: “What if I say the wrong thing?” “What if students don’t like me?” How do I prove that I really am smart and deserve to be in front of them?”
Whew! The Ego was LOUD that first year. Afraid to ask for the help I needed, I struggled until I finally did ask for help and gave myself grace to grow. Though I didn’t have a name for it then, I now know that I had all the symptoms of imposter syndrome.
This psychological pattern involves individuals doubting their accomplishments and fearing they may be exposed as a “fraud.” Imposter syndrome can manifest in various ways, such as self-doubt, reluctance to take risks for fear of making mistakes, overworking, difficulty accepting compliments, or an intense focus on seeking approval through perfectionism. At its core, imposter syndrome is driven by the belief of not being good enough, smart enough, or not belonging.
As you welcome new hires into your organization, you may notice some of them experiencing imposter syndrome. Here’s how you can address imposter syndrome in your new hires:
- Create a Welcoming Environment: Foster an inclusive workplace where all employees feel valued and respected. Encourage new hires to reflect on their own experiences and share their insights with the team. Provide diverse perspectives in team discussions and materials. Promote open dialogue, focusing on understanding rather than debate, and create an environment where questions and participation are welcomed and appreciated.
- Normalize feelings: Discuss imposter syndrome openly, letting employees know that it is a common experience and they are not alone in feeling this way. Share your own experiences with self-doubt to help normalize these feelings and reduce the stigma.
- Encourage Peer Support: Facilitate peer support groups or mentorship programs where new hires can share their experiences and support each other. Pair new employees with experienced mentors who can offer guidance and reassurance.
- Provide Constructive Feedback: Offer regular, constructive feedback that highlights both strengths and areas for improvement. Use the sandwich approach–begin with what worked well, discuss areas of improvement, and conclude with supportive suggestions. Limit feedback to 2 or 3 key points to avoid overwhelming your employees and to help them see a clear path to success. Encourage them to view feedback as a tool for growth rather than a judgment of their abilities.
- Promote Self-reflection: Encourage new hires to reflect on their achievements and the effort they have put into their work. Suggest they keep a journal or portfolio of their successes and progress, tracking moments of growth and what they’ve learned. Emphasize the importance of progress and learning over perfection.
- Recognize and Celebrate Achievements: Praise employee’s efforts and resilience, and teach them that mistakes and setbacks are part of the learning process and opportunities for growth. Acknowledge and celebrate their successes, both big and small, and create opportunities for them to showcase their work and accomplishments.
Imposter syndrome can be a significant barrier to the success and well-being of your new hires. By understanding its manifestations and implementing supportive strategies, you can create a nurturing work environment that helps employees overcome self-doubt, build confidence and excel in their roles. Supporting your employees in this way not only enhances their personal development but also contributes to a more positive and inclusive workplace culture.
About the Author:
Andrea D. Dardello, Ph.D. Educational Consultant
Andrea empowers educators and business owners to nurture emerging leaders by creating success-driven environments through culturally responsive communication and conflict resolution training.
Frederick Chamber Insights is a news outlet of the Frederick County Chamber of Commerce. For more information about membership, programs and initiatives, please visit our website.