Six Ways to Manage Imposter Syndrome

Hello Crewhus! Welcome to this week's edition of Ask Ashley. Last time we talked about emotional intelligence and how it’s a key factor in management and the success of your crew. This week, we are going to discuss another physiological component of the workplace, Imposter Syndrome. 

So grab a snack, and your reading glasses and let’s go! 

What is Imposter Syndrome?  Also known as “perceived fraudulence”, imposter syndrome often involves feelings of self-doubt and personal incompetence that persist despite your education, experience, and accomplishments. There are several types of imposter syndrome: 

• The Perfectionist: This type of imposter syndrome involves believing that unless you are absolutely perfect, you could have done better. 
• The Expert: This type involves believing that because they do not know everything that makes them an imposter until they reach the “expert” level. 
• The Natural Genius: In this type of imposter syndrome, the individual does not feel like they are naturally intelligent or competent. 
• The Soloist: This type is imposter syndrome the individual feels like an imposter because they have to ask for help, making them question their competence and abilities. 
• The Superperson: This type involves believing that you must be the hardest worker or reach the highest level. If you do not, you are an imposter.  

Why does this matter as a Manager?

It’s important that you are aware of this type of doubt and how to manage your employees to feel successful and valued. More than ever, employees want to know that their mental health is taken into consideration. They want to know it’s ok to be human. 

ONE: Don’t Skip Your One On Ones

The best way to know where your employees stand when it comes to their roles and responsibilities is to meet with them on a consistent basis. Becoming familiar with your staff and their personal characteristics can help curb the feeling of imposter syndrome. Taking the time to listen, coach, and direct will help them feel like they are heard and be successful. 

TWO: Mentor

Mentoring offers more opportunities for your crew to feel as though their success is important to you as a manager and also to the company. As a mentor, your role is to provide guidance, advice, feedback, and support. This type of support can help reframe the thoughts of a crew member that is experiencing the effects of imposter syndrome. 

THREE: Group Training  

Imposter syndrome is when individuals do not feel as though they are as good as others so they overcompensate and try to overachieve. Putting your team together allows people to see that they aren’t alone, opportunities to learn from each other, communicate, and builds trust. 

FOUR: Defined Metrics & KPIs 

As always, having defined expectations can help take the guesswork out of it. Using metrics and KPIs offers transparency and builds confidence, especially for new employees. It also supports and promotes consistency; as a leader consistency should always be your goal. 

FIVE: Recognition

I cannot stress this enough… recognizing your employees provides acceptance and making people feel valued can help break down the thoughts of imposter syndrome. Showing your employees that their work is not unnoticed supports healthy workplace culture. 

SIX: And Finally, Implement Crewhu! 

This tool alone can offer you insight and more growth than you thought possible. Having one platform that allows you to manage, recognize and reward, gamify metrics, and provide excellent customer service is how you make your employees feel successful and curb imposter syndrome. 

Until next time, 

Ask Ashley - That is me!