Why Do I Feel Like a Fraud at Work? Exploring Impostor Syndrome at Work And Its Impact on Your Performance

by Imed Bouchrika, PhD

Co-Founder and Chief Data Scientist

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43% of employed Americans have recently experienced feeling like a fraud at work. 67% said they feel pressured to appear more confident and knowledgeable, according to a 2026 survey of 1,000 fully employed Americans.

Although impostor syndrome (also known as "impostor phenomenon" or fraud syndrome") is so common, lack of confidence isn't talked about enough in professional settings. Thoughts like, "I feel like an imposter at work," can impact emotional well-being, productivity, and career growth.

This article explains what impostor syndrome is at work, how to recognize it, why it can be dangerous, and how to overcome impostor syndrome.

What Is Impostor Syndrome?

Impostor syndrome is the persistent feeling of self-doubt that your achievements aren't actually due to your skills or knowledge but to external factors you can't control.

Although commonly discussed in psychology, impostor syndrome is not a formal mental health diagnosis. The term was initially created when psychologists Pauline Rose Clance and Suzanne Imes noticed a common trait among their highly successful clients: they did not feel worthy of their achievements.

Why Do I Feel Like a Fraud at Work?

The psychology of impostor syndrome begins in childhood, when most of the process of self-worth formation occurs. A child who was made to feel "incompetent" and compared and criticized without reason/explanation doesn't have the experience of relying on themselves. A free childhood trauma test with results estimates the likelihood of these particular negative experiences and whether they have contributed to a person's self-view and coping strategies.

Childhood conditioning creates a fragile inner baseline, but adult career milestones act as a catalyst that turns latent self-doubt into impostor syndrome. This phenomenon deepens through a self-reinforcing loop driven by three closely intertwined triggers:

1. New changes: Loss of anchor and associated stress triggers insecurity as a form of protection. 
2. High standards: To cope with the vulnerability of a new change, the individual with impostor syndrome compensates by setting impossibly high standards for themselves. Underachieving them creates more self-doubt that feeds professional insecurity.
3. Comparing yourself: Measuring internal anxieties and doubts against the outward competence of their peers can create a feeling that a person is underperforming, especially if they don’t have a strong inner core. Observing colleagues navigate the same environment with apparent ease reinforces the illusion that everyone else belongs while they are merely faking it.

One of the biggest misconceptions about impostor syndrome is that even pioneers in impostor syndrome research have found that impostor syndrome disproportionately affects qualified and high-achieving people. The survey of 5,000 adults found that 63% of people with a PhD have experienced fraud syndrome compared to 33% of those with secondary education.

7 Signs of Impostor Syndrome at Work

The signs of impostor syndrome at work include, but are not limited to:

1. Crediting external factors for your success.
2. Pressuring fear of being exposed.
3. Overlooking one's own achievements and hyper-focusing on mistakes.
4. Comparing oneself to "more successful" peers or colleagues.
5. Feeling intense shame for who you are and perceived flaws.
6. Catastrophizing mistakes and overthinking.
7. Perfectionism that is impossible to reach.

This list is not exclusive. It also depends on your age, gender, culture, profession, and organizational culture. Impostor syndrome may or may not show up in different areas of life. As a rule of thumb, it's more common in professional settings because performance-driven, competitive, comparative surroundings are more likely to trigger feelings of being a fraud.

Let's break down each sign one by one.

1. Feeling Like You Fooled Everyone

One of the most defining features of impostor syndrome is the belief that one's success happened by accident.

This is where the "I'm a fraud" cycle starts: a person with impostor syndrome is praised, gets put in a higher position, gets a new job, etc. → They feel like people are watching whether they are actually good enough and doubt their competence. → They start to behave or say things to strip themselves away from this responsibility.

However, this is a cognitive distortion to believe that one person is the reason for everything. According to Breeze Wellbeing, even in objective situations where the easiest explanation is that a person is actually competent, a person with impostor syndrome will find an external explanation:

• The person gave a convincing presentation → but they might believe it's the audience that was easy to impress.
• A person gets promoted → but they believe it's due to the lack of stronger candidates.
• The praise for their work → can be interpreted as small talk or politeness.

The more confidence other people place on a person with imposter syndrome, the greater the pressure can become. Instead of accepting praise, the new worries appear: expectations have increased, and it's going to be harder to convince everyone else they are competent.

2. Fear of Being "Found Out"

Closely connected to feeling like a fraud is the constant fear that someone will eventually discover the "truth." Employees with impostor syndrome believe that their colleagues or managers closely monitor them and their mistakes to expose them as incompetent.

Because of this fear, their everyday work behavior changes:

• They rehearse speeches, questions, and what they're going to say in meetings.
• They avoid asking questions.
• They check their done tasks or emails multiple times for hidden mistakes and meanings.
• They avoid talking to a manager more than necessary.

This happens due to mind-reading, a protective strategy in which a person infers others' thoughts without evidence; such thoughts lack actual proof, except for the subjective negative experience of the mind-reader.

3. Neglecting Your Achievements

People with impostor syndrome often dismiss evidence of their competence but accept criticism or their mistakes as an inherent flaw in their character. This happens due to attributional bias: Success is inherently associated with external, uncontrollable, and specific attributes.

For example, when things go well, the mind of a person with impostor syndrome automatically generates explanations like: “It was luck,” “The task was easy,” "The bar was low."

These explanations are attributions, which are:

• External (not about my ability)
• Unstable (could change next time)
• Specific (only this situation)

As a result, every success is stored in the memory as an “exception” from constant mistakes, not “evidence” of competence and abilities.

4. Self-Comparison

53% of people with impostor syndrome indicate that comparison to colleagues triggers their feelings of inadequacy. This is the most common and considerable impostor syndrome trigger.

People with impostor syndrome compare themselves to others because their inner core isn't enough to validate their experiences. They use others' subjective experiences to understand themselves and make sense of their career paths.

The comparison is usually unfair because it measures private doubts against someone else’s visible performance. While a person with impostor syndrome sees their own hesitation and mistakes, they may overlook effort and insecurity behind a coworker’s success. As a result, their competence feels forced compared to the "natural" success of a colleague.

From the inside, comparison happens almost invisibly. It may not feel like a bias, but like clear-sighted realism: "They are successful and effortless. I make many efforts, but it doesn't work out." So the belief “I’ve tricked everyone” is experienced as a logical conclusion from the available (but filtered) evidence.

5. Intense Shame

People with impostor syndrome naturally carry lots of internalized shame for their personalities and their perceived lack of competence. Mistakes, small or big, become proof of their hidden fears.

This phenomenon is called "emotional amplification," when feelings are misinterpreted as objective facts. After making a mistake, a person with impostor syndrome might mistakenly believe that the intensity of emotions proves this emotion is real. For example, one might think, “If I feel this ashamed, there must be something genuinely wrong with me.”

Unlike guilt, which focuses on a behavior that can be repaired, shame targets the entire self and creates the belief that there is something fundamentally wrong with a person.

6. Catastrophic Thinking

Another cognitive distortion that's frequently found among those who consider themselves frauds is catastrophic thinking, which means hyper-focusing on a worst-case scenario without sufficient evidence that it's likely to happen.

Since people with impostor syndrome tend to have low self-worth, they believe that everything around them tries to prove that they are bad or incompetent. Every work mistake becomes existential. Asking a clarifying question becomes, "They'll realize I'm unqualified."

This type of catastrophic thinking keeps the nervous system in a constant state of alert. This creates another cycle: the more anxious a person is, the harder it is to concentrate, making mistakes more likely.

7. Perfectionism

People with impostor syndrome adopt perfectionism as a coping strategy when they use "high standards" interchangeably with "perfect." Then, perfectionism and impostor syndrome start to feed off of one another. Someone sets an unrealistically high standard, spends excessive time trying to meet it, and then concludes that needing so much effort proves they lack natural ability.

Because these standards are unrealistic, normal experiences of uncertainty get interpreted as proof of inadequacy rather than normal human functioning. Even objectively strong performance feels “not enough” subjectively, sustaining the belief: “If I really belonged here, this would feel easier / I wouldn’t doubt myself.”

How Does Impostor Syndrome in the Workplace Affect Performance?

At first glance, imposter syndrome may seem like something that improves performance because it motivates people to work harder. While fear can lead to short bursts of overpreparation, the mental energy is also redirected to continuous management of burnout and redundant factors that are known as "keeping up the facade."

Impostor syndrome impacts workplace performance through these three mechanisms: exhaustion and burnout, self-handicapping, and disrupted team dynamics.

Exhaustion and Burnout Decrease Productivity

Employees with imposter syndrome spend a considerable amount of time on counterproductive behaviors that even detract from the value of their actual work.

"Keeping up a professional facade" means doing things for the sake of image and being perceived as professional. For example, overpreparing for meetings, constantly checking their performance, and comparing themselves to colleagues. Although these things seem negligible, they actually can accumulate into emotional exhaustion.

The combination of emotional exhaustion and intellectual strain caused by everyday work tasks can lead to burnout. Burnout is known to reduce concentration and memory. When the engagement decreases, so does the productivity.

Unaddressed burnout can cost companies up to $4,000 per employee annually through decreased productivity, sick leave, and absenteeism.

Self-Handicapping Impacts Career Growth

Self-handicapping, also known as self-sabotaging, is the tendency to create or maintain obstacles that provide an explanation for potential failures. It means that people with impostor syndrome can intentionally delay opportunities to avoid painful failures.

In the workplace, this can take many forms. For example:

• Delaying starting a difficult assignment
• Avoiding applying for promotions
• Not taking a career pivot role of their dreams
• Turning down visible leadership opportunities

58% of people reported in a survey that impostor syndrome has negatively affected their career growth, primarily due to missed opportunities. The short-term protection of self-esteem results in long-term career stagnation.

Poor Communication Disrupts Team Dynamics

Impostor syndrome, even in one employee, can have an organizational-level effect. Since it impacts motivation and the way a person works, it can also influence how they work with others, making collaboration less effective.

One common behavior among people with impostor syndrome is hyper-independence, where employees refuse help because they believe asking questions will expose their incompetence. 80% of employees believe effective communication is important in a team because, when it's ignored, work takes longer and unnecessary bottlenecks develop.

Impostor syndrome also makes people more defensive toward feedback. The constructive feedback intended to improve their performance is misconstrued as proof of failure. As a result, productivity decreases because a team member doesn't evolve and keeps repeating the same mistakes.

Among leaders with impostor syndrome, it's common to be overinvolved and to micromanage their teams. When promoted, those struggling with imposter syndrome micromanage out of fear that a team member's mistake will reflect poorly on their own leadership.

However, such a managerial approach is known to suffocate team autonomy. It eventually lowers the team's morale and motivation, which negatively reflects on productivity.

How to Deal With Impostor Syndrome at Work

Overcoming imposter syndrome is rarely about eliminating self-doubt completely. Insecurities at work usually have deep roots that can be alleviated with long-term strategies.

Let's explore some immediate steps to take when impostor syndrome intervenes with work and how to overcome impostor syndrome at work with long-term strategies.

What to Do When You Feel Like a Fraud in the Moment

When imposter thoughts appear, the first step is to recognize them. It's important to try not to react in the usual ways. For example, by immediately distracting or overworking. It might take a few attempts to actually notice the subconscious thought, "I feel like I don't belong."

Once recognized, this thought shouldn't be internalized. For example, re-formulate it from "I am an imposter" to "I am having an imposter thought." This reinforces neuro-connections that are responsible for comprehending thoughts as temporary events, not objective facts.

Once fraudulent thoughts start to restrain a person, the second step is to separate facts from assumptions. Write down/reflect mentally what the objective truth is, and what is an unproven interpretation. For example, "I was hired because the hiring manager thought I was a good fit" is an objective truth. "There were no better candidates," "They secretly regret hiring me," "New team doesn't accept me" are interpretations.

The third step is to regulate the body. Impostor syndrome can put the body in a fight-or-flight mode, which puts great stress on the body that interferes with objective thinking. Some quick ways to regulate the body are:

• Slow breathing
• Relax shoulders
• Unclench jaw
• Shake your arms/hands
• Go for a short walk

Finally, asking for and receiving feedback while experiencing impostor syndrome is an effective way to ground your self-perception in reality. However, the feedback request should be specific. Ask precisely what you want to know, e.g., "What was something I did well on that last project?" and "What is one specific area you think I could focus on improving?"

Depending on relationships with a manager, it can be useful to share concerns about impostor syndrome. However, uncover your doubts only when you can trust management, since 35% of people with impostor syndrome are triggered by poorly worded feedback.

Long-Term Strategies to Overcome Impostor Syndrome

Overcoming imposter syndrome involves gradually changing how you define competence, evaluate evidence, and respond to challenges. The following strategies can help build more stable confidence in the workplace:

• Keep an evidence file. Save positive feedback, completed projects, measurable results, difficult situations you've handled, and new skills you've developed. Review this record when your mind starts focusing only on mistakes or failures.
• Redefine competence. Being competent doesn't mean knowing everything or never asking for help. It also includes learning, consulting colleagues, and admitting mistakes.
• Set "good enough" standards. Before starting a task, decide how much time and precision it realistically deserves. A routine email should not receive the same level of attention as an important client presentation.
• Practice receiving praise. Instead of immediately dismissing compliments, simply respond with "Thank you. I worked hard on that." Accepting recognition is important for rebuilding self-worth that a person with impostor syndrome can rely on in moments of self-doubt.
• Seek therapy. Therapy helps you overcome impostor syndrome by identifying its root causes and using techniques like cognitive restructuring to challenge the belief that your success is just luck. It also provides a safe space to build self-worth independent of external achievements.
• Evaluate your work environment. Sometimes, imposter feelings are intensified by a workplace with biased/unclear communication. If a company uses competition and performance to motivate employees, it can contribute to you feeling inadequate.

Other Things to Know About Impostor Syndrome in the Workplace

Why Does Impostor Syndrome Appear at a New Job?

Feeling like a fraud at the new job is a normal part of the adaptation period that approximately 35% of people who change jobs experience. Starting a new job removes the familiar routines and accomplishments that previously reinforced confidence. You're learning new systems, coworkers, expectations, and workplace culture while trying to make a good impression.

Should I Tell My Boss I Have Impostor Syndrome?

If your boss is supportive and encourages learning over performance, then informing them about feelings that interfere with your job can be beneficial. They can help you by delivering clearer feedback and developing an action plan. However, it's not necessary to use the term "impostor syndrome" since it can carry a certain stigma. The decision whether to tell a boss about workplace insecurities is personal and mostly depends on your personal readiness to face impostor syndrome.

What Is the Opposite of Impostor Syndrome?

The opposite of impostor syndrome is the Dunning-Kruger effect, a cognitive bias in which people with low ability or limited knowledge greatly overestimate their competence. Impostor syndrome and the Dunning-Kruger effect are two manifestations of the same phenomenon: a lack of healthy self-awareness in recognizing personal strengths or shortcomings.

Why Do I Have Impostor Syndrome?

Most commonly, impostor syndrome develops in childhood, where people who have this syndrome associate their worth based solely on achievement. Children can learn this lesson when they are given unclear feedback, loved only when they behave, compared to other kids, etc.

However, working in a highly competitive environment in adulthood can also trigger the impostor cycle due to similar mechanisms: unclear feedback, conditional praise, comparison, etc.