Imposter no more: Building confidence-conducive workplaces

In fact, a global study by Asana found that 62% of knowledge workers experience impostor syndrome. And it’s not just new hires—it’s often your top performers and leaders who struggle in silence. As HR professionals, supervisors, and team leads, you have an opportunity to spot the signs early on and create an environment where your people feel seen, supported, and confident. 

How to spot the 5 types of impostor syndrome

A visual breakdown of the five impostor syndrome archetypes

While impostor syndrome can fuel motivation to achieve targeted KPIs and exceed expectations, it can come at a cost—workplace anxiety. Below are the five common archetypes and what you can do to support them:

1. The Perfectionist

• Strives for flawlessness and feels defeated by even the smallest of mistakes.
• Spends a lot of time endlessly double-checking tasks, avoids delegating, and may delay work until it passes their high internal standards.
• Tends to focus more on what went wrong than what went right, even in successful outcomes.

💡 How to help: Help them celebrate progress over perfection by sharing examples of failing fast and giving them room to fail without judgment.

2. The Expert

• Feels unworthy unless they know everything and doubts their value if they can’t answer every question.
• Constantly seeks more training or certifications to “prove” they’re qualified, even when unnecessary.
• Hesitates to speak up or take on tasks unless they feel 100% prepared.

💡 How to help: Encourage a growth mindset by recognizing effort, not just expertise. Let them know it’s okay to say “I don’t know”—and offer opportunities for shared learning through team discussions and mentorship.

3. The Soloist

• Believes success only counts if achieved without assistance.
• Struggles to ask for help, often taking on more than they can handle to prove their independence.
• May avoid collaboration or downplay team contributions, even when working with others.

💡 How to help: Provide more opportunities for team-building activities in and out of the office. Reward collaborations as much as individual wins.

4. The Natural Genius

• Believes success should come quickly and easily and expects to master things right away.
• Struggles when they face challenges or need to put in extra effort to learn, viewing it as a personal flaw.
• May become discouraged when things don’t click immediately or when they encounter failure in areas that others seem to grasp with ease.

💡 How to help: Normalize learning curves by sharing stories of growth from leaders and peers. Invite thought leaders or experts over for inspiration.

5. The Superhuman

• Juggles multiple roles and feels guilty when they can't excel at all of them.
• Sets unrealistically high expectations for themselves in every area of life.
• Feels overwhelmed by the pressure to "do it all" and fears failure.

💡 How to help: Set boundaries and clearly defined deliverables. Model a healthy work-life balance by avoiding unrealistic deadlines or workloads 

Reinforce growth with meaningful rewards

Recognition doesn’t have to be grand to be meaningful. A simple gesture goes a long way in reinforcing positive behavior, reducing anxiety, and building confidence.

Try this: Use Pluxee Gifts to reward employees for completing trainings, hitting sales targets, or simply stepping out of their comfort zone. For something more long term, an AI-powered Rewards & Recognition platform is the best approach for real-time point-based recognition that reinforces a culture of appreciation, engagement, and positive behavior within an organization.

Competence redefined

True competence isn't about being flawless, it's about being resilient, collaborative, and open to learning. Let your people know it’s okay to ask questions, make mistakes, and grow. Make space for honest conversations about mental health and work anxiety, and support career development through training, coaching, and peer mentoring. While impostor syndrome doesn’t go away overnight, it can be overturned with the right mindset, strategies, and inclusive leadership—and even transformed into motivation.

When you invest in building your people up, you pave the way for a stronger, more engaged team. Let Pluxee help you support your team with meaningful rewards that reinforce growth and confidence—inside and outside the workplace.