The recent BBC Panorama episode “Should we still be working from home?” has thrown a spotlight on one of the most contentious workplace debates of our time. Since Covid-19 transformed our working patterns, we’ve seen an unprecedented shift in how Britain works – but as the dust settles, some uncomfortable truths are emerging.
While the Office for National Statistics reports that 13% of UK workers now never commute to work, there’s a growing disconnect between what employees want and what businesses actually need to thrive. The conversation seems to have shifted from “how can we make this work?” to “this is how I want to work” – often without considering the broader implications for business operations, team dynamics, and long-term sustainability.
We all know that in the world of HR, things are moving at a rapid pace, and what are are seeing is a HR shift from traditional transactional to a strategic commercial partnership.
I get asked all the time about how HR can actually make a difference and breakaway from it’s administrative roots. I always say that nothing good gets done behind a screen, it the quality of the work relationships formed and the value add that HR can bring, that really makes a difference, and get’s people to sit up and listen. In this post I highlight some ways of being able to do that.
Let’s be honest – when someone mentions HR, your eyes might start to glaze over. But hold that thought! HR Unboxed is here to spice things up and (dare we say it?) make HR actually fun to learn about.
Join me and Faye as we run through our HR horror stories, talk about practical policies and have a laugh whilst doing it! Episodes 1-5 are available for you to listen to, now!
We’ve all faced it at one point or another: the sinking feeling of failure, the disappointment when things don’t go as planned. But what if we shift our perspective and see failure not as a dead-end, but as an opportunity for growth and learning? That’s right – failure can be your greatest teacher and a stepping stone to success.
Imposter Syndrome is becoming an increasingly recognised concept, and to be frank: it’s an HR issue. Employers need to ensure that their workforce are empowered, motivated and well-adjusted in their work lives if they are to be of tangible benefit to the company and its mission and goals. Combatting imposter syndrome amongst employees is just one part of achieving this, but it too is something that those working in HR can suffer from as they put the wellbeing and career needs of others ahead of themselves (after all, HR are the ‘people people’!).
Thankfully, as imposter syndrome becomes better known and acknowledged, there are methods HR departments can use to help defeat it amongst staff; and themselves.
What is Imposter Syndrome?
Imposter syndrome is the anxious belief that the individual is undeserving of the success, role, situation or progression they find themselves in. It is deep-rooted self-doubt that convinces the person affected that their achievements have been obtained as a result of luck rather than qualification and hard work – no matter how much the latter may be the case.
There are many different types of imposter syndrome and it can be experienced by anyone. It is not limited to those already living with mental illness.
Why is Imposter Syndrome an issue for HR departments?
Imposter syndrome is an issue for HR departments as it loosens company culture, can create an unhealthy working environment and can isolate employees from one another. As those living with imposter syndrome are likely to be afraid of failure, they may also be less likely to raise new ideas, innovate or try things differently, which can stifle business growth and development.
Anyone working in HR will already know how easy it is to lose track of their own wellbeing at work as they focus on that of others, but imposter syndrome in particular can make it difficult for them to effectively manage the empowerment and wellbeing of others; and can get in the way of difficult employment conversations and decisions.
What can HR do to tackle Imposter Syndrome?
Imposter syndrome may be suffered by individuals, but it can be tackled through company culture as a whole.
Foster a culture of diversity and inclusion. Every employee must feel valued and that they belong in their role. ‘Othering’ or differentiating employees from one another unnecessary can leave them feeling singled out and undeserving. Studies of BAME employees indicate that being physically visibly different from their colleagues and from a different background can be a risk factor for developing imposter syndrome, based on both underrepresentation and disrespect;
Communicate clearly on expectations. Every employee in an organisation should be able to tell anyone else exactly what it is they do, why they do it, and how it works – and perhaps most importantly of all, tell them in layman’s terms. This helps validate their position and solidify their objectives;
Celebrate successes. All too often a hard project will be completed and once the work is done, the effort forgotten. Celebrating successes and attributing credit correctly can help reward staff for their hard work whilst raising their profile amongst others;
Don’t panic pay. Needing to hire someone quickly to fill a critical role is often achieved in business by simply stumping up a big pay packet – but this can fast burden the individual with hefty expectations and high pressure. Whilst everyone deserves to be paid fairly, and in like-for-like roles equally, this can be done at the appropriate industry rate and not overcompensating for a rapid hire or golden handshake;
Educate. Many people still don’t know what imposter syndrome is, even if they’re suffering from it, and so discussing it with staff can help lead to healthier thought patterns and working habits;
Strive to continuously improve. If the whole workforce is working to always get better, there cannot be a staff member left behind on the journey. Working collaboratively with one another and each playing a part validates an individual’s contribution and helps boost their self-esteem.
Finally, of course, HR professionals must be encouraged to include themselves in all of these measures! As frequently as they encourage others to take a break, maintain a healthy work-life balance and celebrate a job well done, they must do so too. It is far too easy to get caught up in the issues of others and not focus on yourself.
A culture of clarity is really key to tackling imposter syndrome, and this should start at the top down through every level of the organisation. Doing away with the outdated ‘never let them see you sweat’ adage in favour of admitting hard work and bad days and convoluted processes is imperative and ensures that no one is attempting to live up to unrealistic and untrue expectations. Every industry has its own nuances in this respect. It’s important to remember that work isn’t a social media feed – and there is much more admiration to be received in working hard for something than not working at all!
Natalie Ellis HR 