Starting a new job can be exciting, but it is also a challenge for many people. New faces, new responsibilities, tasks that are not yet familiar, and unspoken expectations often trigger the thought: “Do I really belong here?” For most, this feeling is part of the anxiety that comes with entering something new. But sometimes it overlaps with something more persistent and draining — imposter syndrome.
Imposter syndrome is the tendency to downplay one’s own success and believe that one day others will discover “the truth” — that you are not really good enough (Sakulku & Alexander, 2011). It often shows up as attributing achievements to luck, constant self-doubt, or discomfort when receiving praise. Research highlights how common this experience is: a 2020 review reported prevalence rates ranging from 9% to 82% across different populations (Bravata et al., 2020).
The Anxiety of Starting a New Job
Feeling anxiety at the beginning of a new role is natural. Entering an unfamiliar system, building new relationships, and discovering the boundaries of a role create uncertainty. Here, anxiety does not mean a clinical disorder — but rather the unease of stepping into the unknown. Many employees feel inadequate during this period or worry about asking too many questions. Yet these feelings are usually temporary and tend to fade as experience and confidence grow.
Imposter syndrome, on the other hand, follows a different course. These feelings do not fade but persist, preventing people from internalizing their successes. Despite objective achievements, individuals continue to feel like frauds or “not good enough” (Sakulku & Alexander, 2011). In short, the anxiety of starting a new job decreases over time, whereas imposter-related thoughts remain more enduring.
Impacts on Work Life
Employees who experience imposter syndrome may avoid taking risks, hesitate to share ideas, or even hold back from asking questions. This can limit both individual growth and organizational innovation.
Imposter syndrome is not an official mental health diagnosis. However, it can still significantly affect mental wellbeing. Over time, it may contribute to chronic stress, burnout, anxiety, or even depression.
By contrast, feeling insecure or inadequate in the first days of a new role is often not a syndrome but part of a normal adjustment process. The key questions are: How long do these feelings last? And to what extent do they interfere with daily functioning?
Small Steps for Employees
If you notice these feelings in yourself — or in someone around you — a few simple strategies can help:
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Acknowledge your doubts: Recognize them as feelings, not facts.
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Talk about it: Share your experience with trusted colleagues, mentors, or friends; you may find you are not alone.
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Keep a record: Note down small achievements and positive feedback to remind yourself of your strengths.
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Focus on learning, not perfection: Accept mistakes as a natural part of growth and remind yourself that nobody knows everything at the beginning.
Employers’ Recommendations
Reducing the impact of imposter syndrome is not only the responsibility of the individual — organizations also play a key role. To ease the transition for new employees:
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Design well-structured onboarding programs. Research shows that onboarding — programs that support employees from their first days — increases role clarity, self-efficacy, and social acceptance, which in turn boosts job satisfaction, commitment, and performance (Bauer et al., 2007).
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Provide mentoring and peer support networks.
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Encourage transparent communication, creating safe spaces for employees to voice concerns (Edmondson, 1999).
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Offer learning and development opportunities to build skills and confidence.
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Recognize and celebrate achievements, making employees feel valued.
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Normalize mistakes, framing them as part of growth and learning.
Conclusion
Almost everyone asks themselves “Am I good enough?” when starting a new job. Most of the time, this is part of the anxiety that comes with a new beginning, and it usually fades with time. But if these feelings persist, prevent you from owning your achievements, and start to disrupt your functioning, it may be imposter syndrome.
For employees, recognizing the difference is important; for organizations, creating safe and supportive environments is essential. After all, true belonging at work is not only about performance — it is about feeling valued.
If you believe you are struggling with imposter syndrome and small steps are not enough to ease it, don’t hesitate to seek support from a professional.
Kaynaklar:
Bauer, T. N., Bodner, T., Erdogan, B., Truxillo, D., & Tucker, J. (2007). Newcomer adjustment during organizational socialization: A meta-analytic review. Journal of Applied Psychology, 92(3), 707–721.
Bravata, D. M., et al. (2020). Prevalence, Predictors, and Treatment of Impostor Syndrome: A Systematic Review. Journal of General Internal Medicine, 35(5), 1252–1275.
Edmondson, A. (1999). Psychological Safety and Learning Behavior in Work Teams. Administrative Science Quarterly, 44(2), 350–383.
Sakulku, J., & Alexander, J. (2011). The Impostor Phenomenon. Journal of Behavioral Science, 6(1), 75–97.