More Than Half of Employees Feel Like They’re Faking It at Work
New research finds that while employees trust their skills, over half still struggle with impostor syndrome.
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Feeling like a fraud at work is more common than many realise, with over half of employees reporting that they experience impostor syndrome at least sometimes. Despite these doubts, most workers still credit their successes to their own skills rather than luck, showing that self-doubt is often a perception rather than a reflection of actual ability.
The MyPerfectCV’s Impostor Syndrome at Work 2026 report highlights the scale of these feelings: 51% of employees experience impostor syndrome at least sometimes, while 40% feel constant pressure to appear more confident. Top drivers include comparison with high-achieving peers (32%), lack of feedback (29%), and personal perfectionism (28%).
Key Findings
- Impostor feelings are widespread: 51% of employees feel like impostors at work, despite most attributing success to their own skills
- Pressure to project confidence is high: Nearly 7 out of 10 workers feel pressure to appear more confident or knowledgeable than they are
- Self-doubt is driving overwork: More than 1 in 4 overwork to prove themselves when experiencing self-doubt
- Workplace factors are fueling impostor syndrome: Peer comparison, perfectionism, and lack of feedback are major contributors
- Career growth is being impacted: 68% say self-doubt has negatively affected their career progression
- Leadership rarely models vulnerability: Only 7% say managers frequently share their own struggles or mistakes
Feeling Like a Fraud Is Widespread – Even as Workers Remain Confident in Their Skills
The survey results show that feeling like a fraud is common for many employees (51% reporting feeling like this at least sometimes), even though most credit their achievements to their own abilities.
Frequency of feeling like they’re “faking it” at work:
- Always – 5%
- Often – 18%
- Sometimes – 28%
- Rarely – 23%
- Never – 26%
How employees credit their successes:
- Entirely skill – 19%
- Mostly skill – 48%
- A mix of skill and luck – 29%
- Mostly or entirely luck – 4%
What this means: Although over half of employees experience impostor feelings at least sometimes, most still believe that their achievements are the result of skill rather than luck. This suggests that self-doubt is more a matter of perception than an actual lack of ability.
Pressure to Perform and What Drives Self-Doubt
For about 7 out of 10 employees, self-doubt is a routine part of work life:
- 40% always or often feel pressure to appear more confident or knowledgeable
- 29% feel this pressure sometimes
- 31% rarely or never feel it
Employees say these feelings are shaped more by workplace conditions than personal ability.
Key contributors include:
- Comparing themselves to high-achieving peers – 32%
- Lack of feedback or recognition – 29%
- Personal perfectionism – 28%
- Rapidly changing technology or job demands – 24%
- High expectations from management – 22%
What this means: For many employees, workplace self-doubt is a persistent reality. Ultimately, these feelings have less to do with personal ability and more to do with workplace dynamics, such as high expectations from managers, a lack of recognition, and the tendency to compare oneself to colleagues.
Employees Say Self-Doubt Has Already Derailed Their Career and Companies Are Paying the Price
Nearly half of employees report that impostor feelings have affected their career decisions:
- Significantly or moderately – 44%
- Minor impact – 24%
- Not affected – 20%
- Don’t experience self-doubt – 12%
Self-doubt doesn’t just affect individual careers, it also affects organizational outcomes. Employees respond to impostor feelings in ways that can reduce productivity, visibility, and innovation by:
- Second-guessing own decisions – 28%
- Working extra hours to prove themselves – 27%
- Seeking reassurance from colleagues or managers – 23%
- Focusing extensively on small details or perfection – 22%
- Minimising own achievements – 18%
- Holding back from speaking up or sharing ideas – 16%
- Avoiding taking on responsibility – 15%
- Comparing themselves to others – 13%
What this means: Impostor syndrome not only affects employees’ confidence and negatively impacts their career progression; it can reduce productivity, limit innovation, and inhibit visibility in the workplace. Organisations risk underutilising talent if self-doubt is left unaddressed.
Leadership Silence Reinforces the Cycle
Many workers say impostor syndrome persists because leaders rarely model vulnerability or normalize self-doubt.
- 56% say leaders rarely or never talk openly about their own doubts or mistakes
- 37% say leaders discuss these topics occasionally
- Only 7% say leaders mention these topics regularly
What this means: A lack of open conversation about mistakes and challenges from leaders can reinforce self-doubt. If leaders were to openly share their experiences, this could help normalise vulnerability and reduce feelings of impostorship among employees.
The Impostor Syndrome at Work survey revealed that impostor syndrome is widespread among European employees. Although many workers have confidence in their own abilities, self-doubt can affect day-to-day decisions, career progression, and organisational outcomes. Employers can play a vital part in promoting a culture of recognition, providing constructive feedback, and modelling openness about challenges. Addressing these issues can improve employee well-being and productivity.
Methodology
The findings presented in this report are based on a survey conducted by MyPerfectCV® in March 2026, collecting responses from 1,000 employed professionals across the UK, France, Germany, Italy, and Spain. Respondents answered a mix of single-selection and multiple-choice questions regarding experiences of impostor feelings, self-doubt, perceptions of leadership behaviour, and the influence of these factors on career decisions.
Demographic Breakdown
The survey sample consisted of 50% female and 50% male respondents. Age distribution included 19% ages 18–29 (Gen Z), 30% ages 30–45 (Millennials), 28% ages 46–61 (Gen X), and 23% ages 62–80 (Baby Boomers).
About MyPerfectCV
MyPerfectCV CV maker provides tools and guidance to help job seekers create a CV and present their professional experience clearly. The platform includes a CV builder and cover letter builder with pre-written templates, CV examples, and step-by-step guidance designed to simplify the process of writing a job application online. Since 2013, MyPerfectCV has provided career solutions by explaining how to write a CV, seek high-paying jobs in the UK, and ace popular job interview questions. Insights and employment-related research from the MyPerfectCV team have been featured in media outlets including BBC, The Times, City A.M., and Startups.
Jasmine Escalera
Career expert
Jasmine is a certified career coach providing career advice on My Perfect Resume & My Perfect CV sites.
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