Despite trusting their abilities and attributing their success to skill rather than luck, more than half of employees say they feel like they’re “faking it” at work – projecting greater confidence, competence, or productivity than they genuinely feel. New research from MyPerfectCV®, UK’s leading online CV builder, surveyed over 1,000 employed professionals to understand how self-doubt affects employees and organisations.

The MyPerfectCV’s Impostor Syndrome at Work 2026 survey highlights a growing disconnect between how employees feel and how they believe they’re expected to perform. High expectations, comparisons with peers, and a lack of feedback all contribute to widespread self-doubt, while leaders rarely acknowledge their own struggles, reinforcing a culture in which confidence is performed rather than felt.

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
“Impostor syndrome isn’t a lack of ability; it’s often a response to workplace environments that reward certainty and visibility over learning and honesty,” said Jasmine Escalera, career expert at MyPerfectCV. “When leaders don’t acknowledge their own mistakes or growth moments, it can reinforce the idea that confidence is mandatory and doubt should stay hidden.”

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%
Pressure to Perform 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%

Self-Doubt Is Impacting Careers and Business Outcomes
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 organisational 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%

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