Impostor syndrome in IT: how to overcome self-doubt in tech industry

Imagine it’s  an ordinary day at work. You’re meeting deadlines, writing lines of code,  attending meetings, and sometimes even going the extra mile. Yet, a nagging  thought keeps surfacing: “When will everyone realize I don’t belong here, that I don’t have the qualifications for this role, and that I’m definitely not good enough?”

Does this  sound familiar? If so, you might be experiencing impostor syndrome – a phenomenon more common than you might think.

My name is  Dagmara, and I’m here to shed light on impostor syndrome in IT. It’s  something I’ve personally struggled with, and I’ve seen many others in my professional environment face it too. I often wonder why this strong sense of  being an impostor occurs, especially in people I’d never expect. In the IT industry – a field driven by constant innovation and rapid development – impostor syndrome is very common. The ever-changing nature of technology creates the perfect environment for self-doubt to take hold.

This article  dives into why this phenomenon occurs, who it affects, and, most importantly, how to overcome it.

What is impostor syndrome?

Understanding  impostor syndrome is the first step to addressing it.

Impostor  syndrome is a psychological phenomenon where people feel unworthy of  their success—despite clear achievements. They often think their success is due to luck, chance, or even deception. This persistent feeling leads to constant fear that others will uncover their perceived lack of qualifications or skills, even when external evidence proves they are excelling in their role.

Common signs of impostor syndrome

People with impostor syndrome often live in fear that their flaws or gaps in knowledge will be exposed. What are the  signs that impostor syndrome has taken hold – an impostor that deceives no one but ourselves? Watch for  these common signs:

• Feeling like you don’t deserve your achievements;
• Worrying that others will uncover your alleged flaws;
• Experiencing heightened stress, anxiety, or self-doubt related to these fears.

Consider  these signs a red flag that the impostor mindset may be taking hold in your life. Those around you might notice that you:

• Downplay your skills;
• Dismiss your work as less significant;
• Ignore or undervalue successes that others openly recognize.

Imagine this scenario: you’ve just implemented a significant change that required creativity and in-depth knowledge. You carefully tested your code, received positive feedback during the Code Review, and the demo works as intended. The client is satisfied. Your colleagues congratulate you on a job well done. Sounds  good, right? Yet, in your mind, you can’t help but think: “Phew, I’m so  lucky this worked out – I just hope no one realizes it was only by some miracle that I managed to deliver these changes.”

Now, imagine if this were someone else on your team. Would you attribute their success to mere luck, or would you recognize the effort, and knowledge they brought to the project? This is why it’s critical to address impostor syndrome early. Left unchecked, it can escalate, leading to declining self-esteem, heightened anxiety, depression, somatic symptoms, and even social withdrawal.

Dr. Valerie Young, a renowned expert on impostor syndrome, identifies five distinct types of impostor syndrome in her book The Secret Thoughts of Successful Women. These categories are based on specific personality traits and tendencies:

1. ‍The Perfectionist – This type is preoccupied with "how" things are done. Both the process and the result must be flawless. Even minor mistakes such as scoring 99 out of 100 are  seen as failures, leading to feelings of shame.‍
2. The Expert – Unlike the perfectionist, experts focus on “what” and “how much” they know or can do. Any gap in knowledge feels like a personal failure, as they believe they must have all the answers to succeed.‍
3. The Soloist – For the soloist, “who” completes the task is most important. Achievements are only valid if done independently. Asking for help is viewed as a weakness, triggering feelings of failure and shame.‍
4. The Natural Genius – Focuses on “how” and “when” achievements take place. They measure competence by how easy and  quick success comes. The need to put effort into mastering a skill, or failing to create a masterpiece on the first attempt, feels like failure and  brings shame.‍
5. The Superwoman – This type measures success by “how many” roles they can juggle and excel in. Falling short in any area – whether as a manager, team member, parent, partner, friend, or volunteer  – leads to shame because they feel they should be able to handle everything perfectly and easily.

All these types exhibit a strong drive to achieve their goals. Recognizing these types is essential because they demonstrate that impostor syndrome is not rooted in laziness or a lack of effort. I’ve  encountered many individuals who align with these types. These individuals consistently demonstrate intelligence and talent, proving that their feelings of inadequacy are far removed from the reality of their abilities.

Who experiences impostor syndrome and how common is it?

Reading various sources, I was surprised to learn that impostor syndrome is not a new concept. Although it has gained significant attention in recent years, particularly among corporate employees. The first documented mention of impostor syndrome was in 1978, in an article by Pauline Rose Clance and Suzanne Imes. At the time, their research found that impostor syndrome was primarily observed in highly successful women. Despite outstanding academic and professional achievements, these women often believed they were not genuinely intelligent and had deceived others into thinking otherwise. Even when presented with clear evidence of their exceptional abilities, they dismissed it. These women often found ways to reject or downplay any proof that contradicted their belief  that they were frauds. Today,  impostor syndrome is recognized as a widespread phenomenon affecting both men and women.

According to  the study Prevalence, Predictors, and Treatment of Impostor Syndrome: A Systematic Review (https://link.springer.com/article/10.1007/s11606-019-05364-1), impostor syndrome impacts anywhere from 9% to 82% of people, depending on the population and assessment methods. Certain groups are more vulnerable, including ethnic minorities, individuals in academic environments, professionals, and women, who often struggle to recognize their accomplishments when compared to men.

Why IT professionals struggle with impostor syndrome

Impostor syndrome is influenced by multiple factors. Some of these are recognized as risk factors, while others may arise as consequences. However, as these connections have only been documented in correlational studies, it’s  challenging to establish definitive causal relationships.

The causes of impostor syndrome vary among individuals. For some, it stems from their family environment, particularly when high expectations were a constant  presence. Growing up in demanding families can leave individuals feeling  perpetually inadequate. For others, societal influences play a major role.  Modern society often imposes unattainable standards, amplified by social  media, which fosters a culture of constant comparison.

Certain  personality traits, such as perfectionism, significantly contribute to  impostor syndrome. Perfectionists are often driven by a fear of failure and  worry they can never meet expectations. Other traits linked to this  phenomenon include low extraversion, agreeableness, conscientiousness, neuroticism, and low self-esteem. Impostor syndrome can strain personal relationships and hinder individuals from reaching their full potential in both their personal and professional lives.

A particularly intriguing concept is “impostorization”. This idea shifts the  source of this phenomenon from the individual to external institutions. The  policies, practices, or work culture can inadvertently “cause” or “encourage” individuals to question their intelligence, competence, and sense of  belonging. 

How age impacts impostor syndrome

While preparing for this article, I came across an interesting study – Impostor Phenomenon in Information Technology (https://jitm.ubalt.edu/XXVII-4/article1.pdf) – which examined how gender, age, and education level influence impostor syndrome among IT professionals. The inclusion criterion for the study required at least seven years of experience in the field. While this criterion ensured the focus was on more senior professionals, it’s important to note that impostor syndrome is not exclusive to this group. Among the 374 participants in the study, age was the only independent variable that showed statistically significant results.

According to the data, as IT employees grow older and gain more experience, they tend to experience fewer self-doubts, including a reduced fear of failure. Participants in the age groups 45–60 and above 60 demonstrated greater emotional balance and were better at distancing themselves from unnecessary workplace conflicts. Gaining knowledge and expertise takes time. After just two years as a developer, it’s only natural to feel less confident compared to someone with a decade of experience. Recognizing that no one expects you to know everything can help lift that burden of self-doubt off your shoulders.

How gender influences impostor syndrome

Currently, impostor syndrome affects both women and men. However, according to the study Gender Differences in Impostor Phenomenon: A Meta-Analytic Review (https://www.sciencedirect.com/science/article/pii/S2666518224000093), this phenomenon is still more common among women, with 58% reporting impostor  syndrome. An interesting difference is how each gender perceives achieving success. Pauline Rose Clance and Suzanne Imes (yes, the psychologists who coined the term “impostor syndrome”) noticed that various studies on impostor syndrome indicate that women tend to attribute their successes to temporary factors, such as luck or effort. In contrast, men are more likely to credit their achievements to internal, stable qualities like their abilities. Women are inclined to explain failures as a lack of ability, while men more frequently blame external factors, such as bad luck or the difficulty of the task.

Although these patterns are deeply rooted in cultural norms that have existed for generations, change is possible. As more women enter fields like IT, they are building self-awareness and fostering a stronger sense of belonging in this  world.

Consequences of impostor syndrome

Impostor syndrome not only creates a sense of uncertainty but is also a complex phenomenon that can lead to serious mental health challenges such as depression, anxiety, and a decline in self-esteem. This  condition often sets off a domino effect, where one symptom triggers another. For instance, excessive stress caused by the fear of “being discovered” can lead to decreased job satisfaction, which may eventually result in burnout. Impostor syndrome is not just a “feeling” to be ignored or swept under the rug.

Strategies to overcome impostor syndrome

Now that we know what impostor syndrome is, what it involves, and who it affects, the question arises: can we do something about it, or do we simply have to accept that it exists?

The good news is that it is possible to overcome impostor syndrome. It won’t happen overnight, because the syndrome didn’t appear in our lives overnight. However, with consistent effort, we should be able to achieve success. A key step in fighting impostor syndrome is acknowledging that you are experiencing it. As the saying goes, the first step is awareness of the problem. It’s important  to recognize that success is not a coincidence – it’s not like finding money on the sidewalk. Instead, it is the result of work that has taken place over time. Achievements come from hard work and competence, not luck.

Here are some practical steps that can help you build confidence and, as a result, improve your performance at work.

1. ‍Find a mentor
   ‍Talking to a mentor or others (e.g., more experienced people or seniors) can help deal with negative beliefs about yourself. If you’re not sure about the quality of your code, ask for regular code reviews. From time to time, you can also suggest pair programming with  someone more experienced.‍
2. Change your mindset
   I know, easier said than done. Changing your mindset is a process. Regularly write down what you accomplished, how you did it, and what knowledge or skills you needed to succeed. Seeing your progress on paper often makes it feel more tangible.‍
3. Accept that everyone makes mistakes and  sometimes lacks knowledge
   ‍No one knows absolutely everything at work, and mistakes happen—it’s part of being human, not a sign of incompetence. Let the person who has never written a bug cast the first stone. Have you ever heard someone at work say, “I don't know this”. And what  happened then? No one threw stones. In a field like programming, you can’t know everything. Technological progress is so vast and fast that it would exceed our human capabilities. When you don’t know something that could help you at work, you look it up, watch tutorials, and then you know. That’s how it usually works. Admitting mistakes makes you appear honest, trustworthy, and self-aware person. If you feel like you don’t know something, and you have every right not to, look for information to fill in those gaps. Remember: the more you seek information, the better you’ll become at your job. So never forget: mistakes are part of learning and don’t mean you’re an impostor.‍
4. Look for evidence
   As programmers, we’re rely on evidence, so apply the same principle here: look for proof and confirmation of your value. Collect facts that will show you that what you’re doing makes sense and brings results.‍
5. Let evidence and facts matter
   When you start a job, you’re given tasks and specific goals. Are you  meeting them? Maybe even exceeding expectations? If so, that’s strong proof that you’re truly prepared to do what you were  hired for. You’re probably regularly evaluated in your work: quarterly reviews, yearly assessments, or maybe monthly feedback. What do you hear during these reviews? Positive feedback from your supervisors and colleagues? And if you don’t fully believe it, ask yourself why. Have you seen evidence  that your boss avoids criticism, or is usually honest with people? If they typically bring up issues with other employees when needed, assume they would do the same with you, if there were any.‍
6. Ask for feedback
   If you’re not receiving regular feedback from your boss and aren’t sure how you’re doing, ask for more. If the feedback you get is mostly positive, but you struggle to accept it, ask if there’s room for improvement. Let them know you appreciate constructive criticism that will ultimately help you be more  effective.‍
7. Act as if you’re confident
   This point might seem strange – I know, it seemed strange to me at first too. But take on the role and try it – you have nothing to lose and everything to gain. Think about how you would behave if you felt confident in your job and believed you deserved to be there. Start behaving that way now, even if it  feels unnatural at first. It may feel odd, over time, it starts to feel real. The trick is to imagine how a confident leader you admire would behave. Then,  imagine yourself as that person when you find yourself in situations where  you feel doubt.

Overcoming impostor syndrome: reclaiming your  confidence

Impostor syndrome is a common phenomenon that can affect anyone, regardless of their  skills or achievements. We live in a world full of competition, where society’s pressure demands constant striving for perfection: “It can always be better, do better, look better, be better.” The IT industry evolves at such a rapid pace that it’s difficult to keep up. New technologies, artificial intelligence, and ever-changing programming languages can make it easy to fall into the impostor syndrome trap. That’s why it’s important to talk openly about these concerns and observations. If you notice early signs of impostor syndrome, don’t hesitate to seek support to minimize its negative effects and build your self-esteem. Left unaddressed, the syndrome can strongly impact both your professional and personal life. Therefore, it is crucial to take action as soon as possible. When speaking with individuals who experience impostor syndrome – or those who know someone who does – I was genuinely surprised by who felt this way. These are people from both my personal and professional circles – highly competent, intelligent, and hardworking individuals. I have no doubt that their success comes from years of dedication and skill, not luck.

One of my observations is that it’s truly valuable to talk about this with someone you trust, someone who can see your work and objectively assess your abilities and the results of your actions. One key insight I’ve gained is that having conversations with someone you trust, someone who can objectively assess your work, can be incredibly valuable. These discussions help reveal the contrast between our self-perceptions and the reality. Let’s allow ourselves to fully embrace our potential with complete awareness of our abilities. At the end of the day, we are all human, and mistakes are a natural part of growth. After all, the only people who never make mistakes are those who never try.