HR professionals handle policies, people, and office politics like pros, but what happens when they start doubting themselves? Imposter syndrome doesn’t just affect new hires or ambitious graduates, it can quietly dismantle the lives of seasoned HR professionals too. In this Q&A, Jane Harper tackles Imposter Syndrome and how to push past it. Send in your HR queries with the subject line ‘Ask JANE HARPER’ at info@thehrdigest.com.
A reader writes:
Dear Jane,
I’ve been working in HR for six years and recently moved into a managerial role. On paper, things look great! But more often than not, I feel like a complete fraud. I constantly worry that one day someone will notice that an introvert like me doesn’t actually know what I’m doing.
Every decision when it comes to people management feels like a huge gamble. I’m terrified I’m out of my depth myself.
Is this normal for someone in HR, or is it a sign that I’m truly not cut out for this role?
Jane Harper on conquering imposter syndrome at work
First, let me reassure you, what you’re describing is completely normal. It’s more common in HR than you might imagine. Imposter syndrome thrives in roles where high expectations are high and outcomes are often invisible to everyone around. This is the kind of territory where HR sits squarely.
You mention being an introvert as though it disqualifies you from people management. In truth, introverted leaders often excel because they listen deeply, think before they speak, and build trust through steady presence rather than showmanship. These are the kind of leadership qualities that are invaluable in a field where employees need to feel heard, valued and respected.
Feeling like every decision is a gamble is a classic symptom of imposter syndrome. The reality is that HR professionals influence people’s careers, team dynamics, and even livelihoods. The fact that you pause to reflect before acting doesn’t mean you’re less qualified than your peers.
How about you take a few practical steps to quiet that inner critic of yours?
Let’s begin by keeping a record of your wins. Policies you’ve shaped, conflicts you’ve resolved and employees who’ve thanked you. Build a circle of trusted peers or mentors who can reality-check your doubts.
Leadership is all about making decisions with integrity, even when the outcome isn’t guaranteed.
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