If change triggers impostor syndrome, then the COVID pandemic was like throwing gasoline on a fire. Virtually overnight, our workplaces, routines, roles, and expectations were upended. So it’s no surprise that many people who already struggled with self-doubt found it amplified. But—strangely—others found unexpected relief.
That paradox is worth exploring. Because what we learned from the pandemic isn’t just a time capsule—it’s a guide to understanding how our environment impacts our internal narrative.
The Pandemic Effect: A Tale of Two Reactions
A 2020 UK study found something surprising: impostor syndrome decreased for many people during the COVID shutdown. Why? Because the pressure of being seen, judged, and constantly compared to others went away.
Valerie Young, a leading expert on impostor syndrome, said it best: “Some people who experience impostor feelings find the isolation of working at home to be a relief because they can fly below the radar…and avoid being—in their mind—found to be lacking.”
But for others, remote work made everything worse.
Working From Home: The Good, The Bad, and the Fraud-y
Let’s start with how working from home amplified impostor syndrome:
- Isolation bred insecurity. Without hallway chats or spontaneous check-ins, people felt cut off and disconnected from their teams—and from the reassurance that they belonged. Their thoughts spiraled: “Am I productive enough? Is everyone else doing better than me?”
- Unclear expectations. No boss nearby meant feedback lagged. Many people wondered, “Am I even doing this right?”
- Blurred boundaries. Work bled into personal life. Family, pets, and other distractions often made people feel guilty for not being more focused.
- Tech stress. Zoom. Teams. Ring lights. Background filters. It wasn’t just about learning software—it was about learning to perform in a whole new techie environment.
- Over-doubting. For some, this perfect storm led to overwhelming doubt. (I speak from experience—when my speaking career came to a screeching halt, I questioned my identity as a professional. I even took a job in furniture sales just to keep moving and make some money.)
But For Others… Remote Work Was a Relief
Now let’s talk about the other side:
- Less comparison. Without the constant visual of others’ achievements or confidence, many stopped second-guessing themselves.
- More autonomy. People managed their own time and workspaces, leading to a sense of control—and often, more pride in their output.
- Fewer micromanagers. With managers at arm’s length, some felt freer to innovate and explore ideas without fear of immediate scrutiny.
- Comfort rules. Sweatpants, a puppy nearby, your favorite mug—small things boosted mood and reduced stress.
- Outcome over optics. When results mattered more than how long you sat at your desk, people began to measure success by what they did, not how they looked doing it.
What Leaders Should Learn From This
As many workplaces settle into hybrid models, leaders have a golden opportunity: create a work environment that empowers employees, protects against impostor feelings, and builds genuine confidence.
Don’t just communicate your vision or set performance goals. Instead:
- Reconnect in meaningful ways. Make time for informal connections.
- Offer regular feedback—both constructive and celebratory.
- Pay attention to individual work styles and needs.
- Encourage autonomy while offering support.
- Recognize effort, not just results.
Because impostor syndrome doesn’t just live in someone’s head. It lives in the systems, the communication gaps, the cultures we create—or neglect.
What was your Covid experience with regard to your confidence and assurance in your job? Did you experience more or less impostor syndrome? When COVID cleared out and “got back to normal” how were you different?
These ideas are further addressed in my recently released book, “Get Your Best People to Give Their Best Effort.” Check it out on Amazon!