![]() Some professionals I have studied refer to their firms as being like a “family,” or something even more intense. In fact, some businesses deliberately encourage a company culture that rewards unhealthy competition and time- management habits.Įmpson discovered the following during her study: “The tendency to hard work is reinforced by the strong culture of social control created by elite professional organizations. If you’re working in an environment characterized by stress, intense pressure, and long hours, it probably didn’t get that way by accident. You feel in constant competition with your colleagues - and the pressure makes you behave in ways you aren’t proud of.Ĭompanies that manipulate achievers encourage the creation of workplace environments fueled by control and competition. They either leave the company prematurely as a reaction to poorly-addressed burn-out… or they decide to normalize their workplace dysfunction, which becomes easier when the overall company culture supports chronic overworking. In these situations, employees generally follow one of two paths. Clients feel their passion and respond to that.”Ĭompanies that consider an employee’s feelings of inadequacy a positive attribute will continue escalating the pressures and expectations, since they’re far more concerned with meeting short-term goals than with retaining long-term staffers. They are so hell-bent on making their clients feel good about them that they work overtime. ![]() When interviewing sources for her Harvard Business Review study, Empson received the following response from a recruiter explaining his interest in “insecure overachievers”: “My theory is that the best client relationship builders in our firm are insecure. You’re constantly pushed to the point of burn out, making it hard to reach long-term goals.īy upping the pressure on employees with no concern for burn-out, some companies attract excellent short-term workers, but don’t invest in their long-term retention. Workplaces that operate this way rely on their employees’ ingrained lack of self esteem to propel their achievement standards, which can prove valuable to the company in the short term. Specifically, they’re looking for “insecure overachievers,” or individuals who are “exceptionally capable and fiercely ambitious, yet driven by a profound sense of their own inadequacy.”Ĭandidates with i mposter syndrome, or a sense of self-doubt propelled by a fear that their successes are undeserved (and that those around them will soon discover that they aren’t as talented/smart/capable as they present), appeal to these companies because “they are entirely self-motivating and self-disciplining,” explains Empson. According to a recent study conducted by Laura Empson of the Harvard Business Review, certain companies orient their recruitment policies to attract a very particular type of candidate. Some companies specifically seek out job candidates with “ imposter syndrome” - and work them to the bone in a toxic work environment. You find yourself in toxic work environments time and time again. If you’re an achiever with a tendency to underestimate your own skills, keep an eye out for these three warning signs that being an insecure overachiever is hurting you. Unfortunately, that can hold especially true for predatory companies, who take advantage of the underlying insecurities that result in overworked, stressed, and ultimately unhappy workers. It can also manifest in overtime hours, extra projects and a willingness to shift one’s social calendar to better accommodate work-related situations.Įmployees who exhibit this drive are generally considered a hot commodity. This can help them advance in their careers. High-level professionals typically take pride in their work ethic - seeking to prove to their clients, their bosses and their coworkers that they’re ready to go the extra mile to find success. 3 Alarming Ways Being an ‘Insecure Overachiever’ Can Hurt You at Work - and How to Break Free
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