What Can Businesses Learn from Self-Doubt & Self-Efficacy

Do a simple search on Google for “self-doubt” and you’ll find plenty of resources teaching those who are inexplicably “plagued” by it how they can easily overcome self-doubt.  As a growing population of people that is more than willing to put their personal lives on blast, feelings of self-doubt and insecurity becomes more concealed and a matter of disgrace.

Recently, Ted published an article that plays a different tune on the subject, titled, “Self-doubt can actually help you bloom — and it all starts with how you talk to yourself”.  So how can people turn self-doubt into success, and what does this look like when it comes to business?

 

How Your Handle Self-Doubt Determines Your Chance for Success

In this generation, the one thing that many people overdose on without realising is social media. For many, social media presents a gateway for them to curate an “ideal” lifestyle, putting together a highlight reel and performing a show of sorts for their peers and followers. 

The problem however, is that this behaviour actually increases self doubt. A study stated by Huffington Post cites that 60% of people using social media reported to to be negatively impacted by it.

Popular culture towards self-doubt is to counterbalance with the opposite, increasing one’s confidence. However, the way it’s achieved oftentimes compromises on the chance for a real solution. Relying on methods that aim to mask one feeling with another by  deceptively inflating one’s confidence which arguably leaves people more vulnerable to self-doubt in the long run.

Supported by many studies in psychology, a true approach towards self-doubt is to embrace it. In fact, self-doubt can be the catalyst for growth and development

Building Confidence Through Self-Efficacy

By understanding that we all experience self-doubt and that it’s a normal part of life, self-doubt is then able to set off the means for self-evaluation. Like the reason businesses perform company reviews and evaluations, by carefully looking at what has been done right (or wrong), you get an understanding of where everything stands, allowing you to formulate strategies that’ll better overcome your current challenges. 

While self-efficacy and confidence are not two of the same , they are positively related, and it is defined as the ability to strategise for solutions and carry out tasks necessary to succeed in specific situations.

Self-efficacy, or the ability to strategise and carry out solutions is also strongly tied with ones resilience. Not only are people identified with a high level of self-efficacy are more likely to succeed, studies agree that they are also more likely to bounce back and recover from failures.

Elevating HR in an Era of Self-Doubt

A survey by Crowd Views 2019 reveals that while close to 90% of HR professionals feel that employee engagement is a strategic priority at their company, 57% of non HR personnel either didn’t know or disagreed with the statement.

This alarming disconnect between the views of HR and Non-HR professionals is not to be taken lightly. Despite efforts by HR professionals as a strategic function to engage employees, many are still dissatisfied at work and even experiencing imposter syndrome, which stems from high levels of  self-doubt.

According to a study documented by CNet, an estimated of 70% of people will have at one point experienced imposter syndrome. However, these are seen at elevated levels in certain workplaces. Expedia is the highest among the companies surveyed which  had over 100 responses. At Expedia, up to 72% of employees suffered from imposter syndrome.

What this unsettling revelation shows is a need for businesses to build reassurance in their employees. By helping people with their feelings of self-doubt and insecurity at the workplace, employees will be better able to engage with work which in turn increases productivity.

It’s time for HR professionals to truly step into the role of a strategic business partner. Beyond surface level engagement activities, HR leaders need to thi genuinely for employee’s mental health and wellness, to think of ways to help each person succeed at their job by increasing their resilience and self-efficacy levels.

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Mental health and well being
In the current age of digital transparency, many are affected by self-doubt and feelings of inadequacy. With much of these pressures bleeding into the workplace, it is up to HR professionals to provide employees with the means to overcome such challenges. Better engage employees by practicing corporate wellness.

Growth & development starts with constructive feedback and evaluation
Constructive feedback and evaluation is an important part of growth and development, but often times company reviews can seem redundant due to it’s format. With so many different HR solutions in the market, it’s time HR leaders utilised such tools to provide employees with better insights on themselves. 

HR: Business strategic hub
Gone are the days of being weighed down by payroll, recruitment, and other administrative responsibilities. Today, HR needs to think strategically about how they can prepare and engage employees to outperform themselves.  With competition on the rise, there’s little time to dwindle. 

HR should be about the people. Optimise your HR function today with Links International by outsourcing time-consuming tasks like payroll processing and talent acquisition so you can focus on bringing the best out of others.

 

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Links International is an industry leader in innovative HR outsourcing with services such as payroll outsourcingvisa applicationEmployer of Record (EOR), recruitment and more! Contact us for more information on how we can help leverage your HR function.

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Links International

Links International

Links International is an award-winning industry leader in innovative human resources outsourcing in Asia. Links was established in 1999 and has offices in Hong Kong, Singapore, Shanghai, Zhuhai, Macau, Malaysia, Taiwan, Vietnam and Australia.

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