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Sure, we all struggle with moments of self-doubt at work, but lately, my perfectionism has me crashing out and second-guessing my abilities. Can you blame me? Job security feels practically nonexistent, layoffs are an everyday occurrence, and the job market is only getting more competitive. I constantly feel the need to plaster a smile on my face and act like I have all the right answers. Findings from MyPerfectResume’s survey prove that this feeling is becoming commonplace among employees, with 66 percent of workers feeling pressured to appear more confident and knowledgeable than they are. Career experts are calling this phenomenon “confidence theater.”
I’m relieved I’m not alone in this, but why do so many employees feel compelled to hide any ounce of uncertainty they experience now? And more importantly, can putting on a brave face at work backfire? I tapped three career experts for answers. Ahead, everything you need to know about confidence theater, including what it is and why it can damage your career trajectory, plus tips on how to communicate competence at work without succumbing to “confidence theater.”
In this article 1 What is “confidence theater”? 2 Why is confidence theater on the rise? 3 How confidence theater can damage your career trajectory 4 How to communicate competence without confidence theater
What is “confidence theater”?
“Confidence theater” is a workplace trend where people perform confidence at work to hide uncertainty. Instead of acknowledging challenges or asking questions, employees and leaders adopt a “never let them see you sweat” mindset, prioritizing the appearance of confidence over transparency. This performative confidence can create unrealistic expectations and discourage honesty in the workplace.
Typically, an employee engaging in confidence theater will outwardly appear to have all the answers, speak quickly, and present a level of certainty that doesn’t reflect how they truly feel internally. Similarly, leaders will remain composed and make bold public statements that leave no room for questioning or doubt from their colleagues.
There’s nothing wrong with wanting to appear competent at work, but confidence theater takes the “fake it ‘til you make it” mentality too far. Shari Leid, a TEDx speaker and the founder of the Flip the Box® Method for leadership, says this protection mechanism is designed to hide any insecurity or self-doubt, and that can set you up for failure.
Why is confidence theater on the rise?
It’s no secret that job security feels more tenuous than ever. Richard Orbé-Austin, PhD, a psychologist and imposter syndrome expert, says this is arguably the biggest culprit behind the confidence theater phenomenon. Economic uncertainty, ongoing layoffs, and the increasing use of AI at work have left employees everywhere feeling anxious. This has led them to believe that appearing more confident than they are will help them “gain favor with their bosses” and “ensure their employment continues,” says Orbé-Austin.
Additionally, LinkedIn Career Expert Catherine Fisher says the pressure to perform is another contributing factor. Right now, many work environments are rewarding speed, decisiveness, and polish. Companies want workers who can adapt, so employees feel pressured to demonstrate this ability at all times.
Plus, there’s also a stigma that showing less uncertainty earns you more respect at work. “When [workplace] cultures value appearing confident more than being curious, people learn to perform instead of engage,” adds Leid. So, instead of speaking up, asking questions when doubt arises, or seeking advice from others, employees retreat into themselves and resort to problem-solving on their own.
How confidence theater can damage your career trajectory
Confidence theater may seem like a smart strategy since it forces you to present yourself as an intelligent, capable, and confident employee, but its consequences are lasting. For starters, it creates what Leid calls an “invisible ceiling.” This is a barrier that stops you from doing things that aid career growth, such as skill building, learning from others, and asking questions that deepen thinking. Likewise, Leid says confidence theater also makes you hesitate and question if your perspective is worth sharing.
Confidence theater can also damage your credibility. Fisher says that while confidence theater may open the door to new opportunities, people notice when your results fall short. This, subsequently, can tarnish your professional reputation and inhibit future growth. Likewise, Orbé-Austin says this phenomenon can leave you more vulnerable to critical mistakes, namely because you’re less likely to ask for help and guidance when you’re unsure how to move a project forward. Plus, Leid says people can feel when something’s performative, so putting on an air of false confidence will create a disconnect between you and your co-workers.
Lastly, projecting a certainty that’s inauthentic every time you clock in is simply unsustainable. “Performing confidence is exhausting,” Leid explained. After all, you’re more likely to bite off more than you can chew when you’re engaging in confidence theater. “Over time, that gap between how you feel and how you show up can lead to burnout and disengagement.” When this happens, work performance tanks, and you may unknowingly start engaging in damaging workplace trends like “shift sulking” or “quiet cracking.”
How to communicate competence without confidence theater
Clearly, putting on an air of false confidence at work isn’t an effective long-term strategy. It can make staying firmly in your lane feel like the safest way to avoid slipping into confidence theater altogether. The reality, though, is that this latter instinct can backfire, too. There’s a fine line between protecting your credibility and holding yourself back from taking opportunities that build it. “Stepping into confidence before you fully feel it can actually push you to grow,” Fisher explained. Therefore, the goal is to earn opportunities and recognition by demonstrating your capabilities and skills without the performance layer. Here’s how:
Normalize not knowing everything
Fisher emphasizes that it’s OK to not have all the answers: “Be someone who asks good questions, admits uncertainty gracefully, and treats learning as a strength, not a weakness.” She stresses talking out your thoughts and uncertainties with your co-workers whenever you need more clarity. “Good leaders will admire your transparency and growth mindset,” she said.
Instead of tricking yourself into thinking you need to have all the answers, Leid suggests permitting yourself to “be in the process.” This means bringing ideas to the table even if they’re not perfect, asking questions for clarity even if you think you should already know the answer, and so forth. Basically, this is all about embracing learning and the fact that everyone is a constant work in progress.
Seek advice from mentors
Similarly, Oribé-Austin suggests finding mentors “who model genuine confidence and are widely respected” in your workplace. “Ask for their advice about when to seek help, when to ask key questions to move a project forward, and how you are coming across in the workplace,” Oribé-Austin said. Learning from others will not only teach you when to ask for help, but it will also naturally increase your confidence.
Additionally, Leid says staying grounded in the present moment is the easiest way to connect with colleagues. This shifts your attention away from yourself and into the room so you’re able to listen better and connect. “When you do that, the pressure to perform begins to drop, and the conversation becomes more real,” Leid said.
Lean on your experience and consistently deliver
To be clear, not engaging in confidence theater doesn’t mean downplaying your accomplishments. Rather, it means allowing your experience to do the talking. Rooting your confidence in your accomplishments (think: solving a large problem or securing a big client) will “help you gain the trust of your supervisors,” says Oribé-Austin. To do this, Fisher suggests grounding your perspective in what you’ve seen and done. “Confidence grows from knowing your craft, and paired with transparency, it shows people you know what you’re talking about,” she explained.
Additionally, Fisher says delivering consistently will also make you a standout employee and help you feel more secure in your abilities. “If you overpromise but fall short, it can start to erode trust and relationships,” she warned. Being confident and clear about what you can deliver is the best way to prevent this from happening. “The people who earn the most trust at work are those whose words and actions consistently align,” Fisher added.
Check in with yourself
It’s easy to get caught up in the grind of work and everyday life, and this is why Fisher suggests checking in with yourself regularly to evaluate your behavior and how you’re feeling. Basically, this means assessing whether you’re slipping into performance mode, which Fisher says includes “over-explaining, over-promising, or staying quiet when you should speak up.” Likewise, doing this will also make you more self-aware, and the more self-aware you are, the easier it is to recognize when you’re putting on an act and why.
At the end of the day, we all struggle with moments of self-doubt. And since doubt is an unpleasant feeling, it’s natural to want to run away from that emotion. Instead of doing that, though, give yourself grace when this feeling arises. More importantly, remember that true success “is built on real capability and experiences, not just polished appearances,” according to Fisher.
Interested in more workplace trends? You may like these:
- The “Ghost Growth” Workplace Trend Will Steal Your Time, Your Energy, and Your Raise
- Experts Say “Shift Sulking” May Be the Biggest, Most Damaging Workplace Trend of the Year
- Employees Are “Job Hugging”—And It’s Putting Their Careers at Risk