Feeling like a fake at work can lead to problems at home

A little self-doubt at work can be a good thing, but like anything else—too much can be a bad thing.

When employees, usually high performers, start to doubt their abilities too much it can turn into imposter phenomenon, causing fatigue, dissatisfaction, and the inability to maintain a healthy work–life balance. Employees experiencing imposter phenomenon have trouble recognizing and believing their own success and tend to overcompensate, which takes an emotional toll.

New SIOP Book explores Workforce Readiness and the Future of Work

Forget bitcoin—skills are the global currency for 21^st century economies.  Lori Foster, professor of Psychology at North Carolina State University and the University of Cape Town, says, “Without proper investment in skills, individuals languish on the margins of societies, technology does not convert into economic prosperity, and it’s difficult if not impossible for countries to compete in an increasingly knowledge-based global economy.”

It’s clear to most business leaders they should be preparing their organizations for the digital economy.

87% of companies see digital transformation as a competitive opportunity, according to Marinus van Driel, associate partner at Aon. Further, 82% of companies are going through some type of digital transformation, and 27% of senior executives believe their future depends on becoming digitally enabled.

The SIOP Visibility Committee, led by Chair Nikki Blacksmith continues to provide SIOP members and others interested in I-O topics with up-to-date research and features.

The Committee has released new white papers on diversity and the gig economy, along with an engaging new video on the 2019 Top 10 Workplace Trends.

Benefits of Socioeconomic Diversity to Organizations: How Organizations Can Promote and Benefit From Socioeconomic Diversity by McKenzie Preston and Sumona De Graaf shows that socioeconomic diversity can lead to positive business and people-related benefits for organizations. Drawing on research from various fields including management, psychology, and sociology research, the authors hope to provide organizations with a deeper understanding of how to enact, promote, and benefit from practices that promote socioeconomic diversity in their employee populations.