In the third of this four-part series, psychiatrist Dr Joseph Leong shares ways in which leaders can help an insecure employee boost their confidence
From the colleague who likes to tell self-deprecating jokes to the teammate who constantly second-guesses themselves, many of us know that one person in the workplace who seems to be undervaluing themselves. It could be a sign of insecurity or a lack of self-confidence—and at work, this could affect how well they perform. Some signs of low self-esteem are easier to pick up, others not so.
In part three of a four-part series, we speak with psychiatrist Dr Joseph Leong about how leaders can learn the signs and provide the support needed to boost an employee’s confidence. Dr Leong is a senior consultant psychiatrist of Clinic Services at Promises Healthcare, which provides a wide range of psychiatric and psychological services for individuals of all ages.
Read more: Ask the expert: How to deal with employee burnout and toxic colleagues, according to a psychiatrist
The scenario
An employee is known as the “joker” of the team. However, their manager notices that they often compare themselves with others and seem to feel a sense of inferiority. How can managers help the employee boost their self-esteem? And how can they manage their own emotions when dealing with insecure behaviour?
Dr Joseph Leong (JL): When an employee often engages in self-deprecating humour and compares themselves unfavourably to their colleagues, it usually signals underlying low self-esteem. This can be more than just a personality trait; it reflects deeper feelings of inadequacy and insecurity.
Common signs of low self-esteem in the workplace include excessive apologies, reluctance to take on new challenges and a lack of assertiveness. Such employees may avoid contributing ideas, hesitate to take initiative and often downplay their accomplishments. Over time, this can lead to decreased productivity, as the employee may shy away from tasks in fear of exposing their perceived shortcomings.
Ways to tackle insecure behaviour
JL: Supporting an employee with low self-esteem requires a proactive and empathetic approach from managers. Providing constructive feedback that balances areas for improvement with positive reinforcement is crucial. For example, highlighting the employee’s strengths and specific contributions can help shift their focus from perceived failures to their successes. According to a study by the Singapore Management University, positive reinforcement is an effective strategy to boost employee morale and self-esteem.
Setting small, achievable goals is another effective strategy. Breaking down tasks into manageable steps allows the employee to experience a sense of accomplishment, which builds confidence. Encouraging professional development through training or mentoring can further enhance their self-efficacy.
Read more: These are the mental wellness advocates leading change in Asia
Creating a supportive work environment is equally important. A team culture emphasising mutual respect, recognition and collaboration can help alleviate feelings of inferiority. Regular one-on-one meetings provide a safe space for employees to express concerns and receive guidance. During these meetings, managers can offer reassurance and help the employee develop strategies to overcome challenges.