In today’s professional world, much attention is paid to the concept of burnout, this state of emotional and physical exhaustion caused by excessive stress at work and mental overload. However, a less discussed but equally worrying phenomenon is bore-out. This term refers to professional exhaustion linked to boredom, underwork or a lack of stimulation. With the slowdown in the pace of work during the holidays, the summer period is a very favorable time for this. According to a survey by the Canadian Mental Health Association (CMHA)1, 77% of Canadian adults have felt negative emotions such as boredom, anxiety and sadness, which indicates a decrease in engagement and satisfaction at work. As a manager, it is essential to recognize this phenomenon and put in place strategies to prevent it within your teams.
What is bore-out?
Bore-out is a state of discomfort felt by employees when faced with an underload of work, repetitive tasks or a lack of professional challenges. The opposite of burnout, which is caused by too much work, bore-out occurs when employees feel useless or underused. This state can lead to profound demotivation, a drop in productivity and, ultimately, a deterioration in mental health.
How to recognize bore-out?
To identify employees likely to suffer from bore-out, it is important to pay attention to certain signs:
- Lack of enthusiasm: Employees no longer show interest in their work and participate little in discussions.
- Procrastination: They often put off simple tasks or are reluctant to complete them. This can present itself in the form of presenteeism.
- Fatigue and apathy: They seem constantly tired and disinterested.
- Frequent absences: An increase in absences or tardiness can be a sign of disengagement.
- Withdrawn behavior: Employees may avoid interactions with their colleagues or act distant.
Why is bore-out so destructive?
The effects of bore-out are not limited to the individual; they can also affect the entire organization. Disengaged employees are less productive, which can negatively affect team performance and the achievement of company goals. In addition, a work environment where this state is prevalent can lead to high turnover rates, increasing recruitment and training costs.
How to prevent bore-out?
As a manager, it is crucial to create a stimulating work environment to prevent this feeling within your team. Here are some strategies to achieve this:
- Diversify Tasks: Offer employees varied tasks and stimulating projects that allow them to develop new skills.
- Encourage Initiative: Give employees the opportunity to propose ideas and participate in decision-making.
- Set Clear Goals: Clear goals help employees understand their role and feel useful. Maybe it’s time to review your contribution appreciation program?
- Offer Development Opportunities: Invest in training and professional development to help employees advance in their careers. Why not turn your employees into learning engines?
- Foster Communication: Establishing an open and regular dialogue with employees allows you to quickly detect the signs of bore-out and act accordingly.
There are also solutions when bore-out invites itself to you or your fellow managers.
Bore-out is a silent but potentially destructive phenomenon for companies. By being aware of the signs and implementing appropriate strategies, you can not only prevent bore-out but also foster a positive and productive work environment.
The key is recognition and action. Don’t wait for bore-out to set in: take action now to create a workplace where every employee feels valued and engaged.
1 How are we feeling? Canadians are worried, bored, stressed, lonely and sad, Canadian Mental Health Association, 2021: https://cmha.ca/news/how-are-we-feeling-canadians-are-worried-bored-stressed-lonely-and-sad/
Author
Human resources consultant
