Boreout is a state of emotional exhaustion, lack of motivation, and loss of interest in work that arises from prolonged exposure to monotonous, unchallenging, and unsatisfying tasks. Boreout is not just an unpleasant feeling but a serious problem that can affect employees' physical and mental health.
The lack of stimulation and challenges at work often leads to feelings of worthlessness, sadness, and anxiety. Additionally, employees who feel bored and unproductive at work may develop low self-confidence and self-esteem, and the lack of motivation and goals can lead to reduced productivity and desire to perform their job. Stress and anxiety associated with boreout often lead to physical exhaustion, sleep problems, and prolonged exposure to stress and negative emotional states may weaken the immune system and increase the risk of developing various psychosomatic and chronic illnesses.
Therefore, it is not surprising that research shows that boreout is equally harmful as burnout. Boreout increases the likelihood of employees leaving the organization, reduces creativity and innovation, and leads to increased absenteeism, presenteeism, and cyberloafing (spending time on the internet and social media during working hours).
How to recognize boreout?
Boreout can manifest in different ways, depending on employees' individual characteristics, expectations, and needs, as well as the culture and working conditions within the organization. Sometimes it is difficult to recognize because some employees successfully mask it as apparent busyness. Namely, employees often try to create the impression that they are busy and valuable, even though they actually have insufficient work or perform it without interest. Some of the most common signs of boreout include:
- Lack of interest, enthusiasm, and initiative for work
- Lack of concentration and focus
- Feelings of worthlessness, lack of purpose in work, frustration, and apathy
- Decrease in work quality; increased errors and mistakes in work
- Increased conflicts and disagreements with superiors or colleagues
- Increased desire for a job or career change
- Procrastination or avoidance of tasks
- Increased irritability, anxiety, or depression
Boreout and Employee Engagement
Employee engagement is one of the most important indicators of organizational success. Employee engagement refers to the extent to which employees are committed, involved, and enthusiastic about their work and the level of identification with the organization and its goals. Engaged employees work passionately, feel connected to the company, drive innovation, and propel the organization forward.
Boreout is one of the biggest enemies of employee engagement because it leads to reduced job satisfaction and undermines employee well-being, thus having negative consequences for both employees and organizations. Of course, boreout can only be prevented if the organization has insight into the true motivators of employees. True insight into motivators can be obtained in a culture of trust and openness where employees feel safe to express all their opinions and dissatisfaction, without fear of negative consequences. In such a culture, it is crucial that employees know they will be supported and that the organization is willing to find a solution. Also, information about employee motivators should be collected through regular surveys of employee attitudes towards the workplace and systematic measurement of organizational climate and employee engagement. Employees who experience boreout typically have low levels of engagement and a negative perception of the organizational climate.
How to Prevent Boreout and Encourage Employee Engagement?
Job purpose is one of the key factors that influence employee motivation, satisfaction, and engagement. Job purpose refers to the sense that work is meaningful, contributes to something truly important, and aligns with personal values and goals. Employees who feel that their job has a purpose show greater psychophysical well-being, are more satisfied and motivated in their work, and consequently achieve better results and have greater loyalty to the organization. On the other hand, employees who do not see the purpose in their job are more prone to experience boreout, which occurs when employees feel that their work lacks meaning, value, or impact.
To prevent boreout and encourage engagement, organizations should:
- Provide employees with challenging and diverse tasks that match their skills, interests, and potential.
- This may include: Delegating responsibilities, enabling autonomy, fostering creativity and innovation, creating opportunities for learning and development, and providing feedback on progress.
- This may include: Delegating responsibilities, enabling autonomy, fostering creativity and innovation, creating opportunities for learning and development, and providing feedback on progress.
- Create meaning and purpose in work.
- This may include: Explaining how employees' work contributes to the broader vision and mission of the organization, connecting work to the organization's values and goals, and acknowledging employees' contributions and achievements.
- This may include: Explaining how employees' work contributes to the broader vision and mission of the organization, connecting work to the organization's values and goals, and acknowledging employees' contributions and achievements.
- Encourage social support and connection among employees.
- This may include: Promoting teamwork, collaboration, and communication among colleagues, and creating an open work atmosphere based on trust.
- This may include: Promoting teamwork, collaboration, and communication among colleagues, and creating an open work atmosphere based on trust.
- Take care of employee well-being and balance.
- This may include: Providing flexibility in working hours and location, ensuring adequate breaks and rest, promoting healthy habits and lifestyles, and providing support to address personal or professional issues.
Boreout and employee engagement are two sides of the same coin. If we want to have satisfied, motivated, and productive employees, we need to provide them with interesting, challenging, and meaningful work that allows them to fulfill their full potential and contribute to the company's success. This is an investment that pays off multiple times over.
