By Jeremy S. Strauss for HR Daily Advisor
Employee engagement is the lifeblood of a thriving workplace. We are all familiar with burnout, which can drain the energy and enthusiasm from even the most dedicated employees. Burnout’s lesser known cousin is boreout. This phenomenon is a subtle yet potent form of disengagement that arises when employees feel unchallenged, unstimulated, and ultimately bored in their roles.
According to the latest findings from Gallup – the global analytics and advisory firm – employee engagement is declining and boreout is on the rise. A number of elements are contributing to this trend. Among them are a lack of clarity when it comes to expectations of an employee and their role within an organization; not enough opportunities for development; and employees feeling like their work lacks meaning. In many cases, all of this can be further complicated by fluctuating remote vs. hybrid vs. on-site work policies.
It’s not a groundbreaking discovery that people want to be heard and feel valued at work. As HR professionals, managers, and leaders, it’s our responsibility to help create a stimulating work environment and it is in everyone’s best interest to strategically combat boreout, which can be detrimental to productivity, the bottom line, and overall morale.
Creating the Spark
Here’s the promising part: employees want to feel engaged. They took the job with aspirations to succeed. It’s up to us to provide a motivational spark and some structure to help them get there. To foster a vibrant workplace and counteract boreout, organizations should adopt a multi-faceted approach considering the diverse needs and experiences of their entire workforce:
1. Create Opportunities for Skill Development, Job Rotation and Cross-Training
Boreout often occurs when employees feel stagnant in their roles, doing the same type of work day in and day out. Create opportunities for employees to take on new responsibilities, new projects, or assignments to broaden their skillset and prevent boredom. This not only benefits individual employees by keeping them mentally stimulated and invested in their work, but also enhances the overall competence of the workforce.
2. Recognize Achievements
Acknowledging and appreciating employees’ efforts is crucial for maintaining high levels of engagement. Celebrate both the small and significant achievements and highlight the journey – the good, the bad, and the ugly – that led to the accomplishment. Authentic recognition not only boosts confidence and morale but also instills a sense of purpose and value.
3. Encourage Autonomy and Decision-Making
Empower employees by allowing them autonomy in decision-making where possible. Don’t give them the answers, allow them to experience the decision-making journey and be there for them to validate the logic and decision or give constructive and timely feedback. Feeling trusted and having control over their work contributes to an employee’s sense of ownership and responsibility. This autonomy not only prevents monotony but also fosters a sense of purpose as employees understand the impact of their contributions.
4. Consistently Prioritize Your Organizational Culture
A positive culture is essential for employee well-being. Foster a culture of collaboration, respect, and support. Organize team-building activities, social events, and initiatives that promote camaraderie and connections among colleagues. A positive atmosphere and a sense of belonging contribute to job satisfaction and help counteract the negative effects of boreout.
5. Facilitate Avenues for Personal and Professional Growth
Employees are more likely to experience boreout when they perceive they hit a ceiling. Discuss pathways for advancement (both from a lattice and a ladder perspective), and communicate these opportunities transparently. Regularly discuss career goals with employees, providing guidance on how they can progress within the organization. The prospect of advancement keeps employees motivated and engaged in their roles and demonstrates a managers commitment to their professional development.
6. Conduct Regular Check-Ins
Implement regular check-in meetings between managers and employees to discuss workload, challenges, and achievements. These one-on-one sessions provide an opportunity to identify signs of boreout early on and to tailor solutions to individual needs. Proactive communication allows for timely intervention and demonstrates the organization’s commitment to employee development and well-being.
Tailored Solutions for Older Workers
1. Facilitate Knowledge Exchange
Recognize and appreciate the wealth of institutional knowledge and industry experience that older workers bring to the table. Co-chairing projects with younger colleagues can facilitate a dynamic exchange of insights and the natural transfer of skills and expertise.
2. Emphasize Continuous Learning for All Generations
Encourage older workers to stay up-to-date with industry trends and advancements through offered resources. Nurture their desire to expand their knowledge and skillset.
3. Provide Opportunities for Meaningful Contribution:
Assign tasks that leverage their expertise and experience, allowing them to feel valued and make a significant contribution to the organization.
The Bottom Line
Employee engagement is dynamic, and strategies to combat boreout must evolve accordingly. Regularly assess the effectiveness of implemented initiatives through surveys, feedback, and performance metrics. It’s important to remember that there are many factors (inside and outside of the workplace) that may have an impact on employees’ mental health and the emotional connection to their work at any time. Be willing to adapt and refine strategies based on employee input and changing organizational dynamics.
