Bore-out: Understanding and preventing boredom at work in your teams

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:

1. Lack of enthusiasm: Employees no longer show interest in their work and participate little in discussions.
2. Procrastination: They often put off simple tasks or are reluctant to complete them. This can present itself in the form of presenteeism.
3. Fatigue and apathy: They seem constantly tired and disinterested.
4. Frequent absences: An increase in absences or tardiness can be a sign of disengagement.
5. Withdrawn behavior: Employees may avoid interactions with their colleagues or act distant.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:

1. Diversify Tasks: Offer employees varied tasks and stimulating projects that allow them to develop new skills.
2. Encourage Initiative: Give employees the opportunity to propose ideas and participate in decision-making.
3. Set Clear Goals: Clear goals help employees understand their role and feel useful. Maybe it’s time to review your contribution appreciation program?
4. Offer Development Opportunities: Invest in training and professional development to help employees advance in their careers. Why not turn your employees into learning engines?
5. 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/