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Unfortunately, the burnout, getting sick from structurally taking up too much weight, no longer needs an introduction. But do you also know the bore-out, the counterpart from the burnout? He is much less known, but actually just as dangerous for your employees and your organisation.
You can suffer from a bore-out if you are structurally bored at work, work below your level and/or are not challenged enough.
It may not sound so bad, being able to sit back a bit and still get your paycheck. However, the consequences of a bore-out can be quite serious. You can go there literally and figuratively sick of. This is evident from the following symptoms:
A bore-out is really not just the preserve of stereotypical officials or people counting down to retirement. Even managers who find it difficult to delegate, hospitality or retail employees with insufficient customers, or the university-educated employee with a job that is too easy can 'just' be swallowed up by a bore-out. And then the turnips are done.
Many bore-out candidates try to fill in their working hours with other activities. That can be anything:
Of course, these are false solutions. It may be possible to let colleagues not know how bored someone is, but the employee doesn't get better and eventually ends up in a downward spiral. Moreover, it does not improve the productivity of the organisation.
Fortunately, there are better solutions that can prevent bore-out! As a manager or HR employee, you can play an important role in this.
Yes, there you have it again: the good conversation. Personal attention for each employee is really an important factor in preventing imminent dissatisfaction or absenteeism. So talk to your employees regularly. Ask specifically what gives him or her energy, both at home and at work. Is the current job sufficiently in line with personal talents and ambitions?
If it's okay, you don't have to worry, but at least you have paid the necessary attention to the well-being of your employee. If you notice that it is not completely balanced, it is time for action.
Together with the employee, see how you can ensure that more energy givers are released into daily work. Perhaps there can be a shift in the division of tasks with colleagues, or the employee can take on a job that may not (yet) be in the formal job description, but is well suited to personal talents and also offers added value to the organisation.
A little bit of creativity and going outside the box can sometimes make a world of difference when it comes to happiness at work.
Would the employee like to take on more responsibility? Check or a change in workflows whether delegate differently in the range of tasks can provide relief. For example, it might be a good idea to let the employee supervise an intern, or the employee could fill a mentoring position.
If the employee needs a next step up the career ladder, include the career wish in a personal development plan. Offer the right training and approach the employee as soon as a suitable vacancy occurs.
Nothing is more mind-numbing than doing the same thing every day, or having too little to do. With that in mind, it's a good idea to to take a critical look at staff planning, and can be adjusted where necessary.
Ensure sufficient task rotation. Certain jobs can be less fun to do, but they are just part of it. If it is possible to delegate these tasks to other colleagues every time, the resistance makes way for a sense of “shared smart is half smart”.
A bit of rest is nice, but too much rest becomes annoying. So if you know that some departments or branches attract few visitors by default or at certain times, don't always schedule the same employee there. Let it rotate among the different colleagues.
Of course, it is important to always keep your employees' expertise up to date. After all, understanding the latest trends and developments ensures that you can stay one step ahead of your competitors.
But offering courses and courses that are not directly related to subject matter also has an advantage. Every time you learn something new, you are encouraged to put it into practice. That keeps an employee sharp and motivated.
It is therefore a good idea to put together a varied range of training courses. In addition to technical or theoretical knowledge, training courses that ensure personal growth or well-being also belong in a training menu.
Keep in mind that training can also be quite fun. Also include some light, funny items or short knowledge snacks that you can eat in between meals on the training menu. This increases the chance that the employee will search for more depth of their own accord.
A Personal Development Plan (POP) is a handy tool for recording and properly following up the agreements made with your employee. Check regularly to what extent the POP, the work environment and the employee still match well and adjust the plan where necessary.
Are you unable to find a suitable solution together with the employee? Then consider a to hire an external coach, who can take a fresh look at a range of career development tasks. If you notice that the employee is suffering from mental or physical complaints, recommend going to the doctor, or ask the company doctor for advice. Prevention is always better than cure!
Do you need smart online solutions?
Whether it's recording and monitoring a POP, smartly managing a job board or putting together an attractive training offer: there are countless online options that can help you prevent a bore-out. Feel free to contact us to brainstorm together.
As an educational expert specialising in online learning, I have been writing blogs for Pluvo for 5 years. My focus is on powerful learning solutions for organisations. Universal Design for Learning and inclusive learning are my passion; I believe that education should be accessible and fun for everyone.
I've been combining my 35 years of HR experience with copywriting for over 15 years. And even then, I learn new things over and over again. That's what makes writing blogs for Pluvo so incredibly interesting!
