Burnout or Boreout?

We’ve all heard about burnout. There are numerous articles telling us what signs and symptoms we need to look for but, there is another lesser-known work-related condition that has very similar symptoms. Boreout, is the exact opposite of burnout, but it’s effects can be just as detrimental, with negative consequences on mental health, well-being, and performance.

Most people find themselves bored at work sometimes but if people are bored over a long period of time, stuck in their comfort zone too long or don’t experience any personal development opportunities they often start to feel their job is meaningless and their work as has no value or purpose - they are suffering from boreout.

Employees suffering from boreout may find themselves with too little to do, not enough meaningful work and responsibilities or, constantly having to deal with tasks that are monotonous and don’t utilise their skills and abilities. This can lead to feelings of frustration, dissatisfaction and a lack of motivation that leaves them unfulfilled, disengaged from their work and suffering from a decline in their overall well-being and mental health. From an organisation’s perspective, boreout can lead to reduced productivity and creativity as well as counterproductive work practice such as distraction and absenteeism.

The signs of boreout are very similar to the signs of burnout. People may feel overwhelmed, exhausted, or emotionally drained with little or no purpose or direction. Their behaviours start to change, and they begin to stretch tasks out for longer periods to seem busy and engaged. They do just what is required, come in late, leave early and take more time off sick.

Recognising these signs and taking appropriate steps to address the underlying causes by establishing effective communication and social connections, prioritising work-life balance, and ensuring that work tasks remain engaging and meaningful!  Employers need to create work environments that promote a healthy balance of challenge and support, as well as enabling open discussion about workload and job satisfaction. This might require re-evaluating job roles, providing more challenging tasks, fostering a positive work environment, providing new challenges, exploring avenues for personal and professional growth.