Finding the right employee or the right job is not an easy thing. Both parties invest a lot of time, money and efforts in their search. However, they usually end up divorced. But this is not the worst thing that can happen. Employees frequently lose interest in their jobs. When they move to a new workplace, they are overwhelmed with joy and proudly boast about their new great job. After 6 to 12 months, a mild depression and bad moods begin to knock at their office door and their job does not seem as exciting as at the beginning; they are slowly swallowed up by daily routine. They gradually lose their passion and enthusiasm.
As Gallup inform us in their report State of the Global Workplace conducted in the distant year 2011 throughout 2012, nearly 90 % of workers worldwide are NOT engaged at work, which means that they are not committed to their jobs. Now the problem persists and might be even more serious with all those smart devices around us providing so much fun outside the workplace.
Employees can give you a thousand of reasons why they feel disengaged at work: I am not paid enough; I am not appreciated enough; I never got the promotion I deserved; the company is too small for my potential; I can find a better job and so on. Employers may try to deal with some of the problems either by investing more in a worthy employee or using empathetic techniques to increase employees’ level of satisfaction.
But what is the main reason for employees’ lost interest and passion? It is simple: I am so bored that I want to scream every day when I get up and have to go to work. However, employees usually behave like a patient in a doctor’s office; they are economical with the truth (for more information watch the move House M.D.). Or they may not even be fully aware of the true reason. Even if an employer has just raised his/her best employees’ salaries, he/she may still catch them gazing empty-eyed at their monitors with their minds miles away from work or pretending to work while fully engaged in much more interesting activities like browsing social networks, chatting with their pets or pursuing a new hobby. When a job turns into routine, employees may also consciously or subconsciously seek challenges somewhere else, in another company, for example.
Moreover, the repercussions of this phenomenon might be far greater than just losing a good employee. Richard Chaifetz, a neuropsychologist and the CEO of ComPsych, says:
“When people get bored they become disengaged. The costs can be extreme – lack of productivity, significant errors and catastrophic accidents.”
The conclusion is that boredom is the public enemy No. 1 to a company’s family life. Furthermore, boredom does not omit any employee; it knocks down not only the cleaning lady but also the well-paid executive.
Some people propose to fight boredom by adding more workload. However, this is not a long-term solution. It may even lead to employee burnout.
Others offer workers better working environments – cafeterias, massages, parties, fortune-telling, and so on. But what happens when employees come back to earth and the sun is not shining brighter?
Sometimes the mantra of self-motivation is whispered softly in employees’ ears. But how can workers motivate themselves if their managers can not? Besides, they just do not want to do it.
An article (30 Things to Do to Keep From Getting Bored Out of Your Skull at Work) advises workers to pursue their next job or a hobby, to list their life goals (even more demotivating if there is a discrepancy between current job situation and life goals), to play Sudoku, to call a loved one or write a love letter, to write a blog post – and all this in their workplace. No comment!
Employers may even buy their workers self-help books of the type How to Deal with Boredom at Work and try boredom exorcism spells, but I doubt that these attempts will produce any satisfactory results.
You may allow your employees to…
Before you continue reading, we would like to ask you a question:
IS IT BETTER TO BE ABLE TO FLY OR TO BE INVISIBLE?