What is Boreout?

Boreout is a workplace condition that results from chronic boredom, under-stimulation, and a lack of meaningful work. Unlike burnout, which stems from excessive workload and stress, boreout occurs when employees feel unchallenged, disengaged, or underutilized, despite being present at work.

Boreout has not received as much attention as burnout, but it is equally important to address for employee well-being.

This psychological phenomenon can lead to decreased morale, reduced productivity, and a decline in overall employee well-being.

Boreout Definition in HR Terms

In HR, boreout syndrome refers to a disengagement issue where employees experience dissatisfaction due to the lack of opportunities for skill application or personal growth. It is characterized by feelings of meaninglessness, mental fatigue, and sometimes even shame for “not being busy enough.” Recent research has highlighted the prevalence and significant impact of boreout within organizations, showing how it can affect individual employees and the broader workforce. In essence, boreout is a silent killer of workplace engagement and organizational performance, and it can undermine engagement across the entire workforce.

Boreout Warning Signs: What Chronic Boredom Looks Like

Identifying boreout requires awareness of its subtle signs. Bored out employees often struggle to cope with these symptoms, which can impact their well-being and performance. Some of the most common symptoms include:

• Constant fatigue despite low workloads
• Feeling unmotivated or uninspired
• Excessive time-wasting or “fake” busyness
• Low self-esteem or feelings of worthlessness
• Frequent daydreaming or disengagement in meetings
• Avoidance of new responsibilities due to a sense of futility

These signs are often mistaken for laziness or poor performance when, in reality, they may indicate a serious issue with role fit or job design.

What Causes Boreout?

Boreout is usually caused by a combination of internal and external workplace factors, and businesses across all industries can experience boreout when roles are not designed to be engaging. These factors include:

• Underutilization of skills: When employees are not challenged or given tasks that align with their capabilities.
• Poor role design: Jobs that lack variety, autonomy, or purpose can quickly become stale.
• Lack of workload: Having too few tasks or being assigned irrelevant work.
• Micromanagement: Restricting autonomy can reduce motivation, even in roles that could otherwise be stimulating.
• Cultural stigma: In organizations where “being busy” is seen as synonymous with value, employees may hide their boreout, making it harder to address.
• Own lack of motivation or engagement: An employee's own lack of drive or interest can also contribute to feelings of boreout, regardless of the external environment.

Work-Related Factors Contributing to Boreout

Boreout often takes root when employees are consistently assigned tasks that lack challenge or meaning. Workers can quickly become disengaged when the daily workload consists mainly of repetitive tasks, leading to chronic boredom and even mental exhaustion. Most employees who experience boreout report feeling disconnected from their work, struggling to find a sense of purpose in what they do. This disconnection can have a significant impact on their mental health, as the absence of stimulating or meaningful tasks leaves them feeling undervalued and unfulfilled.

Employers play a pivotal role in either contributing to or preventing boreout. When organizations fail to provide opportunities for growth, development, or new challenges, employees are more likely to stagnate and lose enthusiasm for their roles. Managers, in particular, are crucial in recognizing the early signs of chronic boredom and taking proactive steps to address them. By offering new responsibilities, encouraging skill development, and ensuring that work tasks are varied and purposeful, managers can help employees feel more engaged and motivated. Ultimately, creating a workplace culture that values challenge and personal growth is essential for combating the boreout phenomenon and supporting the well-being of every team member.

3 Examples of Boreout

Understanding boreout is easier with context. Here are some examples:

The overqualified analyst

A data analyst with a master’s degree is hired for entry-level reporting tasks. After the first month, they automate most of their duties, leaving them with very little to do. Despite requesting more responsibilities, their role remains stagnant. Over time, they become demotivated and start browsing job boards during work hours. They consider talking to their colleagues about their lack of engagement, hoping to find shared experiences or advice.

The sidelined project manager

After a department restructuring, a once-busy project manager is excluded from strategic decisions. Their new role involves minor tasks with no real impact. Though still employed, they feel invisible and start arriving late or leaving early.

The disengaged remote worker

A customer support rep working remotely receives fewer tickets due to automation but isn’t offered new training or cross-functional opportunities. With little to keep them engaged, they feel forgotten and begin to question their relevance.

Discussing these feelings of disengagement with colleagues or managers can be a helpful first step toward finding solutions and realizing that such experiences are often shared among colleagues.

The Impact of Boreout on Organizations

Unchecked boreout doesn’t just affect individual employees; it has far-reaching consequences for teams and the entire company. These include:

• Higher employee turnover
• Decreased innovation and creativity
• Poor customer experience due to disengaged staff
• Erosion of team morale
• Increased absenteeism or presenteeism

When employees feel their efforts are wasted or unrecognized, they are more likely to become disengaged and lose motivation. From an HR perspective, boreout is a strategic risk that directly affects business continuity, performance, and talent retention. It is essential for HR and management to manage boreout risks proactively by tracking progress, setting clear goals, and maintaining transparency to support employee motivation and efficiency.

What is Absenteeism? →

Personal Consequences of Boreout

The personal consequences of experiencing boreout can be profound and far-reaching. Chronically bored employees often find their motivation and productivity slipping, as the lack of meaning in their work leads to increased stress, anxiety, and even mental exhaustion. Many employees who feel trapped in unfulfilling jobs struggle to see a clear career path forward, which can result in feelings of hopelessness and despair. This sense of being stuck can make it difficult to take action, leaving employees feeling powerless to change their situation.

Boreout doesn’t just affect life at work; it can spill over into personal relationships and overall well-being. Employees who are unfulfilled in their jobs may feel restless or dissatisfied outside of work, impacting their family life and friendships. In some cases, the effort to compensate for a lack of challenge by working longer hours can backfire, leading to burnout and further exhaustion.

To combat boreout, it’s important for employees to take an active role in seeking out new challenges and opportunities, whether by pursuing new skills, exploring different roles within their current organization, or even considering changing jobs. Employers, for their part, must prioritize employee well-being by fostering a supportive environment that encourages growth, learning, and meaningful work. By working together, both employees and employers can address the challenges of boreout and create a more fulfilling and productive workplace for all.

Boreout vs. Burnout: Key Differences

Though they share some outcomes, such as disengagement or absenteeism, boreout and burnout have different causes and remedies. Burnout is primarily an emotional and mental condition, often resulting from long hours and high expectations. Both conditions can leave employees feeling mentally and emotionally exhausted.

A person experiencing boreout may be unable to realize the root cause of their disengagement, as it is less expected than burnout. Understanding these nuances allows HR teams to apply the right corrective strategies.

How TalentHR Can Help Prevent Boreout

TalentHR provides tools that help detect, address, and prevent boreout by enabling proactive HR management. Leaders play a crucial role in setting the tone for engagement and well-being, and TalentHR supports them in this mission. Key features include:

• Employee feedback modules: Regular pulse surveys to gauge engagement levels and help leaders manage team morale.
• Learning and development courses: Upskill and reskill employees to reignite interest and give them room for growth and development.
• Performance management: Track progress and growth, helping organizations choose the best course of action to address boreout.
• Analytics dashboards: Spot early warning signs with data-driven insights and understand how employees spend their time to identify areas for improvement.

By identifying boreout before it becomes systemic, TalentHR helps create workplaces where employees feel valued, challenged, and motivated.

Boreout FAQs

Q: Is boreout a medical condition?

A: Boreout is not classified as a medical disorder, but it can lead to psychological distress and contribute to mental health issues if left unaddressed. Most people experience boredom at work at some point, making it a common and relatable challenge.

Q: How is boreout diagnosed or detected?

A: While there’s no formal test, HR professionals can identify boreout through regular check-ins, engagement surveys, and observing behavioral changes like absenteeism or disinterest. Most people will show some signs of disengagement when they are bored at work.

Q: Can boreout affect high-performing employees?

A: Yes. Talented individuals are often at higher risk if their roles don’t match their capabilities or career goals. Feeling valued and in first place in your role is important for maintaining motivation and engagement.

Q: What’s the best way to address boreout quickly?

A: Open a dialogue. Discuss the employee’s goals, review their workload, and explore opportunities for learning, role expansion, or lateral movement. Seeking more interesting tasks or roles can help address boreout. Employees should expect meaningful work, and organizations should set clear expectations to foster engagement. If boreout persists, considering a new job may be appropriate. It’s also helpful to talk to friends for support and advice. Remember, employees should not approach boreout in the same way as burnout, as the solutions may differ.