While much attention has been given to burnout, the overlooked but equally damaging issue of “boreout” deserves attention. Boreout is a state of simultaneous boredom and overwhelm. One of the most effective ways to combat boreout is by empowering employees, allowing them to take ownership of their work, learn new skills, make decisions, and feel valued. When employees are empowered, they not only become more engaged and satisfied but also drive innovation, solve problems more efficiently, and increase organizational agility.
Key takeaways
- “Boreout” is an emerging workplace concern—employees being simultaneously burned out and bored.
- An antidote to boreout is empowering employees: giving them autonomy and real responsibility, and inviting their ideas for change.
- Empowering employees will look different for people of each personality type because motivations vary.
- Managers need self-awareness to adjust their motivation style to different employees.
The problem: boredom + burnout
Wiley Workplace Intelligence surveyed more than 2,000 people to assess how widespread boreout is. Boredom was more common in individual contributors than managers. Severe stress was more common in managers.
The survey found a large disconnect between managers and their employees about how challenged they feel at work:
A whopping 90% of people managers agreed that they ensure their direct reports are adequately challenged, while only 33% of individual contributors shared that they feel challenged by their work.
This disconnect suggests the need for people managers to both notice and act on feelings of disempowerment in their direct reports. Perhaps this sounds like one more task for already-stressed managers. However, empowering employees to take on more responsibility can hopefully take tasks off managers’ plates in the long run. It can also lessen the need for new hires, as empowered employees feel greater commitment and purpose than disengaged ones.
Read full survey results as well as tips to battle boreout on everythingdisc.com.
Empowered employees are more engaged, innovative, and invested
Empowering employees means more than just delegating tasks; it involves giving them the autonomy to use their judgment and make decisions within their roles. This approach fosters a sense of ownership, where employees feel responsible for the outcomes of their work. When people are empowered, they are more likely to bring innovative ideas to the table, respond quickly to challenges, and take proactive steps to improve processes.
Increased engagement through empowerment also has a direct impact on employee retention. When employees feel that their contributions are valued and that their work is meaningful, they are more likely to stay with the company. Furthermore, this environment of trust and responsibility creates a pipeline of future leaders, as employees develop the skills and confidence needed to take on more significant roles.
When passing on new tasks or opening up new opportunities to direct reports, it is crucial to provide the necessary support and resources. Empowerment doesn’t mean leaving employees to figure everything out on their own. Leaders must ensure that employees have the tools, information, and guidance they need to succeed.
Empowering employees of different DiSC styles
Different personality types find work engaging for different reasons. As a manager, you can use your direct reports’ DiSC profile as one data point—but not the only one—in finding what motivates them. Each person is unique, so be sure to have conversations with each employee about what would make them feel empowered at work. Here are some ideas to start from:
- Dominance (D): Individuals with a D style thrive on challenge and control. Empowerment for them might mean providing opportunities to take the lead on projects, make quick decisions, and tackle tough problems. They need clear goals and the autonomy to achieve them without micromanagement.
- Influence (i): Those with an i style are motivated by social interaction and recognition. Your i-style direct reports might be seeking the freedom to collaborate, express their ideas, and connect with others. They excel when they feel their contributions are appreciated and visible.
- Steadiness (S): S-style employees value stability and support. Consider how you can provide them with a secure environment where they can contribute to larger team efforts at their own pace. They benefit from consistent encouragement and the ability to work on projects that align with their values. They need to know they are making a difference in others’ lives.
- Conscientiousness (C): Individuals with C styles are often detail-oriented and analytical. Empowerment for them could mean the time and resources to thoroughly analyze problems and make informed decisions. They prefer clear guidelines and appreciate when their expertise is respected.
Download an Elements of Empowerment handout (PDF) with empowerment reminders for each style.
Self-aware managers are better motivators
It’s important to work with, rather than against, the personality styles of your direct reports. You must also consider your unique personality traits and preferences as a manager.
Managers of different DiSC styles are likely to have different natural strengths and blind spots around empowering employees. For example, S-style managers love supporting their employee’s success and are understanding of others’ perspectives. But they may forget that some of their direct reports need a faster-paced, more assertive environment to feel engaged. S-style managers with self-awareness can recognize when they’re being too patient and accommodating, and stretch their style to provide more challenge to their direct reports.
Learn about DiSC management styles here.
Countering boreout by empowering employees is not just a strategy for improving engagement; it’s a pathway to creating a more dynamic, innovative, and resilient organization.
