We spend many hours in the office and what affects us in our work affects our daily life. Has your situation affected your well-being?
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We spend many hours at work and what affects us in our work influences us in our daily life. Work can be a great motivation for people. If we don’t like what we do, our well-being is compromised.
Health workers at the workplace have long warned that a phenomenon in this area is gaining in importance: it’s the syndrome boredom, a picture of symptoms caused by boredom at work.
He boredom affects productivity as well as mental and emotional health
And the fact is that although some think that if a person doesn’t quit their job because it’s lazy, there are actually many causes that can disrupt some people’s good functioning, such as motivation, stress, burnout and Boreout syndrome, of course.
A study conducted by Dan Malachowski for AOL and Salary.com found that 15% of office workers suffer from this syndrome.
Although the name is very similar to another very popular phenomenon in the workplace, burnout syndrome, Burn out It is a completely different state, but with the same consequences for the health and performance of the worker in the workplace.
While Burn out refers to chronic stressBoredom has to do with the low desire to work because of the demotivating work that people do. However, it is necessary to qualify that demotivation is a subjective phenomenon and therefore has to do with each person’s expectations and a number of other factors that influence whether the work is perceived as stimulating or not.
In short, Boreout and Burnout are different, but just as harmful to a person.
He boredom It’s a complex phenomenon, and while some people think it’s ideal to keep the chair warm while doing nothing at work, the psychological ramifications can be devastating.
Being at work for long hours without doing anything and seeing that the hours don’t go away can be very difficult and can cause serious health problems.
But boredom is a condition that is the result of a number of causal factors, such as:
- Work only for money, so don’t work where you want and don’t feel fulfilled
- Job instability. Where the employee does not know whether he will stay in the company
- Role conflict. If you are not clear about your functions
- Repeated tasks and monotony
- The zero possibility of advertising within the company
- Worker expectations that don’t fit the job
- The company’s lack of planning for a correct process for the selection and location of workers.
- The employee’s over-training for the tasks that he carries out
- A managerial style of leadership that does not allow workers to participate and develop
Boredom is a real problem, and other scientific data show that 33% of workers confirm that their work doesn’t challenge them, and 80% don’t feel attached to the company’s accomplishments, meaning they don’t care where they are to find oneself. They work. What they want is for the hours to pass and a salary to be paid at the end of the month.
Image: Johnny Cohen on Unsplash
Consequences and negative effects of boredom
Businesses need to be aware of this condition and boredom should not be neglected as it creates serious problems for both the worker and the company. Some of the negative consequences are:
- Increased tiredness, tiredness and deterioration in your emotional and physical health.
- Little concentration
- Negative attitude to work
- Hostile behavior and the emergence of industrial conflicts
- Psychoactive substance use
- Decrease in work performance
- Muscle problems
If you feel identified with what was said in this article, the best way to speak to your manager is to explain the situation to them.
Perhaps you can suggest some changes to relieve the symptoms of this syndrome you are suffering from. If you have been in this situation for a long time, a good psychologist can help you find a solution to the problem.
The best way to fix this problem at its roots is to prevent it from happening inside the company. Here are some strategies that can be used:
- Work positively in employee communication networks with the company
- Improve autonomy at work
- Eliminate role conflicts and work to clearly define the roles and roles of employees
- Plan the selection processes appropriately
- Apply emotional skills and problem solving programs for employees
- Work on the involvement and participation of employees in the company
- Plan flexibility
- Improvement of criteria for the transportation of workers
To know more: Infographic: what to do and what not to do at business lunches