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How To Bust Boredom and Be The Change In Your Organization
Posted by Insightlink on 11/15/16
Do you or your employees feel bored at work?
Unfotunately many of us would answer yes.
Current reports reveal that boredom is running rampant not just in assembly lines but for white collar workers who ‘waste away, unchallenged and uninspired’ at their desks’.
Sandi Mann from the University of Lancashire studies boredom and found that ‘ boredom is a condition that can be more stressful and damaging than overwork’. To help us understand boredom she explains that being bored at work does not happen because you have nothing to do. It happens because nothing you are doing appeals to you.
What a terrible reality to think employees are coming in every day but checking out mentally because they feel no connection or derive any personal satisfaction from the work they do. And, what a terrible thing for employers as they watch morale decline and profits weaken.
Understanding what causes boredom is key to any positive change. We believe part of the process should include an employee engagement action plan to really get to the heart of the disconnection and understand what is causing employees to feel bored in the first place. Boredom is one of the key drivers of poor work performance, accidents, absenteeism, sleepiness, and stress-related health problems so it deserves attention in most organizations, including and especially offices.
Feeling bored, like feeling depressed or anxious, are signals that really deserve attention. It’s your mind alerting you that all is not well and something needs to be done.
But what exactly is boredom, and how can we use it to help us and make work more interesting?
Research suggests that for most of us, whether we find something interesting depends on whether we find it personally valuable. Recognizing you are bored is just the beginning and can be a catalyst for positive change:
Since often the task itself cannot be changed, one way employers can bust the boredom factor is to provide less controlling environments.
Employees who are interested in their work and who find what they do personally relevant and valuable will work harder and longer and be happier doing it at the same time.
Changing the ways we look at work and how it gets done is important if you want to stay ahead of the curve and some companies are experiencing reduced turnover simply by shifting control to their employees to decide how the work gets done. As this video shows us, some employees can work anywhere in the world and still get their jobs done and they are so happy no one quits.
Researchers can often be heard saying "You cannot change what you don't measure." It's especially true with employee engagement and that's why we firmly believe in the power of employee surveys as a way to give you the insight you need to create positive change. Without that knowledge it's impossible to know where you have to take action. To learn how we can help visit our website at www.insightlink.com, write to us at firstname.lastname@example.org or call Lynn Gore at 866-802-8095 ext. 705.
Where does your company stand on each of the critical "4Cs" of employee engagement and satisfaction?
How many of each do you have?
AboutInsightlink Communications are experts in employee survey design, data collection and analysis. Since 2001 we've helped companies of all sizes measure and improve their employee satisfaction and engagement.
4Cs Blog Home
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Improving the Employee Experience: 3 Ways to Optimize Your Office
What is the ROI from employee engagement?
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Home of the Gallup Q12
World at Work
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HR ToolKit Guide to Employee Surveys
Good info on how to write surveys.
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Online Employee Exit surveys.
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