Languishing and Boreout: Finding the Right Balance at Work

Introducing Burnout’s Lesser-known Cousin: Boreout

We’ve all heard of burnout by now, but have you heard of burnout’s lesser-known cousin, boreout? Boreout may be a contributing factor to languishing, a state where we experience low wellbeing and feelings of stagnation and emptiness. Recent research shows that being under-stimulated and bored at work can be just as harmful as being over-stimulated and stressed out, leading to low wellbeing and potentially mental health challenges. We’ll explore burnout, boreout, and how both can cause people to languish and how to find the right balance so we can function effectively, be well, and work well.

Languishing

Our recently published report has drawn attention to the concept of Languishing. Languishing describes a state where people don’t experience positive mental health or wellbeing. It’s not depression, but it’s not thriving, either. Languishing is that “meh” feeling – we lack enthusiasm and motivation and might feel dissatisfied with our lives, who we are, or where we’re headed. Languishing at work can be caused by many factors, including both burnout and boreout. Let’s explore how these experiences can lead to languishing and how we can take steps to make positive change in the workplace.

Burnout

The concept of burnout was first described by Herbert Freudenberger and Christina Maslach in the 1970s in relation to “social” professions such as psychologists, social workers, nurses, and teachers. More recently, we know that burnout can affect people in all occupations where stress and excessive work demands are present—so, essentially, any job, anywhere. Burnout is characterised by three dimensions:

• Emotional exhaustion
• Cynicism
• Reduced personal accomplishment

Burnout occurs when workplace demands are too high, and we lack the resources to cope effectively. This can mean excessive workloads, constant deadlines, pressure to always be available, and a lack of workplace support for wellbeing. When demands outweigh our ability to manage them, we risk burnout. Symptoms can include:

• Exhaustion, lack of energy, and sleep problems
• Concentration and memory issues, difficulty making decisions, and feelings of inadequacy
• Reduced initiative and creativity, indifference, boredom, or feelings of despair
• Increased cynicism, loss of empathy, and frustration with clients or colleagues
• Relationship difficulties at home and work
• Feeling unrecognised or undervalued
• Physical symptoms such as chest tightness, nausea, headaches, or increased reliance on alcohol or nicotine

Quiet Quitting

In response to burnout and exhaustion, a trend called “quiet quitting” gained attention in 2022. Employees who ‘quiet quit’ fulfilled their job requirements but stopped going above and beyond. They were only doing the necessary work to keep their jobs, with no extra time, effort, or enthusiasm.

Quiet quitting became popular as a response to burnout, disengagement, and dissatisfaction at work. For some, it was a coping mechanism to protect their wellbeing. However, it can also be a sign of Languishing, where employees feel disconnected, unmotivated, and emotionally detached from their work.

While burnout from excessive demands is a well-known issue, the opposite – feeling unchallenged or unstimulated – can also harm our wellbeing and contribute to Languishing and is a topic with a lot less attention. While quiet quitting might seem like a solution, it doesn’t necessarily support our mental health and wellbeing in the long run.

Boreout

Boreout is a psychological state of intense boredom and apathy at work caused by a lack of challenge, growth, and meaning. It happens when individuals feel under-stimulated, disengaged, and demotivated, leaving them unfulfilled and disconnected from their work. Boreout can make us feel irritated, cynical, and even worthless when our work lacks stimulation and interest. Boreout can negatively affect our wellbeing, encourage complacency, and hinder personal growth.

Some common responses to boreout include disengagement, absenteeism, cyberloafing (wasting time online), and avoidance strategies. Over time, boreout can be just as damaging as burnout, leading to stress and frustration, and causing languishing and even symptoms of depression.

Finding the Right Balance

If workplace demands are too high, we risk burnout. If they are too low, we might experience boreout, and both extremes can cause us to languish. The key lies in finding a middle ground where we are challenged enough to feel a sense of purpose and growth but supported in a way that keeps us stable and well.

So, how can employers engage, empower, and inspire their employees to prevent both burnout and boreout? And how can employees advocate for themselves to ensure they’re neither under-stimulated nor overwhelmed?

Creating Healthy Workplaces

After decades of research, the Centre for Transformative Work Design identified five key themes essential for creating workplaces that promote wellbeing, productivity, and engagement and work SMARTer:

• Stimulating: Providing task variety and opportunities for skill development.
• Mastery: Clarity about job expectations, access to necessary resources, and recognition of work accomplished.
• Agency: Having control over what and how work is done, along with opportunities for discussion with managers.
• Relational: Having effective and supportive relationships with coworkers, supervisors, and clients.
• Tolerable Demands: Ensuring that work demands are manageable and not overwhelming.

Source: Thriveatwork.org.au

When these key elements are missing or unbalanced, employees are at risk of exposure to psychosocial hazards – work-related stressors that can significantly harm mental health and wellbeing. These hazards include excessive workloads, lack of support, poor work-life balance, and unclear expectations. Left unaddressed, they can lead to burnout, languishing/disengagement, and other mental health difficulties.

Employers have a responsibility to safeguard their employees from these risks by creating a supportive environment that promotes balance, growth, and wellbeing. By addressing psychosocial hazards, we can not only prevent mental health issues but also build a healthier, more productive workplace where employees feel valued and engaged.

If you’re a small business leader located in South Australia seeking to learn more about how to address psychosocial hazards and create a healthier work environment, we are offering a no-cost masterclass specifically for small business leaders. This masterclass will provide strategies to protect your own and your staff’s mental health, promote a culture of wellbeing, and help you, respond effectively to the impacts of mental illness.

Every workplace is unique, and finding the right wellbeing solution can feel overwhelming. If you’re keen to incorporate workplace wellbeing strategies into your organisation, we’re here to help. Visit our workplace programs or get in touch with us – we can help guide you toward the best fit for your business.

So why should workplaces care?

Burnout and boreout highlight the importance of balance in the workplace. Both extremes – overwork and under-stimulation – can harm our mental health, diminish our sense of purpose, and impact overall wellbeing. By recognising these challenges and addressing psychosocial hazards, we can create environments where employees feel valued, engaged, and empowered. Employers play a vital role in designing workplaces that prioritise mental health by offering stimulating tasks, supportive relationships, and manageable demands.

When we actively design work to support both wellbeing and performance, everyone benefits. We all have the right to be well at work.

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