A recent poll by talent solutions firm Robert Half shows 33% of professionals feel bored — a lack of interest in their job and disengaged — more than half their workday. Of those, 20% want a new job and may have one foot out the door. A separate Robert Half survey of more than 2,400 U.S. workers shows one in five respondents (20%) feel less engaged on the job than a year ago.
Boredom can lower team morale and productivity and increase worker stress and unhappiness.
With employee engagement and retention more critical than ever, managers need to be proactive about checking in with team members and asking about their on-the-job challenges and career goals.
These are the top causes of worker boredom:
They don’t have enough to do or feel “stuck.” Robert Half research shows 42% of professionals who have experienced a stalled career as a result of the pandemic reported feeling stuck where it comes to their skills development. It is critical for employers to offer stretch assignments to help employees feel more fulfilled and empowered and provide them with opportunities to grow.
They feel overworked and under pressure. A consistently heavy workload can result in employees feeling spread too thin, which can lead to procrastination, loss of motivation and employee burnout. Managers should schedule one-on-one meetings to discuss workloads and prioritize tasks to ensure their staff aren’t feeling overworked or underutilized.
They may not feel challenged. Fifteen percent of employees reported that their boredom is the result of needing a new challenge at work. This is an opportunity for employers to assign new and more challenging tasks designed to stretch and enhance employees’ abilities. A mentoring program can also give staff members a chance to learn more about other positions in the organization while broadening their understanding of the business.
Employees feeling bored must take action. This includes offering to help colleagues with other projects, requesting more challenging/interesting assignments, and working on professional development.
Managers can help workers overcome boredom. Employers should check in regularly with employees, especially those who are working remotely, to ensure they’re engaged and happy, and prioritize ongoing communication.
Companies should encourage team members to take on new responsibilities and projects, particularly ones that can help them build new skills and are in line with their career goals.
Also, infusing fun into the workday whenever possible is key. This could include celebrating employee achievements or holidays, hosting in-person or online social events, or engaging in non-work discussions at the start or end of team meetings.
Workday Boredom Level
Asked what percent of their day they are bored, employees responded:
- 39% said every day’s an adventure; bored 0–25% of day
- 27% said they have ups and downs; bored 26–50% of day
- 13% said they are ready for a challenge; bored 51–75% of day
- 20% said they want a new job; bored 76–100% of day
(Robert Half poll conducted Jan. 21–24, 2022, of more than 6,440 LinkedIn users)
Worker Job Optimism
- 38% of workers plan to look for a new job in the next six months
- The main reasons local workers want to look for a new job:
- 51% want a higher salary
- 36% few opportunities to advance in current company
- 36% want to feel confident they can work remotely long-term
- 36% want better benefits and perks
- 33% feel underappreciated and underutilized
- 28% of local workers would quit their current job without another job lined up
- 41% feel they don’t have a clear path to career advancement
- 66% of local works say their ideal next career move would be a promotion or better job title
(Robert Half “Worker Job Optimism” survey conducted Nov. 11–29, 2021, of more than 2,400 U.S. workers)
Travis Laird is regional vice president of Robert Half in Phoenix. Founded in 1948, Robert Half is the world’s first and largest specialized staffing firm. The company has more than 300 staffing locations worldwide and offers hiring and job search services.
