How to fight boredom and help people love their jobs again

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Did you notice growing boredom and restlessness in the workplace as the pandemic raged on?

More than a fifth (21%) of UK workers like their job or employer less than they did before the pandemic, according to a recent survey by Capterra. Of these, 42% said their job had become boring, repetitive, or monotonous, while a quarter said their job had lost all meaning.

A lack of engagement can affect more than just overall productivity. This can affect employee loyalty and lead to a reduction in talent. According to a survey by Personio, nearly four in ten (38%) employees in the UK and Ireland will try to change roles in the next six to twelve months or after the economy has strengthened, with that number rising to 55% between 18 and 34 years of age old.

Most companies cannot afford an exodus of skilled workers. But boredom is not inevitable, it can be avoided. The following methods are all tried by companies that help their employees keep their passion for the job.

Expand the job descriptions

Angela Mastrogiacomo, Founder of Creative Communications Agency Blossom Agency has led a team of remote workers for five years, but believes that working from home has lost a large part of its appeal since the pandemic broke out. She says, “What used to feel like freedom has been stifled by the fact that nothing was open and no one felt safe to go out.”

She kept things fresh by encouraging people to think about how to develop their roles and letting them add the things that really “make them shine” to their job descriptions.

Adds Mastrogiacomo, “One of our music journalists whose niche was rock began to explore and work on another area – Latin American music – that we had never explored before and that spoke to her passion. This introduced our company to new customers and offers, and enabled them to discover something that they had always been curious about but never had the time or space for. “

Daivat Dholakia, Director of Operations at Force by Mojio, a GPS vehicle tracking app, thinks it’s important to mix up tasks for variety.

He says: “If someone in our HR department has been working on a lot of data entry all Monday morning, they have to do team building that afternoon or plan a change of pace. Instead of delegating just one task at a time, I like to give employees multiple tasks and let them switch what they’re working on at will. This is not always possible as we are approaching a deadline for a product release or update, but it is nice to do it when possible. “

Put life before work

Anubhav Verma, copywriter at HR software provider Keka, changed course after realizing that remembering the importance of her job and the way her work helps the company had little impact on morale.

Instead, he asked people to think about how their work could help them focus on the things that are important in life by providing comfort, security, and stability. The result was that people were paying more attention to the work instead of trying to attach unnecessary importance to it.

He explains: “In the midst of a pandemic, a job shouldn’t be the most important thing. It doesn’t have to mean anything. Family, friends, relationships, food on the table, anything that gives meaning to life. This phase was bigger than my team and our organization. It was about life itself. “

Update goals

Why do you do what you do For those who need to find meaning and purpose in their work, this is an important question.

Nicholas Tzoumas, President of ClearscopeHR, an employee benefits consultancy, said, “Instead of focusing on ‘internal’ metrics, realigning to ‘outside’ or user-related metrics can help an employee become more meaningful in their day to day duties Find.”

As an example, he says that setting a goal of how many customers were helped can be much more enjoyable than the number of issues resolved or how quickly they responded.

Encourage passion projects

As a result of the pandemic, people are likely to prioritize family, work, and very little else. That’s why Ewelina Melon, head of chatbot developer Tidio, started encouraging employees to invest time on side projects like passion and volunteering, with paid free time to get involved.

She explains, “These activities fulfill people’s aspirations, stay connected, help reset the mind, and allow them to have quality rest. Even with a tight schedule that balances work and family, it’s important to us to encourage our team to give meaning to the things they love to do. “

She adds, “We have Slack channels devoted to a variety of hobbies including dancing, sports, photography, language learning, farming, and more. We find that people actively participate in hobby-related discussions and, as we had hoped, organize workshops and events for each other to share knowledge about their passions. “

Always learn

The aforementioned Capterra survey found that less than half (46%) of the workforce had developed new skills during the pandemic. It is no accident that boredom occurs when learning wears off. If we stop developing our knowledge and skills, we will eventually reach a point where stagnation will set in.

At Claromentis, we’ve found that offering an annual training budget for each employee – and up to five days a year for training – drives employee interest and progress. We get people to share what they have learned with others, not just to pool new knowledge, but to encourage others to develop their skills further. Make it a part of your company culture to really speed up learning.



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