Bored employees are bad for business. This is especially true with companies as they lose incredible employees because they’re bored in their job and have outgrown their role.
One of the biggest retention killers is boredom. When companies don’t challenge their employees to take on more responsibility, skill sets, and leadership, they’ll eventually lose some of their top players.
If an employee struggles, it’s part of your responsibilities to make sure he or she is okay and receives the right support.
But, how to tell if an employee is bored in their job? Here are the signs.
Unproductive & lazy
What signals underlying boredom are sudden drop in productivity and change in attitude.
Aside from being less productive, you may also notice missed deadlines, subpar work, and having less concern about either.
If employees set out professional goals for themselves and their career, they can be unmotivated with static or repetitive tasks — doing the same things for a while and not being challenged. They might need something more to get them engaged during the working day.
With this shift in behaviour, you can schedule a 1-on-1 with the employee to check-in.
Usually, you can rely on an employee to always volunteer for suggestions, come up with innovative solutions, and initiate change within the team or the company.
Consider a red flag when you notice the employee no longer takes initiative and starts to go through the motions.
Employees taking less initiative can be due to lack of motivation, discontent with their position, or personal reasons. Perhaps their priorities shift elsewhere than their current job and your company.
Irregular schedules might also manifest itself — not meeting certain deadlines, showing up late, or appearing withdrawn.
Observe this behaviour earlier on and arouse their interest to fix the situation.
Other signs an employee is outgrowing their role are feelings of frustration and anger.
Employees’ good performance doesn’t mean they love what they do and are happy in their roles. Leaders should dig deeper to figure out where each employee’s passion lies.
Get an idea on how your company lines up with the employees’ passions and interests by speaking to them about their career goals.
An employee’s silence in meetings or brief email responses can be signs of frustration and anger. These usually start if they feel ignored or marginalised.
Assess why they feel this way and it’s important to change the environment in a way that these feelings of frustration are gone.
Encourage employee growth
It’s a good sign that an employee enjoys the company culture and their environment and wants to stay if he or she has expressed an interest to know ways to move up within the company.
Act on this request to show that you can offer more progress in their field of work. Now is the best time for leaders to plan their team member’s futures — in cultivating a strong culture with high-performing employees.
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