When we talk about workplace challenges, burnout usually steals the spotlight. Long hours, constant stress, endless workload—it’s often even wrapped up in the misplaced glamourisation of overwork (because nothing says “living the dream” like answering emails at 2 a.m.). But there’s another side to the coin that is far less talked about: boreout at work.
At first glance, boreout might sound appealing compared to burnout. Who wouldn’t want a job without stress and relentless deadlines? Yet, the boreout phenomenon is just as damaging to employees, managers, and organisations as burnout syndrome, just in a different way.
What Is Boreout?
Boreout happens when employees are stuck in roles that don’t challenge them, leaving them in a state of chronic boredom, frustration and loss of motivation. Unlike burnout, which comes from too many demands, boreout comes from too few meaningful work tasks.
Your psychological state suffers when your skills and experience are underused.
You may feel undervalued, overlooked, and disconnected from your role. Over time, the effects can mirror those of burnout: low morale, fatigue, depression, and even physical symptoms such as insomnia or exhaustion.
Burnout vs Boreout: How They’re Different
- Burnout: Triggered by overwhelming demands of work, long hours, and high stress and anxiety. Employees feel pushed to the brink by excessive tasks, deadlines, and pressure from managers or colleagues (plus the occasional “urgent” email marked high priority… sent on a Friday at 5:29 p.m.).
- Boreout: Caused by repetitive tasks, lack of opportunity, or roles well below capability. It’s less about too much work and more about the wrong kind of work environment.
Both conditions impact productivity, wellbeing, and overall life balance. Whether it’s burnout’s relentless fatigue or boreout’s slow erosion of confidence, both are serious risks for the workforce and for employers who depend on engaged, motivated teams.
Real-Life Symptoms of Boreout
Take Brian. He thought he’d been hired as a Business Development Manager. Instead, his manager expected him to spend his time making repetitive sales calls. Every Monday, he endures a two-hour meeting dissecting his outreach. The result? Frustration, procrastination, and a sinking sense of wasted potential.
Or consider Victoria. She had led major customer experience projects, but her new role placed her below a timid manager, stuck in slow-moving delivery. Despite her capability, she’s sidelined, losing confidence and questioning her career path.
Both stories reveal the symptoms of boreout: declining self-esteem, lack of meaningful tasks, and fear their CV will reflect a step down that hinders career advancement.
Why Boreout Is Dangerous for Employees and Employers
The effects of boreout go beyond boredom. Left unchecked, it can lead to:
- Declining productivity and rising absence from the office
- Increased fatigue, stress, and mental health struggles
- Workplace dissatisfaction spreading among colleagues
- A stalled career with little opportunity for leadership or growth
For employers and managers, boreout weakens teams just as much as burnout does. It reduces workforce engagement, creates a culture of procrastination, and damages long-term morale.
From Holding Pattern to Landing: Moving Beyond Boreout
Clients often say, “I’d take any job just to get back to work.” What they mean is they’ll take a role below their capability, hoping to move up once inside an organisation. But as we’ve seen, hope is not a plan.
The key is to use a boreout period as a holding pattern, not a permanent state. Instead of circling endlessly, create a landing plan:
- Clarify your Ideal Career Profile—what roles and work tasks truly motivate you
- Target organisations that value your skills and offer meaningful roles
- Position your CV and LinkedIn to showcase your expertise, not just your job title
- Build your internal and external network—don’t underestimate the power of colleagues and mentors
- Commit to consistent, small actions each week to keep momentum
Brian resigned, redefined his Ideal Career Profile, and targeted companies aligned with his skills. Victoria grew her internal network and is now close to moving into an internal consulting role. Both show that with a clear plan, boreout doesn’t have to end your career advancement.
Insights for Managers and Leaders
For managers and leadership teams, recognising the symptoms of boreout is just as important as spotting burnout. Providing meaningful tasks, opportunities for growth, and space for employees to use their skills is vital.
The cost of ignoring boreout is not just individual wellbeing, but the long-term strength of your teams.
Final Thoughts
Neither burnout nor boreout is sustainable. Both harm employees, hinder productivity, and threaten mental health. The solution lies in recognising the syndrome, rejecting the glamourisation of overwork, and creating space for “Goldilocks work”—roles that are challenging, meaningful, and balanced.
If you’re stuck in a holding pattern, or if you’re a manager seeing the effects of boreout in your team, don’t wait. Your time and energy are too precious.
Let’s talk—and accelerate your way forward.
I’ll help you break free from the cycle of burnout or boreout, clarify your career direction, and position yourself for the meaningful work you deserve.
