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Boredom is easier to fix than an absence of belief.
Detecting Boredom
There are many reasons other than boredom that someone will quit. Your company might suck or be headed towards suck. This person might randomly get an offer that fulfills their life’s dream. There is a bevy of unpredictable reasons that someone will leave, but boredom is an aspect of their daily professional life you can not only easily assess, but also fix. More importantly, boredom is not initially catastrophic. Boredom shows up quietly and appears to pose no immediate threat. This makes it both easy to address and easy to ignore.
My three techniques for detecting boredom:
As I’ve reflected on the regrettable departures of folks I’ve managed, hindsight allows me to point to the moment the person changed. Whether it was a detected subtle change or an outright declaration of their boredom, there was a clear sign that the work sitting in front of them was no longer interesting. And I ignored my observation. I assumed it was insignificant. He’s having a bad day. I assumed things would just get better. In reality, the boredom was a seed. What was “I’m bored” grew roots and became “I’m bored and why isn’t anyone doing anything about it?” and sprouted “I’m bored, I told my boss, and he… did nothing,” and finally bloomed into “I don’t want to work at a place where they don’t care if I’m bored.”
I think of boredom as a clock. Every second that someone on my team is bored, a second passes on this clock. After some aggregated amount of seconds that varies for every person, they look at the time, throw up their arms, and quit.
A Boredom Plan of Action
Whether someone is bored or not, you always need to be able to answer two questions regarding each person on your team:
In your head, answers sound like this:a
Knowing the answers to these questions makes the rest easier, but if you don’t have answers, you can start figuring them out by:
Exploration is hard to justify because it’s hard to measure. When exploration is complete, you often have nothing to hold up to your project manager to explain or justify the expenditure of time. Here’s what you tell them, “My job isn’t just building product; I also build people.”
Occasional stints on the latter are a good perspective reset for everyone on the team, but being left too long on “have to” work is a guarantee of eventual boredom. What isn’t obvious is that there are folks who aren’t going to complain because they believe the right thing to do is to take one for the team. They worry that that the act of complaining is tantamount to saying, “I don’t believe I should do shit work” or they’re simply wary of being accused of not being a team player.
We all get shit work, but it’s the responsibility of the guy or gal in charge to dole this work out fairly and consistently. That means they’re constantly aware and communicating to the person who is currently taking one for them, knowing how long they’ve been taking it, and when they’re going to be done.
A terrific way to accelerate the boredom clock is a promise of productive and creative time that is then taken away. In the heat of the moment, the ambiguous nature of their experiment makes the decision easy: Get this urgent, unplanned task done or make progress on the unmeasurable? The only thing this decision teaches your team is how little you value the cultivation of your people.
There are two aspects of interesting work that equally fire up the nerd brain: the identification of interesting work and making progress on that work. And progress is not measured in interrupt-driven minutes, it’s blocks of delicious, uninterrupted hours.
Tasks should be assigned after analyzing the strength and weakness of the individual. If an individual started getting bored of routine job it means the same is not being utilized as per his / her capabilities. It could be like "when one can fly but he / she is made to walk". Job rotation within same department could be a better option to create an opportunity for every one to learn, grow and live a new day every day.
When you feel an employee is getting bored and furstrated from repeating task, the best is involve him in the decision making, however still manager can divert his way of thinking and let employee owner the decision.
Ownership of the task is very important, employee or anyone get bored when he feels that he only get commands. this my experience and point of view and i tried it
implement the following points to avoid such reaction from the employees;
1. Giving employees new tasks to complete increases their awareness in the workplace.
2. improves motivation and morale.
2. Offer rewards as motivation.
3. Create an exciting environment.
4. smiling and joking with your staff.
5. Flexibility to create interest in the job.
6. Remove the linear aspect of repetitive jobs.
7. completes each task to the best of his ability.
also the job rotation and freuquent breaks .
I concur with most of what has been mentioned above and in addition to that is the following;
A good manager ensures to effectively communice with his/her employees and making them feel involved and valued. Thus his/her staff becomes motivated and takes interest in their work. There are a few tips that boosts the moral of your staff:
1- Delegating tasks and authority is a key professional skill for effective managers
and helps you make the most of your time as well as developing others in your
staff.
2- Ensure effective communication with your staff.
3- Keep your staff engaged in their work.
4- Give them performance rewards.
5- Build and improve staff loyalty, including ideas about flexible working.
6- Dealing with and managing conflicts or disagreements between staff members
effectively is a key management skill.
The manager could break the routine by sporting or changing location activities. I tried a practical solution and succeeded, this solution is effective when the teamwork or majority are Muslims, It is the time of prayer. This little time consumed for washing and doing prayers is greatly activating the team to refresh and boosting the new start time of activation.
The Manager shall review the workload and job description of each employee and them as a team member facilitate job enrichment and job enhancement of each employee.
I fully agree with the answers been added by EXPERTS.....Thanks.
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