[CAREER NEWS] 'Rust-out': when boredom at work undermines motivation

Introduction

Unlike burn-out, which results from overwork, rust-out is linked to a gradual disengagement caused by boredom, lack of stimulation or a feeling of uselessness. Although less visible, it can be just as deleterious. Today, with the transformation of work (telecommuting, automation, rationalization of tasks), more and more professionals are exposed to this latent risk.

The subject is of particular concern to managers, experienced profiles and those in transition, but also to young professionals faced with assignments that are too far removed from their aspirations.

Origins and definition

The term "rust-out" comes from the English "to rust". By analogy, it evokes slow, silent wear and tear, linked to mental or emotional inactivity. It occurs when a person remains for a long time in a position that is unstimulating, unrecognized or poorly aligned with his or her skills and values.

What is rust-out and why is it important?

Professional rust-out is a state of chronic dissatisfaction at work, characterized by a feeling of under-stimulation, lack of inspiration and general dissatisfaction with the tasks at hand. This feeling arises when you perceive a lack of challenge or opportunity in your work, a feeling of doing the bare minimum because you don't find value in your tasks.

Rust-out, burn-out, bore-out: what are the differences?

While rust-out and burn-out are both associated with feelings of emotional exhaustion, their causes and manifestations are different.

ð Burn-out is the result of mental overheating due to overwork or long periods of intense stress.

ð Rust-out stems from a lack of commitment or stimulation in one's work.

ð Bore-out on the other hand, is extreme professional boredom, often caused by repetitive tasks and a lack of challenge.

Triggering factors

Rust-out doesn't happen overnight. It is the result of a progressive chain of unsatisfactory working conditions, often ignored or trivialized.

§Loss of meaning in daily tasks: when tasks no longer have a clear link with corporate objectives or personal values, commitment erodes. Routine takes precedence over reflection, and people lose sight of the real purpose of their work.

§Missions that are too simple or repetitive: when an experienced employee is underemployed, he or she can feel increasingly frustrated. Their skills aren't mobilized, they don't rise to the challenge, and their sense of usefulness declines. This can lead to weariness and even self-deprecation.

§Lack of recognition or prospects: the absence of positive feedback or prospects for advancement leads to psychological stagnation. Work gets done, but is neither valued nor followed by opportunities, leading to disinterest or gradual detachment.

§Disengaged management: a manager who is absent, distant or, on the contrary, overly directive prevents autonomy and creativity. Employees end up content to do the minimum, with no desire for initiative or active participation.

Manifestations and consequences

As mentioned above, the symptoms of rust-out can manifest themselves in a number of ways. Growing disinterest in one's work is the first indicator of rust-out. However, other common signs include:

-          disengagement from tasks,

-          reduced desire or motivation to start the day,

-          a feeling of uselessness or stagnation,

-          an increased tendency to isolate oneself from colleagues, one's manager or social activities.

Additional symptoms may also manifest themselves in physical form, such as persistent headaches and stomach aches.

Rust-out can also have a significant impact on mental health. Studies suggest that rust-out, like its counterpart burn-out, can lead to depression. A survey by the American GALLUP Institute in 2023 revealed that 18% of American workers felt "actively disengaged" from their work, illustrating the scale of the problem. Stressful working conditions, combined with the lack of motivation associated with rust-out, can significantly impair emotional well-being and overall job performance.

It's vital to recognize these signs at an early stage and take appropriate action to avoid further mental distress or a drop in professional performance.

Preventing and overcoming rust-out

Faced with this phenomenon, action must be swift, concerted and multi-level. Here are a few levers to activate:

§Recognizing weak signals: chronic fatigue, procrastination, isolation, reduced quality of work... All these elements are warnings not to be overlooked.

§Open dialogue: a meeting with the manager or HR is essential to identify problems and seek adjustments together. This is not a complaint, but a legitimate need to realign expectations and missions.

§Restoring meaning: reviewing professional objectives, clarifying your contribution to the collective mission, or being given more stimulating one-off projects can be enough to rekindle the flame.

§Explore mobility or training: sometimes, you need to look for stimulation elsewhere: in a new function, a change of department/company or ongoing training to renew your skills.

§Get support: a coach, mentor or work psychologist can help you verbalize what you're going through, put things into perspective and regain control over your career path.

Conclusion

Rust-out is a modern form of professional malaise that can, over time, silently undermine energy and careers.

Recognizing the signs of rust-out and acting lucidly is already a step towards a life more in line with your values, skills and deepest aspirations. If, despite your best efforts, rust-out persists in your current job, it may be time to consider a career change. Changing direction may seem daunting, but it's often the key to regaining motivation, well-being and meaning at work.

So don't resign yourself to a routine that turns you off: you deserve a career that inspires you and makes you grow!

And if you need any help to prepare for this new professional bifurcation, don't hesitate to contact me.

Elizabeth TOUCAS - Executive Strengths Coach & Career Manager - IÉSEG Network

For any requests you may have for personalized Executive Coaching or for any information on our Career Development Services, please contact me: e.toucas@ieseg.fr or 06.85.33.01.57.