Boreout is Just as Dangerous as Burnout—Here’s How Clarity Helps

Have you ever felt completely drained at work, not because you were overwhelmed, but because you were underwhelmed? Like you were just going through the motions, checking boxes, and watching the clock, wondering if anyone would notice if you left early?

I get it.

Back in my corporate days, I had this voice in my head whispering, You’re capable of more than this. I was excelling in my role, getting all the gold stars, but I wasn’t challenged. In hindsight, I was playing small—unbeknownst to me, boreout was the culprit. And let me tell you, boreout is just as dangerous as burnout. Instead of running on empty, you feel like you’re running in place, stuck in a rut so deep you’re practically laying down in it.

And if you have felt this, chances are your team has too.

The good news? Clarity is the antidote.

What Is Boreout (and Why Should Leaders Care)?

We all know about burnout—the overworked, overstressed, I-need-a-vacation-immediately kind of exhaustion. But boreout? That’s what happens when employees feel underutilized, unchallenged, and disengaged.

And disengagement is expensive. Studies show that bored employees are less productive, more prone to errors, and more likely to quit (or worse—stay and do the absolute bare minimum). It’s a slow drain on team morale, creativity, and overall performance.

As a leader, your job isn’t just to manage workload; it’s to create an environment where people feel engaged, challenged, and valued.

How Clarity Helps Leaders Prevent Boreout

Enter The Clarity Compass—a simple, yet powerful way to cut through uncertainty, focus on what’s important, and take intentional action. Here’s how leaders can use the Clarity Compass Framework to keep their teams engaged:

1. The WHY: Connect the Work to a Bigger Purpose

Boreout happens when employees don’t see why their work matters. If a task feels meaningless, motivation evaporates. Leaders must make sure their teams understand why their work contributes to the bigger picture.

Clear Move: Instead of just assigning tasks, explain why they matter. Share impact stories. Tie daily work to larger company goals. People need a reason to care.

2. The WHAT: Co-Creating Goals for Growth

If people don’t know what they’re working toward, they won’t be invested in the journey. But here’s the catch—goals need to be challenging enough to keep employees engaged, and employees should have a say in shaping those goals.

Clear Move: Instead of setting goals in isolation, make it a conversation. Ask, What’s one thing that would make this role more exciting for you? Encourage employees to think about how they want to stretch themselves and what support they need to get there. Then, collaborate on setting goals that align with both their growth and your department's priorities.

3. The WHO: Align Work With Strengths and Interests

No one wants to be a cog in a machine. People thrive when their strengths are recognized and leveraged, but they also need the right support system to accelerate their growth.

Clear Move: Instead of assuming you know what excites your team, make it a collaborative discussion. Brainstorm together—who or what could help them achieve their goals faster? Are there mentors, training programs, or cross-departmental projects that could provide fresh challenges? Schedule one-on-one clarity conversations to uncover hidden talents, potential allies, and the best resources to help your team stretch while feeling supported. Then, adjust assignments and provide access to the right support accordingly.

4. The HOW: Give Ownership, Not Just Tasks

Delegation isn’t just about getting things off your plate—it’s about giving employees the autonomy to take ownership. People disengage when they feel like they have no say in how they do their work.

Clear Move: Instead of micromanaging, provide a clear outcome and let your team determine how to get there. Ask, What would make this project more meaningful for you? Then, give them room to run with it.

5. The NOW: Make It Actionable

The fastest way to disengagement? Endless meetings and vague action items. People need momentum—clear next steps that move them forward.

Clear Move: End every team meeting with a “Next Clear Step” challenge: What’s one action you can take this week to bring more energy to your work? Then, check in on progress next time.

What’s Your Next Clear Step?

Boreout isn’t just an individual problem—it’s a leadership challenge. And great leaders don’t just manage people; they create environments where people want to stay, grow, and contribute at their highest level.

If you’re ready to bring The Clarity Edge to your organization, check out my keynote designed to help leaders cut through uncertainty, engage their teams, and drive meaningful impact.

Learn more about The Clarity Edge Keynote here: www.DebbiePetersonSpeaks.com/Programs

And if you’ve ever felt stuck in the boreout cycle (or seen it in your team), let’s talk about it. What’s one way you could bring more clarity to your work or leadership? Drop a comment or send me a message—I’d love to hear your thoughts.

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