What is the effect of challenge, or the lack of it, on work engagement? A healthy challenge spurs you on to learn something new and grow. You improve your skills and need your concentration to complete the task. You forget the time and everything around you, and become completely absorbed in what you are doing. Afterwards you are bursting with energy and proud of what you have achieved. A lack of challenge, on the other hand, causes stress.

Lack of challenge

Unfortunately, challenge at work is not a given for many people. The Netherlands Working Conditions Survey shows that about a third (32%) of employees say they have more knowledge and skills than their work requires. This is relatively common among young people under 25 and among employees in hospitality, retail and transport. CBS and TNO

Chances are that some of these people are bored at work. Long-term boredom increases the risk of boreout, the little brother of burnout. In the long run, boredom can make you ill.

People who are bored and not sufficiently stimulated start doing other things. They withdraw, for example, spend more time on pointless or private activities and are generally less engaged with the organisation.

A lack of challenge can arise from someone's capabilities or from work experience. Anyone who does the same work at the same level for too long eventually misses the challenge. And sometimes someone simply works below their level. Then you not only miss out on that person's unused talents, but also run the risk of them dropping out.

Preventing dropout

Do you want to prevent dropout through boreout and get someone working with engagement again? These tips can help:

  • Gain insight into how much challenge people experience in their work. Both too much and too little challenge is not good. Talk with them or map it out with a questionnaire.
  • Do you notice that someone is often bored or fills their time helping others? That can be a sign of under-stimulation. See whether you can give this person extra projects or tasks, or let him or her share knowledge by helping new colleagues settle in.
  • Temporarily working in another department or role can provide a new challenge. That way someone gains new skills and is stimulated to learn again.
  • Ask whether the employee would like a training programme or course. That can also be an incentive to be challenged again.

Above all, bear in mind that someone who is bored is not engaged. Giving these employees extra attention, and finding a way for them to develop further, can contribute to more work engagement. The new skills they learn are often valuable for the team or the organisation too. And most employees feel more appreciated when there is room for development, which strengthens their bond with the organisation.

How do you encourage challenge in your team?

Also read job crafting to stay engaged and maximum engagement by making the most of talent.

About this article: written by Lucienne de Bie and updated by the editors of Alles over bevlogenheid.

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