Overcoming Apathy in the Workplace

Are some of your staff adding to their annual leave while at their desk? If they’re bored, chances are that they’re spending a lot of time doing non-work related activity. Surfing the net, social calls and emails, day dreaming, going to `meetings’ - these are all symptoms of workplace apathy and it’s costing businesses billions every year.

How big is the problem?
Research shows that workplace apathy could be one of the biggest costs to business. A 2006 study by the respected British Research company, Tickbox, found some employees spend as much as three hours a day surfing the internet. Other analysts are suggesting that up to 40% of workers suffer from a big slump in productivity in the afternoon. If you extrapolate the figures, it’s easy to see how big the problem is.

Clearly, the apathy problem isn’t confined to the rank and file either - executives are just as susceptible to boredom and apathy. One well-publicised report described the embarrassment of two high-ranking US government officials seeing each other in the cinema in the middle of the working day.

What are the causes?|
Some contributing factors to workplace apathy include:

• The physical environment - poor or inadequate equipment or work facilities;
• Skills not being recognised or used;
• Bad working conditions - too hot or too cold, long hours or insufficient breaks;  
• Responsibility – initiative and decision making discouraged;
• Social interaction frowned upon;
• Lack of job security; and
• Conflict issues - both with colleagues and management.

Further to these problems, ‘burnout’ is a large factor. In its extreme forms, where burnout takes hold, workers will not only be apathetic, but may suffer from loss of sleep, emotional exhaustion and high stress.

How can we fix it?
Motivation can only come from within. There are two ways to find out what motivates your staff:

1. Directly ask them.
2. Make changes in the workplace and monitor the results.

Once you have discovered what motivates your people, you can then structure your management style around what will work for them.

You may like to begin by addressing the issues listed above. Are your staff able to express their creativity? Where could you make changes to physical working conditions?  How do you recognise and appreciate your staff? Is your workplace a friendly and sociable place?

Successful managers and employers are skilled at addressing and solving these issues. Others can be very neglectful, and the ramifications are very often costly.

If your office works in near silence with only work related communication allowed, don’t be surprised if people are ready to leave the second it is home time.

Of course, in all of this, the internet has become a new challenge over recent years. Perhaps, if your people are especially attracted to the internet, you may be able to use this as a positive. It could be an opportunity to show some flexibility. You could consider the option of your company allowing internet usage to:

• Learn how other companies or industries operate;
• Get creative marketing ideas; or
• Research your competition.