Achieving the goal of producing high quality work whilst still feeling like a competent profesional is possible with SuccessFactors.

In the first part of this article we saw the causes and effects of boreout syndrome on people, as well as the impact it has on businesses that have unchallenged, demotivated, and bored workers.

Let’s take a look now at the conclusions of two studies on this issue before we tackle the next question with these figures in minds:

  • A study by the Gallup Organization shows that in Germany 87% of employees feel little or no bond with their company. The report deems that one of the causes of this situation lies in the fact that seven out of ten of those surveyed do not hold a position that they really like.
  • In 2005, Dan Malachowski carried out a survey for Salary.com and AOL of over one thousand workers on the subject of wasted time in the workplace. The results were: 33.2% of this group stated that they were not busy enough at their job so they felt underchallenged.

With the figures from these studies we can directly link the concepts they cover with the results they found. Moreover, we can see the importance of this issue in the concerns of both employees themselves and their bosses who are possibly completely unaware of the situation and may often be the cause of poor ways of working.

How to combat Boreout with SAP SuccessFactors?

SAP SuccessFactors is a solution that features all Human Resources processes, covering everything linked to talent management in companies, including the processes of: recruitment, onboarding, assessment and performance, career development and succession planning, and training.  We can handle each of these processes fully and independently, as well as integrating them with other Human Resources processes.

On the issue we are dealing with here, we’re going to see how some of these processes can improve the definition of tasks and targets for the employees of a business by adding value to their productivity, as well as boosting employee tracking, the definition of career plans and access to training, which will ensure that workers know their responsibilities and promotion prospects within the organisation.

Onboarding Module.

This allows for the onboarding of people to the company to be carried out in a more accessible manner for employees by providing information beforehand. This enables managers to interact with new employees directly by providing them with the necessary tools and content before they start. This means that, from the very beginning, new staff have a good idea of the tracking they will get and relationships between employees and managers are strengthened by building trust and workplace wellbeing.

Assessment and Performance Module.

This allows for the assessment of goals and competences according to the type of position the employee holds. This will make it easier to make sure that people are in a job that matches their abilities and that they feel valued at work. Through the use of performance plans, employees can become familiar with the ways to meet their targets, which increases motivation. This facilitates assessments which are suitable for the employee and the business.

Development and Succession Module.

This sets careers plans for professional development and talent retention, which establishes a direct link between people and their abilities. Succession plans help to identify candidates who can cover set vacancies. Once employee skill-building needs have been identified, specific development plans can be allocated, which makes it more likely that everybody will have a job suited to their abilities. This also increases employee motivation as the needs of the job match the employee’s skills.

Training Module.

This manages the business’ training process. It allows employees to take courses independently. The system enables users to access the courses assigned to them by their manager as part of their training plan and to access training resources, based on their interests, to hone the skills linked to their job. This boosts employee interest in moving forward with their learning, which, in turn, boosts motivation. Furthermore, coordinators can track training plans, which strengthens the relationship between employee and manager.

 

As we’ve seen SAP SuccessFactors grants us the ability to combat boreout in the organisation. By using these and other modules Sap SuccessFactors offers companies the opportunity to familiarise themselves with the professional and personal abilities and interests of their employees in order to assign them, as far as possible, the tasks that are best suited to their qualifications, abilities, and interests.