Employee Engagement Leadership Motivation

Rust Out in the Workplace: Recognising and Addressing Disengagement

For managers and leaders, it’s easy to spot the classic signs of burnout — fatigue, irritability, and decreased productivity. But there’s a less discussed, equally detrimental phenomenon: “rust out”. The concept, though less fiery than its counterpart burnout, can quietly corrode the very foundation of an organisation. Let’s delve deeper into what rust out in the workplace is, why it’s crucial to address it, and how to rejuvenate disengaged employees.

What is Rust Out?

In essence, rust out is the silent equivalent of burnout. It’s a state where employees feel under-challenged, under-stimulated, and, ultimately, disengaged from their work. Unlike burnout, where individuals feel overwhelmed and overworked, those experiencing rust out feel they’re not tapping into their full potential. Their roles lack excitement, variety, and challenge, leading them to “check out” mentally.

Why Does Rust Out in the Workplace Matter?

  1. Decline in Productivity: An employee who is not mentally engaged is less likely to produce quality work, leading to decreased output and, by extension, profitability.
  2. Talent Attrition: If rust out is widespread or prolonged, talent is more likely to seek greener pastures. This can result in increased turnover and recruitment costs.
  3. Affects Organisational Culture: The ripple effect of disengagement can spread, creating an atmosphere where mediocrity becomes the norm.
  4. Innovation Stagnation: A workforce that’s not mentally stimulated is less likely to come up with innovative solutions or ideas.

How to Identify Rust Out in Employees

  1. Decreased Enthusiasm: Once-passionate employees become indifferent to projects or tasks.
  2. Declining Participation: Employees who once took an active role in meetings and discussions become more reserved.
  3. Avoidance of New Tasks: A disinterest in taking up new challenges or responsibilities.
  4. Routine Complaints: Vocal frustrations about feeling “stuck” or that their skills are being underutilised.
  5. Decreased Initiative: A noticeable decline in self-starting or going beyond the call of duty.

Actionable Ideas to Reengage Employees

  1. Open Dialogue: Initiate conversations about career aspirations, skill sets, and areas of interest. Understand what excites and motivates your team.
  2. Provide Learning Opportunities: Offer courses, workshops, or seminars that allow employees to upskill or dive into new areas of interest.
  3. Job Rotation: Introduce a system where employees rotate roles or take on different responsibilities to provide variety and new challenges.
  4. Encourage Innovation: Create a platform for employees to share ideas and solutions. Consider setting up brainstorming sessions or innovation labs.
  5. Mentoring and Coaching: Pair less engaged employees with mentors who can reignite their passion and provide guidance, or seek an external mentor or coach to support them.

While rust out might seem like a silent and harmless state, it has the potential to erode the core strength of an organisation. By recognising and addressing it head-on, leaders and managers can create a stimulating environment that encourages growth, innovation, and consistent engagement.

Author: Ros Cardinal, Shaping Change

If you’d like to talk more about Rust Out in the Workplace and get support to address it, you can book a 30 minute complimentary chat here.

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