I Had a “Great” Job—So Why Did I Feel So Empty?
For 12 years, I worked at a respected bank—consistently ranked a “best place to work.” On paper, everything was ideal: stable hours, strong benefits, and a reputable employer. I wasn’t pulling all-nighters or drowning in overtime. And yet, I felt exhausted, uninspired, and strangely drained.
At first, I assumed I was burned out. But burnout usually comes from *too much*—too much work, pressure, or stress. My problem was the opposite: **too little meaning, too little challenge, too little use of my strengths.**
What I was actually experiencing wasn’t burnout. It was **rusted out**.
What Is Rust Out?
Rust out happens when your talents go unused, your curiosity goes unmet, and your days fill with repetitive, low-impact tasks that slowly erode your sense of purpose. Like metal left idle, you begin to corrode—not from overuse, but from *underuse*.
This isn’t just a personal struggle—it’s a costly organizational issue. According to Gallup’s 2025 Workplace Report, only **21% of employees worldwide were engaged in 2024**. Engagement is even lower among leaders: it dropped by 5% for managers under 35 and by 7% for women in leadership. When people aren’t growing, they’re quietly disengaging—even in “top” workplaces.
How to Recognize and Reverse Rust Out
1. **Conduct an Energy Audit**
Not all work affects you the same way. Track your tasks for a week and sort them into three categories:
- **Energy Suckers**: Tasks that drain you disproportionately—even if they’re small.
- **Energy Stallers**: Neutral activities that neither energize nor exhaust you (e.g., routine admin).
- **Energy Surgers**: Work that challenges you *and* makes you feel alive—where time flies and you’re in flow.
Ask: *What percentage of my week is spent on each?* Your goal isn’t to eliminate all stallers or suckers—but to intentionally increase your time in the “surger” zone.
2. **Dump, Delegate, or Outsource**
Once you’ve identified your energy drains, take action:
- **Dump** anything outdated or unnecessary. (Example: I stopped reviewing reports no one ever read.)
- **Delegate** tasks others can own—especially if your presence unintentionally blocks their growth. (I stepped out of meetings my team could lead.)
- **Outsource** what you can’t eliminate—whether through automation, contractors, or support staff.
Freeing up even 5–10 hours a week creates space for more meaningful work.
3. **Advocate for Your Talents**
Leaders can’t read your mind. Once you know what energizes you, **tell them**. Be specific:
> *“I do my best work when I’m solving complex client problems or designing new processes. I’d love to take on more projects like that.”*
Consistent, clear communication helps others see you as a solution—not just a role. Many of my clients have successfully reshaped their positions without leaving their companies—simply by naming what they do best and asking to do more of it.
4. **Ask: Is It Time to Stay or Go?**
Sometimes, no amount of internal reshuffling will fix a fundamental misalignment. Ask yourself:
- Does this organization reflect my values?
- Do I trust how decisions are made?
- Have I clearly advocated for change—and been heard?
- Have I set boundaries around how I spend my time and energy?
If the answer to most of these is “no,” it may be time to explore a new environment—one where your talents aren’t just tolerated, but *needed*.
The Payoff of Beating Rust Out
Overcoming rust-out isn’t just about personal well-being. When employees work in alignment with their strengths, **productivity rises, innovation returns, and retention improves**. For individuals, it restores purpose. For organizations, it unlocks hidden potential.
You don’t need a “perfect” job. You need a job that lets you **use what you’re uniquely good at**—and grow beyond it.
If your “great” job feels hollow, you’re not broken. You’re ready for more. And that’s not a problem—it’s a signal.