In the early 2000’s sociologist Core Keyes coined the term languishing. Keyes described languishing as the region between poor psychological health and complete psychological health (or “flourishing”). Importantly for an individual, flourishing was not simply an absence of mental illness – but more a state filled with positive emotion and functioning well psychologically and socially.

Languishing, however, was a state of not feeling good and not functioning well. Perhaps the midpoint of a continuum between psychological ill-health and complete psychological wellbeing or flourishing.

In 2021, organisational psychologist Adam Grant popularised the term with an article in the New York Times There’s a Name for the Blah You’re Feeling: It’s called Languishing

The sentiment of languishing resonated with many people at that time. As Grant described,

“It wasn’t burnout – we still had energy. It wasn’t depression – we didn’t feel hopeless. We just felt somewhat joyless and aimless.”

Can Teams Languish?

We are all aware of the significant effects of burnout on healthcare workers individually, but we emerge from Covid it also feels as though many of our teams and organisations may be languishing – not obviously failing, but definitely not thriving.

Is that possible or is languishing only an individual phenomenon, rather than something that can affect a group? In my view languishing in a whole team is possible, and that transmission of a shared affective experience is more common than we currently recognise. Indeed, the overall emotional state of any group is of vital importance in the way it operates and the results that are produced.

A languishing team could be one that is still functioning, but not anywhere near it’s potential, and a team that still has energy to do the work, but is not energised by the work. Sound familiar?

A languishing organisation may not feel helpless and depressed – but there may be a collective lack of happiness and joy. Is this your institution? Does it feel like the days are just being endured one-by-one, without any highlights or passion?\

What To Do About It?

Often, acknowledging the truth of any situation can be the first step towards resolution. In a group that is worn out and listless – or going through the motions – by becoming aware of the state of languishing, recovery to a more enjoyable state can occur. The saying says that ‘naming leads to taming’ – implying that recognition of feelings and emotions leads to better control of them rather than being controlled by them.

Any team which has the self-awareness to address a difficult recent past that has resulted in the current lack of excitement and motivation is beginning the journey to restore collective flourishing. The leadership to ask “where are we at?” and the courage to jointly self-reflect are behaviours of a high functioning team that has temporarily taken a hit.

Overcoming Group Languishing

The group that collectively addresses the challenges of team languishing will return to flourishing most quickly.

For individuals who are languishing, the advice of Grant and others is to recognise small wins and moments of joy in a bleak time. It is suggested to look for activities that promote flow – where you can be immersed in activities that consume your attention and that are rewarding, challenging, and enjoyable. Uninterrupted time without distraction has also been proposed as important in recovering from individual languishing.

Teams that are languishing may have advantages over individuals. A shared problem that is discussed and addressed is easier to handle when one realises that you aren’t on your own. The joint plan to overcome languishing will most likely have been conceived with multiple opinions and views – optimal team behaviours that create inclusion and better bonds. The communication that is provoked may, of itself, help with the aimlessness and silence that can accompany languishing.

Indeed, periods of team languishing may be essential in making advances as a group. Deciding together how to deal with the problem, and find more joy in work could be the spark that is required for creative leaps. The feeling of joint discomfort and relying on team members to overcome the situation together, may be a step in producing a high-functioning team.