Today marks Blue Monday, supposedly the gloomiest day of the year. Whilst the science behind this concept might be questionable, it provides an excellent opportunity for HR professionals to spotlight mental health and workplace wellbeing.
As many of you know, I started my career on the high street as a Lunn Poly sales consultant, I absolutely loved selling holidays and sending people to their dream destinations! So in the post, I’m taking a trip down memory lane to my Lunn Poly “Dolly” days; explaining why today is seen as the most depressing day of the year, and more importantly what we can do actually do to switch up our mood!
The Origins of Blue Monday
Back in the 90’s, Sky Travel unveiled what they dubbed as the “most depressing day of the year,” falling on the third Monday of January. They claimed to have developed a mathematical formula considering various factors: weather conditions, debt levels (particularly after Christmas), time since failing our New Year’s resolutions, low motivation levels, and the feeling of a need to take action.
Whilst the concept was primarily a marketing campaign to sell summer holidays, Blue Monday has since become firmly embedded in our cultural consciousness. Despite lacking scientific merit, it does highlight some very real challenges that people face during the winter months.
Why January Can Be Challenging
The post-holiday period often brings unique stressors. Many employees return to work facing credit card bills from Christmas spending, coupled with the longest wait between paydays. The winter weather, with its short, dark days, can trigger Seasonal Affective Disorder (SAD) in some individuals. Moreover, the initial enthusiasm for New Year’s resolutions may be waning, leading to feelings of disappointment or failure.
How HR Can Support Employees
Rather than dismissing Blue Monday as merely a marketing gimmick, HR teams can use this day as a catalyst for meaningful workplace wellness initiatives:
Implement Flexible Working Arrangements
Consider offering flexible start times during winter months. This can allow staff to make the most of natural daylight hours, particularly beneficial for those affected by SAD.
Financial Wellbeing Support
Partner with financial advisors to provide workshops on budgeting and managing post-holiday finances. Consider implementing salary advance schemes or employee discount programmes to help staff through the lengthy January pay gap.
Mental Health Initiatives
Strengthen your mental health support by ensuring your Employee Assistance Programme (EAP) is well-publicised and accessible. Train mental health first aiders and encourage open conversations about workplace stress and anxiety.
Create Connection Opportunities
Organise team activities or social events to combat isolation. These needn’t be elaborate or expensive – even virtual coffee mornings can help foster connection and community.
Professional Development Focus
January is an ideal time to discuss career development. Schedule one-to-one meetings to help employees set achievable professional goals, providing them with something positive to focus on.
Beyond Blue Monday
Whilst Blue Monday provides a timely reminder to focus on employee wellbeing, it’s crucial to maintain this support throughout the year. Regular check-ins, consistent mental health support, and an open-door policy should be permanent fixtures in your HR strategy.
Consider implementing a year-round wellness calendar, marking key dates like Mental Health Awareness Week and Stress Awareness Month with specific initiatives and resources.
Final Thoughts
Whether or not you subscribe to the concept of Blue Monday, it serves as a valuable prompt to evaluate and enhance your organisation’s approach to employee wellbeing. By acknowledging the very real challenges that winter can bring and providing practical support, HR teams can help create a more resilient and engaged workforce.
Remember, the most effective wellbeing strategies aren’t just reactive responses to particular days or events, but rather form part of a comprehensive, year-round approach to supporting your most valuable asset – your people.
Natalie Ellis HR 