Bare Minimum Monday – let’s take the Monday easy!

Is there anyone who did not feel “exploited” after the weekend? And since we are trying to reduce the level of stress that has been growing in us more or less since Sunday afternoon, why shouldn’t we go on Monday – let’s call it – a little slack?

What is Bare Minimum Monday?

“Bare Minimum Monday” is a way to reduce the effort put into work and eliminate the pressure associated with it. This concept indicates doing the absolute minimum amount of work or effort to deal with post-weekend low mood or lack of motivation at the start of the work week.

The term is often used to describe a low-energy or minimalist approach to Monday productivity.

What are the causes of this trend?

1.Sunday fears

Many employees in anticipation of Monday experience Sunday fears, which are anxiety, panic and fear. Negative thoughts can affect employees’ productivity levels. Workers who embrace the “Monday low” trend see the practice as a cure for Sunday scares. Employees can start the new week with enough energy and positive attitude.

2. Professional burnout
Many employees see the “Monday low” trend as a way to deal with burnout without missing out entirely. Performing basic tasks can be difficult when employees are physically or emotionally exhausted. Taking a break from work or reducing your workload is an effective way to deal with burnout.

3. Mental health problems
Mental health issues such as depression, panic attacks or post-traumatic stress disorder can significantly affect how employees respond to work. For many people, a minimum of Mondays becomes a coping mechanism for mental health issues while at work.

4. Decreased productivity
Starting Monday with an unrealistic to-do list can make employees less productive during the week. Those who work at a realistic pace are likely to perform higher quality work and experience burnout less often. So employees use Monday’s bare minimum trend to train themselves to start slowly, gradually increasing the pace throughout the rest of the week.

5. Work pressure
A lot of pressure from an employer, whether it’s because of scary deadlines or an overly aggressive leader, can influence employee behavior. The worst part is that such pressure demotivates rather than encourages employees. In addition, there is constant pressure on employees who fail to meet deadlines. In addition to anxiety, employees may feel inadequate and even depressed.

6. Work-life imbalance
Many trend followers see this practice as an opportunity to put oneself before the employee. Therefore, employees engage in a variety of self-care activities before or after completing a minimal to-do list. These activities include reading a book, taking a nap, or doing yoga.

What about employers?

Opinions are divided. While some employers understand that employees may need a transition period or have lower productivity on Mondays, others expect constant effort and productivity regardless of the day.

Employers who prioritize employee well-being and work-life balance will better understand Monday Blues and support strategies to help employees transition into the working week more easily – flexible working hours, slower start on Mondays, boosting motivation. These employers believe that occasional drops in productivity are natural and prefer to focus on the overall performance and performance of their employees.

On the other side of the barricades are employers with strict expectations regarding productivity and compliance with working hours. This group of employers will emphasize punctuality and expect employees to be fully engaged and productive from the start of the working week. In such environments, consistently meeting or exceeding performance expectations is highly valued.

Ultimately, the perspective of employers will depend on a variety of factors: their organizational culture, industry standards, and job-specific requirements. It is certainly advisable for employees to understand the expectations of a specific workplace and adjust their approach accordingly. Communicating with employers about workload, challenges, and productivity can also help build understanding and collaboration.

Who will admit to Monday Blues (of course from time to time)? I can be the first 😉

Monika Ciesielska
President at IMSA Search Global Partners. An experienced consultant in the recruitment of the management staff, including board members, and a leader of the recruiting team in the IT/Tech area. Enthusiast of digital transformation of HR processes. Podcaster at "Skrzydlaty HR" and "Top Leaders Club".
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