Blue Monday is good marketing and not a bad day….

Blue Monday: the most depressing day of the year?

Have you ever wondered why the third Monday in January is known as the most depressing day of the year? According to some, this is the day when we feel most dejected, tired and unmotivated. But is this really the case, or is it a marketing ploy? The term Blue Monday was coined in 2005 by British psychologist Cliff Arnall, who claimed to have developed a scientific formula to calculate the day. He relied on factors such as weather, debt, salary, time since Christmas, good intentions, motivation and sense of taking action. But it soon became apparent that the formula had no scientific or logical basis whatsoever, and that Arnall had sold his name to a PR firm that wanted to promote travel. Indeed, the dark January month is the ideal month to book sunny vacations. Various media and academics criticized the formula as pseudoscience and nonsense. Arnall himself later said he did not regret coming up with it, but wanted to encourage people to think about happiness.

But, is Blue Monday really the most depressing day of the year? Probably not. It does become a kind of self-fulfilling prophecy: if we think we feel bad, we will. Moreover, the feeling of happiness and well-being varies from person to person, and depends on many more factors than a simple formula.

As an employer, we do think it is important to discuss people ‘s “mood. it may be that you are not feeling well for a while. Or that things at home are not going the way they want. We know that can happen and even though it is none of our business as employers, we are committed and understand that our team members are human beings. Being an employer is more than just paying salaries and providing benefits. It is also about creating a positive work environment where employees feel valued, engaged and motivated. This is called the soft side of being an employer, and it is at least as important as the hard side, which consists of the organizational structure, processes and systems. But as employers, how do we keep an eye on that soft side? How do we make your employees feel heard, seen and supported? How do we encourage their development, growth and well-being? How do we build a strong culture where the organization’s values, norms and goals are shared and adhered to? There are several ways to improve the soft side of being an employer, but they all have one thing in common: They require attention, communication and action.

We are transparent and honest. We communicate regularly and clearly about the organization’s vision, mission, strategy and results. We explain the expectations, priorities, and consequences of the decisions we make. We also give feedback, compliments and recognition to team members and ask for their opinions, ideas and suggestions.
We know our team as individuals, not just as employees. We know their personal situation, their ambitions, their challenges and their needs. We listen to their stories, their concerns, their complaints and their successes.
We support and facilitate, both in career opportunities or training and in the needs that your family or household knows.
We inspire and motivate. We create an environment where everyone can be themselves and feel seen. We show that we ourselves understand what our work is about and how much knowledge and effort it takes. This leads to a positive atmosphere where your employees feel safe, comfortable and inspired. We celebrate successes, achievements, milestones.

The soft side of being an employer is not a luxury but a necessity. It is an investment, which pays off in the form of satisfied, loyal and productive employees, and a successful, sustainable and attractive organization. So it is worth keeping an eye on the soft side of being an employer, and working on it continuously.

So if there’s a setback, that’s no big deal. If things go a little less for a period, no problem either: we discuss it and find a solution. After all, it is not a blue Monday.