Blue Monday? Let’s Talk

Monday, January 17, 2022 is Blue Monday

Did you know that the third Monday in January has been labeled ‘Blue Monday’ – the saddest day of the year? This year it falls on Monday, January 17^th. Brace yourself. 

It may seem arbitrary that on this one day we’re supposed to feel the most depressed, but it is based on a mathematical formula developed by Dr. Cliff Arnall. Plugging in variables like weather, amount of debt, time after the holiday indulgence, time since connecting with family, and time after New Year’s when resolutions are likely strained, this one day popped out as the gloomiest of all 365 days. 

In case you’re wondering, the same formula declared the happiest day of the year to be July 14^th. Thinking about that date now, it seems very far away, leading to the whisper that maybe there is some truth to ‘Blue Monday’. Is it real? Are we collectively sadder on the third Monday in January?

No. There is no such thing as 24-hour depression. With that said, know that the variables that went into the formula are contributors to mental health – factors like amount of sunlight and weather, amount of social connection with loved ones, external stressors like debt or weight gain, or feeling like a failure with not achieving desired goals. 

The Survey Says…

But what a pop culture term like ‘Blue Monday’ can do is help raise awareness of mental health in general, and how right now, many are struggling. In fact, a survey conducted by Sun Life in August 2021 found that more than half of Canadians were suffering from a mental health issue. Furthermore, 62% of workers in Canada say that the number one issue affecting them negatively is emotional, mental, and physical fatigue. 

These numbers are very concerning, particularly when we consider that even a mild or moderate case of anxiety or depression can significantly decrease the quality of life. In addition, the pandemic itself is a major stressor and can exacerbate any symptoms of mental illness. Obviously, anyone in this state would strain to reach their full potential at work and wouldn’t produce their best work. If left untreated, these symptoms are unlikely to dissipate and can grow to become debilitating.  

Given that so many people are suffering with mental health, why don’t we hear about it more often? 

Six Reasons

There are many potential reasons why someone struggling would do so in silence, and here are 6 of them:

1. They don’t know how to explain their feelings – the feelings are foreign and/or they don’t know how to articulate them
2. They may think their feelings are normal – they believe that everyone feels this way
3. The stigma – they don’t want the label of ‘mental illness’ to follow them
4. They think they should get over it – they feel weak that is it difficult for them to cope with life’s stressors when everyone else seems to carry on so easily
5. They don’t trust that help is out there – they don’t feel they have anyone to turn to and they surrender to living this way 
6. They don’t believe they can discuss it at work – in the last year, only 1 in 5 leaders talked about mental health at work

The reasons why someone chooses to suffer in silence reflect many of the widely held misconceptions about mental health problems. 

Five Features of Mental Health Problems

Here are 5 features of all mental health problems:

1. The person suffering can’t just ‘snap out of it’ – A person with a fear of public speaking can’t ‘just handle the presentation’ and a person with depression can’t ‘just get up tomorrow and be happy’
2. The symptoms are more severe than everyday challenges – It isn’t just a bad day or a case of nerves, but it is impeding their ability to function at work or home
3. These are not signs of weakness or character flaws – It can happen to anyone
4. These are treatable – These are medical conditions and there are lots of effective treatments available
5. The cause can be misconstrued and varied – A given disorder can be caused by different things in different people

Suffering in silence is never the answer, and movements like Bell’s ‘Let’s Talk’ and introducing terms like ‘Blue Monday’ only help raise awareness of this growing crisis. It presents an opportunity for leaders to serve as a source of support for any workers who need help with mental health. It doesn’t mean that leaders need to become therapists, nor do they need to overhaul how they do business. 

Five Adjustments Leaders Can Make

However, here are 5 adjustments that leaders can make that will have a big impact on the mental health of workers:

1. Develop a comprehensive mental health plan for your organization – Everything from how you will approach a worker who you suspect is suffering to how you will support them through it.
2. Review your organization’s mental health benefits – Ensure that workers have access to employee assistance programs and other coverage so they can receive treatment without being burdened by the cost.
3. Provide easy access to mental health resources – There are lots of free mental health resources available in Canada. In Ontario, people can call 211 to find support for mental health near them, and online they can find provincial resources.
4. Commit to talking about mental health at work – 37% of Canadians would not feel safe discussing mental health at work. When asked why, more than half of these reported lack of trust in the leader as the reason. This shows us that it is up to the leader to cultivate a safe space to talk about it and foster a culture in which it is acceptable to openly discuss mental health just as we would discuss a cold, flu, or the pandemic.  
5. Get comfortable reaching out to those who appear to be struggling 

Do’s and Don’t For Reaching Out

Do:

• Make extra effort to check in with workers when work is extra stressful or there is less chance to connect
• Watch for signs of distress or deviations in patterns – suddenly late all the time or messy desk
• Talk privately about it
• Show respect, be nonjudgmental and calm
• Say why you’re concerned, focusing on specific behaviours
• Encourage them to share and listen when they do
• Normalize the situation by acknowledging the stress and their reaction to it
• Remind them they’re not alone
• Encourage them to get professional help, highlight the resources available to them, allow flexibility at work for them to seek help

Don’t:

• Get too involved – take responsibility for the other’s emotional state or try to fix the problem
• Minimize their feelings – say it isn’t so bad or promising it will all be okay
• Ignore signs of suicidal tendencies

No one deserves to suffer through a mental health issue in silence. We want leaders to ensure their workers can thrive and we’re here to help in any way we can. Please contact us at info@primebenefitsgroup.com. Let’s work together and create solutions that work best for you and your organization.

Additional Resources

• Ontario provincial mental health resources    https://www.ontariohealth.ca/provincial-programs-and-resources
• Sun Life’s digital mental health strategy toolkit https://www.sunlife.ca/workplace/en/group-benefits/health-and-wellness-solutions/mental-health/workplace-mental-health-toolkit/
• Lumino Health’s bilingual virtual health platform https://luminohealth.sunlife.ca/s/?WT.mc_id=en-ca%3Adirect%3Avanity%3Aluminohealthca%3Alumino&language=en_US
• Sun Life’s manager training videos https://www.sunlife.ca/workplace/en/group-benefits/health-and-wellness-solutions/mental-health/#videos

Suggested Reading

Returning to work: Prioritizing mental health. Journal of Accountancy, Sept 11, 2020 https://www.journalofaccountancy.com/news/2020/sep/returning-work-coronavirus-mental-health.html