If people hate Mondays, something is broken.

I’ve never fully understood the idea of Monday blues. Monday is a beginning. A reset. A fresh page. And yet, for so many people, it feels like something to endure rather than look forward to.

I see it across teams and conversations. People who actually enjoy parts of their work—their colleagues, their interactions, even the sense of progress. So it’s not that people don’t want to work. Most people do. Most people want to grow and move forward. And yet… Monday feels heavy.

Organizations try to solve this with pep talks, motivational emails, kickoff meetings. But let’s be honest… most of that doesn’t change how Monday feels. Because “Monday blues” isn’t a motivation problem. It’s a signal.

A signal that something is off. Lack of clarity. Lack of control. Lack of meaning. Or simply a pace that doesn’t feel sustainable. Even people who had a quiet, uneventful weekend can feel it. That’s why this is worth paying attention to.

What if organizations actually measured a “Monday Pulse”? A simple question: how do you feel about starting your week—and why? Not as a checkbox, but as a real input into how work is designed and experienced. Because inside that Monday pule will be valuable data about engagement, leadership, alignment, and culture.

Maybe the goal isn’t to make Mondays exciting. Maybe the goal is to make work feel worth returning to.

I am making a list of all the things that give me Monday Blues and share it with my manager every Monday.. That will be fun and I think it will be productive 😄

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