Can doing the bare minimum really lead to more? More what? Well, more productivity, better morale, the list goes on. It's a question many HR professionals are now asking as Bare Minimum Mondays (BMM) begin to reshape the modern workplace. This trend, brought to life by the infamous Marisa Mayes, originally as a personal remedy for Sunday anxiety.

But as it gains traction across social media, organisations are reevaluating what it means for morale, productivity, and team cohesion.

What Are Bare Minimum Mondays?

Bare Minimum Mondays refer to a trendy workplace practice where employees intentionally complete only the most essential high-priority tasks at the start of the week. And why on earth would that be? The idea is simple: reduce the pressure, beat the weekend scaries, and prioritise mental health and a feeling of wellness. It’s about doing what’s required—nothing more, nothing less. But is this strategy just another fleeting concept coined up by new Gen Z trends, or is it a meaningful response to rising burnout? Is it true that practising the bare minimum Mondays eases you into the week like a morning coffee typically starts your day?

Is It Really Effective for Morale?

The short answer? Bare minimum Mondays can be—if implemented correctly. BMM encourages a much gentler pace on Mondays, in order to give workers a chance to recalibrate without diving headfirst into a full workweek. With this newly founded sense of control, it alleviates the dread many feel on Sunday evenings and contributes to a smoother re-entry into work life.

From an HR lens, this approach is actually pretty helpful; it can enhance employee engagement, increase concentration, and promote a more productive tone for the remaining workdays. The key is creating a clear structure around what the bare minimum really looks like. Otherwise, you risk sliding from intention to quitting quietly—literally.

What’s the Risk Without HR Training?

Without a smart HR strategy, Bare Minimum Mondays can spiral into misunderstanding. Some managers may see it as laziness. Others may feel the term "bare minimum" sets the wrong tone altogether.

Without structure and good boundaries, this phenomenon might trigger growing resentment among team members, especially if some people remain fully engaged while others are in a low-energy zone. Work may pile up, deadlines may shift, and meetings may feel less effective. Left unchecked, that slow Monday could turn into a chaotic Tuesday.

But with the right Human recourses training courses in London? That’s where it gets interesting.

How Can HR Training Make BMM Work?

HR plays the biggest role in turning Bare Minimum Mondays to more than a social media trend. Done right, BMM becomes a long-term investment in team vitality, not just a short-term ease into the week.

Here’s what HR must do:

Set expectations. Clearly define what “bare minimum” means. Is it client-facing work? Internal reporting? A set number of hours?
Train managers. Equip leaders to distinguish between healthy boundary-setting and disengagement with a well-chosen HR training. They must learn to support without micromanaging.
Encourage communication. Teams should discuss their Monday rhythm. Transparency builds trust, and coordination keeps projects flowing.
Address root causes. If BMM is the only way your staff feels they can survive, your organisation has deeper issues. Use BMM as a signal to dig into workload, stressors, and resource gaps.

Is it just surviving monster Mondays? Not in the slightest. It’s about fostering a workplace culture that values both balance and care, and prioritises autonomy.

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Can BMM Replace Traditional Wellness Programs?

Not quite. Bare Minimum Mondays aren’t a one-size-fits-all solution. They work best when embedded in a broader framework of employee support.

Take, for example, A minimal Monday helps your team reset, what happens the rest of the week?

HR leaders should use BMM as a starting point to introduce more holistic practices, like:
Career development sessions that help employees feel invested in their futures
Feedback loops that allow teams to share what’s working (and what’s not)
Recognition programs that make employees feel seen, especially when they’re doing more with less.

By combining BMM with initiatives that reward effort, skill, and long-term growth, with an added touch of proper communication training, organisations can retain the energy of BMM without compromising ambition.

Does It Work for All Teams?

Not necessarily. The term “bare minimum” might sound provocative, but its application must be adapted to each office environment.

In creative teams, BMM may actually boost output. A quiet, slow start gives room for ideation and focus.

For high-stakes industries like healthcare or manufacturing, the concept may need rebranding—perhaps as a “Wellness Window” or “Ease-In Hour.”

Even Marisa Mayes suggests that BMM isn't about slacking—it's about prioritising the essential. The key lies in adjusting the practice to suit each team’s rhythm.

So, Should You Try It?

If you’re an employer exploring new ways to retain talent and reduce stress, BMM might be worth testing. It’s not about letting go of standards. It’s about acknowledging that teams are human.

In a time when many employees feel stretched, stressed, or even tempted by quiet quitting, giving them space to reset—at least one day a week—could be the strategy that transforms your culture.

And who knows? Maybe your team will discover that doing less—at the right time—helps them do more later.

Final Thought: Bare Minimum Mondays aren’t about working less. They’re about working smarter. It’s not just a term trending on TikTok. It’s a wake-up call to rethink how we start the week, how we support our people, and how we define a productive workday.