Last month, we saw the new employee trend, Bare Minimum Mondays, arise, which advocates for workers to do as little work as possible at the start of the week.

This new trend comes as no surprise – another month, another trend.

In 2023 alone, we’ve seen the likes of quiet quitting and the great resignation all gain momentum.

Are these new trends a focus on self-care, or are employees disregarding their roles?

If these trends are filling you with dread, that’s understandable; with the talent shortage still wreaking havoc across the UK, employers can’t afford for employees to be actively avoiding work.

Let us make it clear: while these employee trends are inconvenient, workers shouldn’t be to blame, as almost always, the underlying issue stems from the business.

Often, poor communication, workloads and management contribute to employee disgruntlement.

Perhaps employees aren’t feeling valued, the role isn’t taking them in the direction they want, teams are understaffed, workloads are simply unbearable, the compensation provided isn’t meeting expectations, or maybe it’s a combination of all these factors.

Perhaps more importantly, these workplace trends aren’t anything new.

Like fashion, we see cycles, and everything is a regurgitation of a previous trend; many workplace trends existed before under different names, and social media has simply amplified them to a new generation.

Now, while these trends aren’t necessarily new, workplace expectations have changed, so the way you evolve and tackle difficulties should differ.

Here are three strategies which can help:

1) Encourage open conversations about stress

With remote workers and busy schedules, it's easy for issues to spiral under the radar! If you’re worried about workers, keep an eye out for signifiers such as:

• Drops in enthusiasm
• Lack of communication
• Inability to switch off
• Issues with performance

Also, take it a step further and organise regular catch-ups and team meetings, creating a safe space for people to discuss current worries and challenges.

Do bear in mind that not all staff will be comfortable discussing their issues; for an anonymous approach, run workforce surveys which delve into wellbeing and general sentiment.

While these surveys won’t offer insight into an individual’s experience, they will provide a general feeling which can help advise action.

2) Offer flexibility

According to the BBC, 70% of people state they will never return to the office at the same rate, especially since 59% believe they’re more productive when working from home.

The option to work flexibly is no longer a desire but an expectation.

However, flexible working can work wonders for improving staff wellbeing and morale.

Giving employees the option to work flexible hours/days enables an improved work-life balance and can reduce overall stress.

Flexible working is especially helpful for personal responsibilities like caring for a family member or doing the school run.

3) Utilise workforce insights

Real-time data obtained from HR software can give you valuable insights into workplace issues, such as departments with high churn or teams struggling to meet objectives.

Use these insights to identify and rectify challenges before they escalate.

For example, perhaps managers need more training on managing remote workers or job ads need to be advertised in different locations to attract the right talent.

Knowledge is power, and real-time data empowers you to catalyse meaningful change.

Putting people first