We owe a lot to the construction workers worldwide that build our homes and structures and do the hard work so we can enjoy our lives just a bit more. Construction is a vital industry, but it’s not easy, and while the hard work and demanding projects can be rewarding, an improper work/life balance can also negatively impact mental health if not properly managed.

Why Mental Health Must Be a Priority

It’s time to start looking deeply into the mental health issue in the construction industry. While industry leaders are talking about mental health more in the 21st century, it’s certainly not a new idea. Many construction workers likely dealt with burnout and mental health issues over the years, but they may not have reported the matter for fear of looking weak or unwilling to do what’s necessary to complete the job.

Now that it’s a talking point, more people are speaking up. During a 2020 survey, 14.3% of construction workers admitted to feeling anxiety, and 6% said that they dealt with feelings of depression. When mental health issues are not addressed head-on, it can lead employees to feel less motivated, and in a dangerous profession like construction, failure to not give every task your all could lead to injury. Some employees may be so burned out that they don’t show up to the job site, leaving fewer workers to perform the work in the safest way possible. Other employees may be so stressed out that they experience substance abuse issues.

It can get even worse than a few absences. According to Workplace Mental Health, the construction industry has the second-largest suicide rate among all major industries. The study shows that many people who commit suicide already have a pre-existing mental health condition. This is a dire fact but bringing it up may be what’s necessary to get more managers and construction companies to pay attention and start doing what’s right for their staff.

Management Must Be Part of the Solution

The good news is that many construction companies are taking notice and stepping up to help their workforce. They’re making new rules and adding new programs to help preserve the mental health of their employees. According to the Workplace Mental Health resource, many companies are trying new tactics, like providing toolbox talks, which are free training guides produced by the Occupational Safety and Health Administration (OSHA) that bring to light the issue of mental health on the job site.

However, direct managers can do much more for the people on their team. They must be proactive to spot the warning signs that an employee may be struggling with their mental health. Red flags can include:

  • Increased tardies or absences
  • Risky behaviors
  • Decreased productivity
  • Extreme mood swings
  • Use of drugs or alcohol

When an employee shows that they’re frustrated or they’re not acting like themselves, managers must take a moment to speak to them and see what they can do to help them feel less stressed and worried.

Managers can also help their employees have a fair and balanced time at work, which begins with setting boundaries. Don’t require overtime every day, but instead create a set schedule and ensure that the employees get off at the same time every shift or at least work the same hours, so they can go home, see their families, and decompress. Also, managers must not be afraid to let the staff use their well-deserved paid time off and allow vacation days and sick time. Adding a few mental health days can also give the employees options for when they’re too burned out to work.

If a project is on a tight deadline, then another option is to allow flexible work schedules, where the employee is able to start earlier or later in the day so they can rest or accomplish tasks at home and not feel overwhelmed. The employees will be happy to have this freedom, and they’ll show their appreciation through their work.

Provide Resources to the Team

When managers learn that an employee is struggling, they need to take immediate action and provide resources to improve their mental health; luckily, there are many options.

One is to add mental wellness plan initiatives to the corporate benefits plan that the teams can use when they need help. One of these benefits should be the chance to reach out to professionals. If they don’t have time to visit a physical office, direct them to virtual care online. These days, doctors can treat many different conditions online and do it all through the computer screen. They can discuss and diagnose vision and audiology concerns and mental health issues, such as depression and excessive stress. If an employee can take a break, talk to a doctor online, and get something sorted out, they could return to work in a better place.

Another helpful resource is those recommended by the Construction Industry Alliance for Suicide Prevention. They have resources that can help the employees in their time of need, including the Suicide Prevention Lifeline and the Suicide & Crisis Lifeline. The experts on these phone lines can listen to the employee’s concerns and try to keep them from doing something drastic.

Finally, the Indiana Chamber’s Wellness Council of Indiana (WCI) has recently released results of its latest statewide employer survey on mental health, which indicate support is still broadly lacking for policies and programs to help workers.

The WCI does offer mental health support programs that organizations should look into. They teach employees how to improve their mental well-being and train managers to watch for warning signs.

The mental health of the employees in the construction fields is just too important and precious to ignore. Managers and company owners need to make proper employee care their next priority for the betterment of this essential industry.

Beau Peters is a freelance writer from the Pacific Northwest with a passion for purpose-driven business content.