In construction, we don’t discuss mental health and wellness nearly enough. That’s why I’m writing this: to give you actionable steps you can take to improve the lives of your employees.

We already place so much emphasis on people’s physical health (think of all the safety measures we carry out), it’s time we focus on the mental aspect as well.

If you’re wanting to start implementing mental health measures in your team, here’s where I’d start…

Leave Them Alone

Whether someone’s off shift or they’ve taken holidays, contacting them is “no bueno.” Even if you need to know where they’ve stashed something or how they’d approach a problem you’re trying to solve, don’t message, don’t call, and don’t email.

Benefit: No matter how committed to a job someone is, they need time to unwind and disconnect from the daily grind. Give them space when they’re not onsite, and let them reset their batteries so they can be at their best when they return. When they’re back on the job, they’ll be so productive you won’t even remember the reason you wanted to get in touch in the first place.

Talk About a Job Well Done

We often bring up issues when someone’s performance isn’t what it should be. But we forget that people need to hear when they’re doing a good job too. Be specific and let them know exactly what it is about their performance that you appreciate.

Benefit: Complimenting people on a construction site might not seem like the most natural thing, but once you get in the habit of doing it, you’ll find your team responds well and is more motivated and invested.

Side note: I’ve been reading The Five Languages of Appreciation by Gary Chapman and Paul White, and I have to say it gives you great insight into how to provide positive feedback. Give it a read if you have a moment!

Understand that People have Off Days

You can’t be on top of your game every single day. It’s just not going to happen. So, when you notice that someone’s a little slower than they usually are or aren’t giving the job 100%, don’t go straight to filing a complaint. Speak to them about what’s causing the distraction. You might find that something’s happened at home or to a family member and they’re having a hard time.

Benefit: If your team feels supported when they’re having an off day, they’ll be more invested when they’re having a good day. Knowing you have their backs, they’ll be motivated to be at their best and give as much as they can to the job.

My go-to Resources:

One resource I’ve found helpful for the construction industry is Building Mental Health. It’s an organisation that focuses specifically on creating a framework and charter to take care of mental health concerns within the sector. They offer advice and tools for boosting wellbeing, as well as mental health first aid courses. There’s also the Lighthouse Construction Industry Charity, which offers a free helpline app, and Mates in Mind, which gives employers guidance on how to deal with mental health in a positive way.

What have you been doing to keep your workforce healthy and happy? Comment below, I’d love to hear about it!

Chat next month,

Jamie