As winter closes in and the holidays approach, it may seem like joy and fellowship are the norm. However, that is not always a reality. Winter can exacerbate preexisting mental health issues. Grief can be sharper at this time of year, and people may struggle more than usual. In the construction industry, the stigma can be particularly detrimental for people seeking assistance. It’s important to understand how your workers may be feeling — and how you can help them.
Stress may weigh heavily on your team members right now. Darcy E. Gruttadaro, chief innovation officer at the National Alliance on Mental Illness (NAMI), broke down some common stressors: “Many people travel or exchange gifts, which is also joyous, yet may add financial stress. On top of that, there can be a lot of pressure around the holidays — to host events, wrap up projects at work, be cheerful when you’re not really feeling it and more. And of course, holiday time can throw off eating, sleeping and exercise habits that may keep us from feeling our best.” These added pressures can negatively impact mental health, as well as work performance.
December has another drawback for the construction industry: It’s the slow season. If your business has fewer projects, financial worries may be heightened at this time — particularly for gift-giving occasions. “When work is inconsistent, it can be challenging to plan budgets and finances and create a lack of security,” explained Gruttadaro. And the consequences can be severe: Depression, anxiety, suicidal ideation, and drug and alcohol use can result from the stress, according to Gruttadaro. The loss of a social network may also be draining. “Employers can lessen the impact of slow seasons by reminding people of the need to maintain community connection, access available benefits and talk to one another about staying healthy,” Gruttadaro said.
The death of a loved one — be it family, friend or colleague — can deeply impact a person’s mental state. And while grief is a lifelong process, it can be exacerbated during the holiday season. “For a person grieving the loss of a loved one, this can be a time when they are more acutely aware of their loved one’s absence,” Gruttadaro said. The cultural focus on togetherness can make a grieving person feel emptier and lonelier. Bob VandePol, founder of VandePol Crisis Response Services LLC, added: “Whether it’s the first holiday after someone passes or the 50th, there’s still an empty seat at the table. And often the holidays will activate feelings that have been dormant, or just under the surface.”
Grief can be exceptionally difficult if your workplace has suffered a loss. Teams often form close personal connections and can struggle greatly after losing a member. VandePol points out that construction workers often spend more time with their coworkers than their partners and children, so bonds are deep. “It’s one thing to lose a coworker, but if that coworker was also your friend because you were on the road together and ate dinner and stayed in the same hotel and that kind of thing, that’s even harder,” he observed. No two colleagues are going to grieve the same way — the process varies from person to person, as do their needs. According to Johns Hopkins Medicine, fatigue, confusion, irritability, depression, distraction and confusion can be symptoms of grief, as well as overwork and excessive activity. VandePol’s work has taken him to construction sites after the death of a worker. In his experience, the worst thing a leader (in any environment) can do is to not fully acknowledge the loss. “When somebody dies, everybody else looks at the leader and there’s a part of their brain that goes, ‘What would they do if it was me?’”
Fostering a Supportive Work Environment
You might be wondering what you can do if your workers are struggling, especially if they have not been vocal about it. The first step is ensuring your company is structured for support. Gruttadaro recommends reviewing company benefits and checking that mental health support is as comprehensive as physical benefits. “Meet people where they are — often, on the jobsite,” she said. “Don’t wait for the more stressful seasons; hand out benefit information throughout the year, hang up flyers and consider starting some of the workdays with a benefits reminder. In a NAMI poll, 38% of entry-level employees were unaware of their mental health-care coverage.”
As mentioned above, you spend a great deal of time with your coworkers, particularly in construction. You can observe your people in a way their families may not. Gruttadaro said: “Managers may be the first to notice changes in employees. This may include an employee becoming more forgetful, showing up late, acting more irritable, looking exhausted over multiple days or more withdrawn and not engaging with team members. They may also notice an employee starting to take bigger risks, ignoring safety practices, talking about troubles outside of work, engaging in increased substance use, gambling, financial difficulties or disagreements with coworkers or their family.” If you or another teammate notice concerning behavior for more than a few days, Gruttadaro recommends starting a conversation.
If you notice a worker struggling after the loss of a colleague, VandePol suggests an open dialogue. “Don’t walk up and say, ‘How are you doing?’ because you’re going to get a one-word answer. I encourage people to make meaningful eye contact in a way that doesn’t make the other person feel cornered, and say, ‘This is really hard, isn’t it? If you want to talk, I’m here for you. I miss them too.” By taking this approach, you don’t isolate the other person or make them feel singled out. As part of this conversation, make sure to remind them of the resources available to them, such as an employee assistance program.
Reflect on your company culture: Is asking for help encouraged? Is your leadership trained to look out for concerning signs or behaviors and offer support? NAMI reported that employees are most likely to talk to about their mental health with a coworker or direct manager. “Workers are also looking for their managers to lead on how mental health is talked about in their workplace, so if a manager is dismissive or refuses to talk about mental health, that attitude can spread through the whole team,” Gruttadaro warned.
“If a construction worker showed up with a boot on his ankle, there would be accommodations made, and it would just be understood. But if somebody shows up depressed, then all of a sudden, it’s thrown into a different category,” VandePol mused. He suggests adding mental health tips to your safety stand-downs, particularly if they’re alongside information about physical health. For example, leaders can include a brief lesson on cyclic breathing that workers can use if they’re overwhelmed with anxiety or feel they are on the verge of a panic attack.
Although people may keep their struggles hidden, NAMI found that 1 in 5 people in the U.S. experience a mental health condition each year. “The other 4 in 5 are their friends, family and coworkers,” Gruttadaro said. “Chances are that whether you realize it or not, you know someone who is currently experiencing a mental health concern. Challenge yourself this holiday season to look out for the well-being of yourself and your coworkers, and use that social network to support each other all year-round.”
As seasonal festivities and obligations fall into place this year, make sure to take a close look at the people around you. Among the twinkling lights and boisterous parties, someone you care about may be going through a difficult time. Don’t be afraid to extend a hand and offer to help.
