Mental health might not be the first thing that comes to mind when you think about airfield safety or flagging operations, but maybe it should be.
For too long, workers in the trades have been expected to “tough it out” no matter what they’re dealing with personally. But it’s what’s going on inside a person’s head that directly affects what happens on site. Focus, reaction time, attitude, communication: it all matters both to the safety of your people and the value of your company.
According to the CDC in 2020, the construction industry has one of the highest suicide rates of any sector, with rates about 3.5 times higher than the national average.
So how do you actually bring mental health into the conversation without making it uncomfortable?
Let’s break it down.
Normalize It
Mental health is part of safety. We talk about wearing vests, checking radios and staying alert. We should also be talking about stress, burnout and how we’re really doing.
We use these key actions in day to day operations at Alder. Because when it comes down to it:
Mental health isn’t separate from job performance, it’s part of it.
If someone’s struggling emotionally, they’re more likely to make mistakes, miss details or even get hurt.
A 2022 report by the U.S. Surgeon General found that employees who feel safe discussing mental health at work are 26 percent more likely to report job satisfaction and 29 percent more likely to stay with their employer. It doesn’t need to be a big deal. It just needs to be part of the deal.
Keep It Casual
You don’t need a formal sit-down or a company-wide initiative to check in on someone. Some of the most meaningful conversations start with a quick, low-pressure question on the job.
A simple question can go a long way: “Hey, how’s everything going for you lately?”
Or perhaps go a little deeper. “You seemed quiet during our shift yesterday. Anything you want to talk about?”
It’s not therapy. It’s being human.
It’s not weird. It’s kind.
Lead by Example
When leaders are willing to be real, it gives everyone else permission to do the same.
I try to be honest with the team about how I’m doing. If I’m feeling overwhelmed, I say so. It’s not about being soft. It’s about being real, and that has made a huge difference in building trust with my teams, whether they are full-time leadership staff or only here with us for a few days.
Know Where to Point People
You don’t need to solve the problem. You just need to know where help exists.
Whether it’s sharing info about a hotline, encouraging a break, or giving someone space to cool off, having even a basic list of mental health resources on hand makes a difference. If nothing else, just saying “You’re not alone” can go a long way.
Keep the Culture in Check
Every team has its own style, and a good sense of humor can be a strength. But sometimes jokes or offhand comments can reinforce stigma.
“We want people to feel safe being themselves at work. That includes knowing they won’t get mocked for saying they’re having a tough time.
A quick redirect or reminder to keep it respectful can help keep the culture inclusive and supportive.
Talking About Mental Health Doesn’t Have to be Weird
It can be simple and baked into the everyday way we care for each other at work.
A 2023 report by the American Psychological Association shows that workplaces that promote psychological safety see improvements in teamwork, morale and overall productivity.
Our team at Alder is additional proof that creating space for mental health leads to stronger teams, better safety and more people coming back to work ready to contribute.