Strengthening Mental Health in Construction: The Power of 1-1 Conversations

Building something strong and lasting takes care. It begins with a solid foundation, the right support, and regular checks to make sure it's up to standards. Over time, it’s those quiet acts of maintenance that help a structure stand tall through storms, stress, and uncertainty. 

Mental health deserves the same care. Like any structure, it needs attention, reinforcement, and early intervention to stay strong. And just like cracks in concrete, the warning signs of poor mental wellbeing aren’t always visible at first, but, left unchecked, can become critical. 

In construction, the need to address these criticalities grows more dire every day. Despite a rise in mental health initiatives since the pandemic, the industry still faces a crisis. According to a report by the Chartered Institute of Building (CIOB), as many as 60% of construction workers surveyed are experiencing depression, while 28% have experienced suicidal thoughts. Behind those numbers are colleagues, friends, and family members whose lives could be changed with just one conversation.  

WHY BUSINESSES SHOULD MAKE THE FIRST MOVE 

When it comes to mental health, it can feel respectful to “give people space” and hope they’ll reach out when they’re ready. But the reality is, many never do. And when they finally feel able to ask for help, it may already be too late.  

Employers can’t solve every personal struggle, but they can create a culture where people feel safe to speak up before they reach breaking point. We spend more waking hours at work than anywhere else. Even after the workday ends, it shapes our thoughts, moods, and conversations at home. Just as personal stress can follow someone to work, work stress can follow them home. While businesses can’t control what happens outside the office, nor are they responsible for it, once employees step in, their wellbeing becomes a shared responsibility. That’s why fostering an inclusive and safe environment becomes essential.  

WHAT ARE 1:1 WELLBEING CHECK-INS?   

1:1 wellbeing check-ins are conversations between employees and their line managers that go beyond tasks and deadlines, focusing on the person. These conversations explore how the employee is feeling at work, what’s causing stress, where support might be needed and, if done regularly, allow employers to spot early warning signs and guide employees to appropriate help. 

It can feel excessive or tedious to schedule regular one-to-one sessions with each employee when broader mental health initiatives can be done. After all, if it’s a workplace problem, shouldn’t the workplace address it altogether? Although group sessions can boost morale and signal company-wide commitment, every employee has different drivers, motivators, and concerns that affect their wellbeing. Individual check-ins give employees the personal attention they need and employers the understanding of everyone's needs.  

The truth is, mental health can shift quickly. Someone who seemed fine yesterday may be struggling today. A regular check-in gives managers the chance to notice when things are off - the colleague who’s usually upbeat but suddenly quiet, the confident worker who starts expressing feelings of worthlessness they never have before. These small conversations can lead to observations that change outcomes, because sometimes these aren’t just mood changes. They can be early signs of suicidal thinking. 

TALKING ABOUT SUICIDE DIRECTLY 

Many shy away from the word “suicide,” worried that mentioning it might plant the idea, but evidence shows the opposite. Directly asking about suicidal thoughts can reduce distress, break stigma, and most importantly, open the door for someone to seek help. It tells them their pain is recognised, and their honesty is safe with you.   

If you notice worrying changes, don’t dance around the issue. Be clear, be firm, and let them know they’ll be taken seriously and that the tools for help will be, too.  

For managers, this can feel overwhelming, a terrifying addition to an already stacked job description. But understand that your role isn’t to be the bandage that heals someone’s mind, nor to carry their burden alone. With your closeness to employees, you’re in a unique position to spot the cracks early and help prevent them from becoming unfixable, but that doesn’t mean solving their problems. It means directing them to the right support at the right time.   

Simply ask, listen and guide. That one conversation can be the difference between someone continuing in silence and someone finding a path to help. 

HOW SHOULD I APPROACH A WELLBEING CONVERSATION? 

In construction, where long hours, physical strain, and job insecurity are common, wellbeing conversations are more important than ever. For too long, the industry has focused almost exclusively on physical safety, but mental and physical health are deeply connected. That’s why taking the time for wellbeing conversations is just as vital as any safety measure on site. 

Holding a wellbeing conversation requires care and intention. It’s about creating a safe, confidential space where employees feel heard, supported, and respected. Here’s how to approach it effectively: 

• Listen Actively: Give your full attention. Avoid interrupting or rushing the conversation. Encourage the employee to share openly, and acknowledge what they say with empathy rather than judgment. Sometimes, just being heard can make a huge difference. 

• Be Direct: If you’re worried about suicide, ask clearly. You won’t put the idea in their head, but you may take away their fear of speaking it aloud. 

• Provide Comfort: Small gestures, such as a calm tone of voice, open body language, and validating their feelings, can help someone feel supported. Reassure them that seeking help is a sign of strength, not weakness. 

• Staying Calm: If an employee shares something alarming or unexpected, your calm presence helps them feel safe and prevents the situation from escalating. Pause if needed, and give yourself a moment to respond thoughtfully. 

• Guide to Support: Know the resources available, whether internal support or external services, and provide clear guidance on how to access them. Your role is to connect employees to help, not to solve everything yourself. 

At Ripple, we understand the pressure these conversations can put on managers. Through Talkworks, we equip managers with the skills to identify and confidently support employees through wellbeing challenges while remaining effective leaders.  

Get in touch to learn more about how we can help you build your conversation skills and open your business up to important conversations today.