Are we tracking the wrong metrics?
The state of mental health in the construction sector shows that we are.
There are countless tools designed to help employers track performance and productivity. But in a high-stress, high-stakes industry like construction, is that really all we need to measure?
The construction site is not your typical workplace. Stress is high, pressure is intense, and the physical labor is demanding. Compounding these challenges is a mostly masculine workplace culture that, while evolving, often leaves little room for open conversations about mental health. This is a critical issue in an industry that tragically has one of the highest suicide rates of any sector.
So, while we cannot afford to stop tracking safety and working hours, we must shift our perspective. A unique industry with unique challenges calls for unique solutions. It’s time to move beyond simple productivity metrics and start tracking something more meaningful: mood and wellbeing.
Moving toward a culture of wellbeing means a fundamental shift in how we view our workforce. Tracking employee wellbeing is not:
This isn’t about micromanaging or invading privacy. It’s about gathering data to identify trends and proactively support your team. Think of it as a collective pulse check, not an individual’s daily diary.
It goes beyond token gestures like a free gym membership or a motivational poster. A genuine wellbeing program focuses on real insights that can genuinely improve lives, address root causes of stress, and prevent burnout.
Instead, a robust wellbeing program is about:
This includes their physical and mental safety. You can’t expect a worker to focus on safety protocols if they’re distracted by severe stress or personal issues. A safe work environment is a mentally and physically safe one.
This is a non-judgmental, consistent effort to show your team that you care. A simple, quick check-in at the start of each day can make all the difference, creating a sense of being seen and valued.
When you prioritize your team’s health, you build loyalty, improve retention, and create a stronger, more resilient company. This investment pays dividends in reduced turnover and improved morale.
This data helps you see what’s working and what’s not, allowing you to make smarter, more empathetic decisions. For example, if data reveals a spike in negative moods on Fridays, you can investigate potential causes and implement a solution like a short team debrief to release pressure before the weekend.
Data is your primary assistant in the journey toward better employee wellbeing. When used correctly, it provides a powerful lens through which to view your team’s collective health. Here’s how you can use data best:
Data helps you see the bigger picture. By visualizing incidents, safety checks, and wellbeing trends in charts and reports, you can easily identify where things are going right and where they need attention.
Visual data can reveal patterns you might otherwise miss, such as a correlation between a specific project phase and a rise in safety incidents.
Data allows you to see how the workforce is doing over the long term. Are certain employees showing higher levels of prolonged stress? Are incidents increasing after a new project begins?
Tracking these trends over time helps you spot patterns, predict potential issues, and implement preventive measures. You can identify seasonal trends, or a consistent downturn in mood after a long stretch of overtime, allowing you to adjust your scheduling and support systems.
At ConstraSafe, we’re dedicated to making construction sites safer and healthier for everyone. Our platform provides a solution that addresses both physical safety and mental well-being, using technology to support construction workers and supervisors alike.
No matter how much you forecast trends or analyze numbers, you’re ultimately working with human beings. Data is a tool, not a replacement for human connection. To truly foster a culture of wellbeing, you must also invest in cultural shifts:
Simply providing a mood tracker isn’t enough. You must actively encourage your team to use it and create an environment where they feel comfortable sharing.
This means regular, honest conversations and a commitment from leadership to listen and act on feedback. Communication builds trust, and trust is the foundation of any successful wellbeing initiative.
The stigma around male mental health is a serious barrier. Normalize conversations about stress, anxiety, and burnout. Lead by example. Share resources, provide training on mental health first aid, and frame these conversations as a sign of strength, not weakness.
Viewing wellbeing as an expense is a mistake. It is an investment in your people and your business. A healthier, happier workforce is more engaged, more productive, and less likely to leave.
The construction industry has a critical opportunity to lead the way in employee wellbeing. By shifting our focus from tracking productivity to understanding and supporting our team’s mood and mental health, we can create a safer, more resilient, and more compassionate industry. Tools like a mood tracker are just the beginning. The real work is in creating a culture where every employee knows their wellbeing is a top priority.
