Facilities teams are the backbone of higher education institutions, ensuring campuses operate smoothly, safely, and efficiently. Their often-overlooked work is vital to the success of students, faculty, and staff. However, the demanding nature of their roles underscores the necessity of prioritizing mental health. Maintaining mental well-being is not just a personal matter; it directly impacts professional performance, team dynamics, and the broader campus community.
Addressing mental health in facilities management requires a holistic approach, recognizing that employees are multifaceted individuals with lives beyond their professional roles. Organizations can create a healthier, more productive workforce by fostering a supportive environment, offering actionable resources, and encouraging personal responsibility.
What follows are some examples of different situations and ideas on how these can be handled from both a leadership and personal standpoint.
Whole-Person Wellness: Balancing Work and Life
Facilities professionals juggle multiple responsibilities on and off the job, and the pressures of life don’t disappear when they start their shifts. Personal challenges—whether family obligations, financial stress, or health issues—can affect focus, energy, and mental well-being, ultimately impacting performance.
Example: A facilities crew member might be dealing with a family emergency while being called in to handle a burst pipe in a dormitory. Without flexibility or support from leadership, this dual pressure can lead to burnout, frustration, and mistakes on the job. When organizations acknowledge that employees have lives outside of work and offer options like mental health days or time off, it helps workers refocus, recharge, and perform at their best.
Leadership Action: Keep wellness resources front and center. Post information about counseling, wellness programs, and paid time off policies in highly visible areas like job sites or breakrooms, and remind employees during team meetings or safety huddles. Create a culture where it is safe for team members to bring up personal challenges and encourage them to take the time they need to handle life’s demands.
Personal Action: Take ownership of your well-being by using the resources and benefits available, whether it is scheduling time with a counselor, using PTO, or taking part in fitness programs. Speak up when you need help or adjustments and invest time in activities outside of work that keep you grounded, whether that is a hobby, working out, or spending time with family.
Mattering: Building Personal Connections
Creating a workplace where employees feel valued is crucial for building loyalty, trust, and motivation. When team members know their work and presence matter, they bring more energy and purpose to the job.
Example: A supervisor who notices a crew member staying late to finish a tough project might take a moment to acknowledge their hard work with a direct comment like, “I see the effort you’re putting in, and it makes a big difference.” Recognizing employees’ contributions—on and off the job—can further strengthen that connection. Whether it is asking how their weekend fishing trip went or congratulating them on completing a certification, these small gestures show team members they’re valued as individuals. When workers feel respected and seen, morale and motivation skyrocket.
Leadership Action: Take time to personally connect with each team member during daily huddles or job site visits. Acknowledge specific accomplishments—from handling a difficult repair to helping a co-worker troubleshoot. Show genuine interest in their lives outside of work and offer flexibility where possible to accommodate personal responsibilities.
Personal Action: Build camaraderie by engaging with your teammates. Share appropriate details about your life—whether it is a hobby, weekend plans, or a goal you’re working toward. Celebrate your coworkers’ wins—whether it is nailing a project deadline or reaching a personal milestone—and reinforce the sense that everyone contributes to the team’s success.
Creating a Psychologically Safe Environment
Psychological safety is critical in high-pressure, hands-on environments like facilities and utilities work. A culture where team members feel secure admitting mistakes, asking for help, or sharing ideas can prevent costly errors, improve team performance, and build trust across the crew.
Example: If a crew member admits to using the wrong materials during a repair, the team can immediately pivot, fix the issue, and avoid a larger system failure. This kind of openness is only possible in an environment where people know they won’t be punished for honest mistakes. Over time, fostering psychological safety builds stronger, more efficient teams ready to tackle tough challenges head-on.
Leadership Action: Set the tone by handling mistakes as opportunities for improvement, not blame. Establish a “fix it fast, learn even faster” mentality, where problems are solved quickly, and lessons are shared. Build trust by emphasizing accountability and collaboration during daily huddles or toolbox talks.
Personal Action: Be upfront about mistakes and focus on finding solutions. Support teammates who admit errors or voice concerns, reinforcing that the team has each other’s backs. Speak up when you see areas for improvement, knowing that action starts with honest communication.
Addressing Generational Stigma Around Mental Health
Different generations often approach mental health with distinct perspectives. Younger employees may be more open about discussing stress or seeking help, while older generations might see these challenges as personal struggles to overcome privately. Bridging this gap is essential to creating a culture where everyone feels comfortable addressing mental health.
Example: A younger crew member who openly shares how counseling helped them manage the pressures of balancing work and personal responsibilities can encourage older colleagues to rethink their views. Workers hearing relatable stories from peers—whether during team meetings or casual conversations—normalizes seeking help and reduces stigma across the board.
Leadership Action: Create opportunities for employees to share their stories and experiences with mental health support in safe, non-judgmental settings. Host practical training sessions that address different age groups’ unique needs and concerns, and make it clear that mental health is a priority for everyone on the team.
Personal Action: Lead by example. If you’ve benefited from mental health resources, don’t hesitate to share your experience with colleagues. Encourage open conversations about stress, wellness, and self-care, and remind others that taking care of mental health is a sign of strength, not weakness.
Centralizing and Communicating Resources
Facilities professionals often face long hours, rotating shifts, and multiple work locations, making it easy to overlook available mental health resources. If these tools aren’t clearly communicated and easily accessible, they may go unused, leaving employees to navigate stress and challenges independently.
Example: Indiana University’s (IU) Workplace Mental Health website brings together benefits, local services, and national hotlines in one place, offering employees an easy way to find help when needed. Regular updates through emails, posters in high-traffic areas like breakrooms, and mentions during team meetings ensure that these resources stay at the top of everyone on the crew’s mind.
Leadership Action: Consistently promote mental health resources using multiple channels—such as safety meetings, job site postings, or group emails. Partner with human resources to ensure materials are current, comprehensive, and accessible, and that all team members know how to navigate the system. Assign a point person within the facilities team to collaborate with HR and guide employees who need help accessing tools or services.
Personal Action: Take responsibility for knowing what’s available. Bookmark essential resources—like the mental health website—on your phone or computer, and familiarize yourself with the benefits offered. Be proactive about seeking help when needed, and encourage your teammates to do the same if facing challenges.
Providing Training and Celebrating Mental Health Awareness
Practical mental health training sessions give facilities teams the tools they need to handle pressure, support teammates, and stay resilient during tough situations. Knowledge and preparation help reduce stigma, strengthen teams, and run operations smoothly.
Example: Hosting workshops about handling stress during high-pressure periods—such as campus move-in day or emergency repairs—equips employees with real-world strategies to stay sharp and perform under pressure. Recognizing World Mental Health Day with practical activities—like distributing hydration packs, wellness guides, or hosting quick mindfulness sessions—shows that the organization values the well-being of its workforce without slowing the team’s momentum.
Leadership Action: Schedule regular, no-nonsense training sessions on topics like mental health first aid, crisis management, and stress resilience tailored to the demands of facilities work. Partner with HR or campus mental health professionals to deliver actionable content. Use awareness days as opportunities to organize events that blend education with practical benefits, like distributing helpful tools or hosting a quick discussion about managing stress.
Personal Action: Step up and actively engage in training sessions to sharpen your skills and apply what you’ve learned on the job. Participate in wellness events or challenges and encourage teammates to join, showing that mental health is part of a strong, team-oriented work culture.
Establishing Trusted Reporting Systems
In physically demanding and high-stakes environments, employees need a straightforward and confidential way to report concerns about their mental health or that of a teammate. A reliable reporting system ensures that issues are addressed early, keeping the team strong and productive while supporting those in need.
Example: A team member who notices a co-worker showing signs of burnout—like missing deadlines, appearing overly fatigued, or withdrawing from team conversations—can use a confidential reporting system to alert management. Knowing their concerns will be handled without retaliation; they can trust the organization to step in and provide practical solutions—such as counseling or redistributing workload—before the situation worsens.
Leadership Action: Set up a simple, anonymous reporting process that’s easy to access, whether through an online form, hotline, or designated HR representative. Ensure employees understand how the system works and know their concerns will be taken seriously. Act quickly and discreetly on reports, partnering with HR to connect employees to resources like counseling, coaching, or job modifications.
Personal Action: Pay attention to your teammates’ well-being and use the reporting system if you notice someone struggling. If you’re having a hard time, trust the system to provide the help you need. Be open to discussing solutions with leadership to get the support necessary to stay on top of your game.
Preparing for Critical Incident Response
Traumatic events—whether workplace accidents, natural disasters, or community-wide crises—can leave a lasting impact on mental health. Preparing a team to handle these challenges head-on ensures employees receive immediate and effective support when needed most.
Example: After a natural disaster causes widespread damage to campus buildings, a facilities team might work long hours clearing debris, repairing damage, and restoring utilities. The high-pressure environment can lead to physical exhaustion and emotional strain. Having a crisis response plan in place ensures workers not only receive clear instructions but also access to mental health support. Bringing counselors to the job site or offering debriefing sessions with the team can help mitigate long-term stress.
Leadership Action: Establish a well-trained critical response team for emergencies. Equip them with clear protocols, including communicating effectively under pressure and coordinating with mental health professionals. Provide hard-working crew members with immediate resources such as hydration stations, meals, and scheduled downtime during extended response efforts.
Personal Action: During a crisis, follow safety protocols and support your teammates. Take advantage of available resources—such as counseling or team debriefs—to process the experience. Check in with co-workers to ensure no one is silently struggling.
Creating a Supportive Work Environment
The physical work environment also affects mental health. Dedicated spaces for resting and self-care can provide much-needed respites during demanding days, especially for physically intensive roles like facilities and landscaping work.
Example: After hours of troubleshooting a boiler system in a cramped mechanical room or pouring concrete for a new walkway, a simple, practical break area can make a big difference. A break room with sturdy chairs, a table, a microwave, a coffee maker, and a hydration station allows employees to step away, eat a meal, and regroup. Adding small conveniences like lockers for personal items or a whiteboard for team updates can also enhance the space’s functionality.
Leadership Action: Designate a break area that is clean, accessible, and equipped with practical amenities like water dispensers, basic kitchen appliances, and durable seating. Ensure the space is close to work zones to encourage frequent use during scheduled breaks.
Personal Action: Use break areas to rest and hydrate, especially after physically demanding tasks. Make the most of these opportunities to recharge so you can safely and effectively complete your work.
A Shared Responsibility: Leadership and Personal Commitment
Mental health is a shared responsibility. Leaders must foster a culture of support, provide accessible resources, and model healthy behaviors. Employees, in turn, must take personal action to care for their mental health and encourage others to do the same. Together, these efforts create a workplace where everyone feels valued, empowered, and equipped to meet challenges effectively.
Facilities professionals are vital to the success of higher education institutions, and their mental health deserves the same priority as their physical safety. By addressing mental health holistically, organizations can ensure their teams are not just surviving the demands of their roles but thriving in them.
References:
https://www.nccih.nih.gov/health/whole-person-health-what-it-is-and-why-its-important
https://www.apa.org/topics/healthy-workplaces/psychological-safety
https://www.mentalhealthfirstaid.org/
OpenAI. (2024). ChatGPT. Retrieved from https://openai.com/chatgpt
Jamie K. Gayer, SHRM-CP, is the senior HR director at Indiana University Bloomington. She can be reached at [email protected]. Samantha Schaefer, MS, RD, LD, FAND, is manager at Healthy IU at Indiana University. She can be reached at [email protected]. This is her first article for Facilities Manager.
