Navigating mental health and facilities management

Years ago, I worked with an Operations Director who was aware of my mental health conditions and had asked me to share some of my story as part of a Health & Safety moment in one of our monthly meetings.

Following my message, which was received very well by all the various departments, my Ops Director posed a topic that she was interested in exploring.

“Does working in Facilities Management (FM) directly link to increased mental health conditions amongst those who work in the industry?”

Almost without thinking about it, I posed a different perspective, that she admitted that she hadn’t thought about.

I responded…

“Did you ever consider that my having mental health conditions is why I’m suited to FM and do it well?”

People that know me, know that I am always sarcastic and would assume that I was making a crack about having to be crazy to work in FM, but I genuinely meant it, what if someone like me that has been managing, battling and navigating their mental health since primary school, is in fact the type of individual that will excel in this field.

Personally, I have concluded that there really isn’t much difference between me navigating my mental health and me navigating the FM world.

Here are my four core approaches to both matters.

1. Acknowledgment

Just because you ignore the situation, does not mean that it doesn’t exist.

As with FM, you can ignore a problem, whether that be team dynamics, contractor performance or workspace functionality, trying to convince yourself you have more important things to concern yourself with because you have many more areas that come with the job, but come on now, we know that ignoring things, doesn’t make them go away, in fact it just makes them bigger problems somewhere else down the line.

It took me a while but me and my little mental health demons are on better terms now I’ve stopped acting like I’m “normal” and like they in no way impact my day to day living or that they are not a problem. They are, but they aren’t as crippling as they used to be.

2. Problem solving or management

Look for solutions or mechanisms that can help you achieve your aim. For example, getting through the workday, talking to people, getting out of your comfort zone, which can apply to both.

You have so many different responsibilities, managing a budget, a team, clients, stakeholders, your line manager or mental health wise, your mood, your tone of voice, your energy, your family, friends, and your own negative thoughts.

What tool can you apply to make even the smallest modicum of difference. Do you switch off your notifications, do you take a walk round the block, find a quiet place to get your thoughts in order, do you get involved in a group with people facing the same problem, write it down to work it out, do you accept the fact that certain things are beyond your control and make peace with it. All these things are solutions that are transferable between the two areas.

3. Reaching out

Asking for help is nothing, I repeat NOTHING to be ashamed of, in fact it should be applauded. It is also the first, actually the second thing after acknowledgement, that most mental health literature, professionals, institutes and friends tell you to do when you are feeling off or in crisis or can’t manage in whatever way it manifests. It’s also what your employer will usually give you as part of a new starter pack or what your line manager will say while you carry out your work, “If you need anything, let me know” “no question, is a stupid question”

This is also true of FM. Facilities and Workplace specialists are what I call “Generalists” but I coin that term with pride, we have our fingers (and toes) into EVERYTHING and some of us are specialists in certain areas but I’m almost certain that regardless of having a specialty, whether that be “Hard” or “Soft” service delivery, “HR”, “IT”, “Business Development” “Projects” “Health and Safety” it is probably not the only thing we have going on at any one time.

You need to know enough about a lot of things, but do not need to be an expert. So inevitably, you are going to on occasion, need to hold your hand up and say “I need support.”

Same as with mental health, you need to know enough to be able to say “hey, I’m not doing ok” “Am I coming across as manic” “do you mind if you make this decision” “I think I need help”

Reaching out and talking about it, can prevent most things from becoming an issue. This also enables you to find like-minded people or people in different areas that may help you overcome whatever it is that you are tackling.

4. Transparency

I believe in transparency in the workplace and I strongly believe in transparency about mental health conditions.

It is my belief that it HAS NEVER helped anybody to pretend to be something they are not unless you’re an actor who literally gets paid to be someone else, but that’s a horse of a different colour.

I do not believe in “fake it until you make it.”

NO, sorry, but no.

I believe in being upfront, honest, and adaptable. I am transparent about my mental health issues and my capabilities or limitations and because of that it doesn’t completely rule me, not like it did when I ignored it, couldn’t or wouldn’t manage it or speak up and ask for help.

Because of my transparency, what I do, what I can’t do and what I am, cannot be used against me, I don’t hide it and in fact it’s helped others to be their authentic selves and to succeed.

I’ll end on this question, did my last statement relate to my mental health conditions or my life in Facilities Management?

…or both?