American Clean Power

Mental Health Support Toolkit

Building on our industry’s strong safety record, clean energy companies are leading the way in addressing both physical and mental wellbeing as part of our comprehensive commitment to workforce excellence.

This toolkit provides resources for workers, peers, and managers to recognize signs that colleagues might need support, respond effectively, and foster a culture where mental wellbeing is prioritized alongside physical safety.

How Managers can Support Employee Mental Health

Managers and supervisors are often employees’ first point of contact. For that reason, they have a unique responsibility and opportunity to support technician wellbeing and create a safe work environment.

On the job site, managers and supervisors can:

  • Integrate mental health into operational processes. Collaborate with HR or Safety to incorporate mental health touchpoints into safety briefings, pre-task plans, and team meetings.
  • Include mental health check-ins throughout project cycles. Make wellbeing part of project startup and wrap-up processes, ensuring consistent attention to employee wellness throughout the project lifecycle.
  • Lead post-incident debriefs with empathy and coordinate critical incident stress support when needed.
  • Schedule regular, informal check-ins to assess team morale and mental well-being. These conversations help identify concerns early and demonstrate that you value your team’s mental health.
  • Model healthy behavior by openly discussing stress management and work-life balance.
  • Promote a psychologically safe workplace where employees feel comfortable expressing concerns without fear of negative consequences.
  • Maintain confidentiality while fostering trust and encourage early intervention by creating an environment where employees feel comfortable seeking help.
  • Equip other managers with mental health resources and ensure they can guide employees effectively in accessing the help they need.
  • Encourage appropriate time off and use of mental health days when needed without judgment.
  • Avoid stigmatizing language or punitive responses when an employee shares mental health struggles.

How Organizations Can Help Employees Manage Fatigue

Companies play an important role in supporting technician wellbeing and minimizing fatigue. Companies can:

  • Develop shift schedules and rotations that minimize the effects of fatigue.
  • Adjust worker’s next shift to ensure adequate time for 8 hours of sleep.
  • Reassign safety-sensitive activities to more alert workers or another time/shift.
  • Consider the effects of circadian rhythm on employee alertness. Like many sectors involving 24-hour operations, employees often experience natural dips in alertness during certain hours (midnight to 6am and 1pm to 3pm).
  • Provide education and training to workers about the causes and consequences of fatigue, including:
    • Processes for reporting fatigue and other forms of impairment.
    • Workplace policies about fatigue and other forms of impairment.
    • Sleep hygiene practices and sleep disorder screening.
  • Modify work environment to promote alertness. Design work environment with good lighting, comfortable temperatures, and reasonable noise levels.
  • Actively seek input from technicians regarding their wellness goals and preferences to tailor programs that meet their needs.
  • Support wellness off the job site, such as paying for gym memberships.
  • Provide healthy food and snack options on site.
Candid photo of a group of engineers smiling.

Tips for Employees to Manage Personal Fatigue & Health

Personal health plays a big role in overall wellbeing, especially in physically demanding jobs. To manage personal fatigue and health, individuals should aim to:

  • Arrive to work rested and fit for duty.
  • Partner with others when fatigued. When experiencing fatigue, particularly when driving is required, coordinate with colleagues to ensure safety.
  • Utilize a buddy approach to increase social interaction and monitor alertness.
  • Take a break involving light exercise such as walking, or a brief nap in the case of operations centers equipped with a room for rest and recovery.
  • Reach out to company’s insurance provider for additional mental health benefits.
  • Report all fatigue issues to supervisor.

Risk Factors & Crisis Support

Watch For Risk Factors

Mental health struggles are often a result of compounding stressors. It is crucial for everyone—colleagues, peers, and supervisors—to be vigilant in recognizing the signs. These universal wellness indicators are important in every workplace and industry.

Some common red flags that may indicate an individual is in crisis include:

  • Physical symptoms: Look for signs of fatigue, burnout, changes in eating habits, and chronic or unexplained pain or injury.
  • Substance misuse: Be aware of changes in behavior related to alcohol or drug use
  • Isolation: Pay attention to individuals who seem withdrawn (especially on remote sites).
  • Financial or legal stress: Recognize that external pressures can significantly impact mental health.
  • Family or relationship issues: Be mindful of workers who may be experiencing personal challenges.
  • Changes in behavior: Watch for signs of depression, anxiety, irritability, and mood swings.
  • Work performance and social behavior: Take note of changes in productivity, absenteeism, focus, withdrawal, conflict, and appearance.
  • Risk-taking behaviors or activities: Be alert to colleagues engaging in risky activities or behaviors, which can be a cry for help.
  • Expressions of hopelessness: If someone talks about feeling hopeless or mentions death, it is important to take these statements seriously and offer support.

One risk factor doesn’t equal a crisis, but patterns or multiple signs may indicate someone needs support.

What to Do When Someone is in Crisis

If there is an immediate threat, call 911 or follow site emergency protocols. If you determine that there is no immediate threat, take the following actions to provide support:

  • Actively Listen: Give your full attention and listen without judgement. Show that you are fully present and attentive to what someone is saying. Avoid external distractions and make eye contact to show that you’re engaged.
  • Respect Boundaries: Focus on listening to someone, instead of trying to fix them. Avoid pressuring others to share more than they’re comfortable with.
  • Know the Resources: Be knowledgeable about mental health resources and support services available through your company and publicly.
  • Be Direct: If you sense someone may be in serious distress, don’t hesitate to ask, “Are you thinking about hurting yourself?” Approach this question with compassion and concern, as it can open the door for critical conversation and support.
  • Stay Calm and Supportive: Your demeanor can impact an individual’s response. Remain calm and offer reassurance that they are not alone.
  • Follow Up: After the initial conversation, check in to see how they are doing. Continued support can make a significant difference in their recovery and well-being.

Use Open-Ended Questions: When someone shares that is struggling, consider asking or saying the following:

  • “What would be most helpful to you right now?”
  • “What support do you feel you need?”
  • “Can you tell me more about what’s been happening?”
  • “What can I take off your plate?”

Don’t promise secrecy—connect them with help: If the situation warrants, encourage them to seek professional help. These resources are available for support:

  • National Suicide Prevention Lifeline: Call 988
  • Crisis Text Line: Text “HOME” to 741741
  • Veterans Crisis Line: Call 988 then Press 1 or text 838255

Tools, Resources, & Trainings for Prevention and Support

Mental Health Crisis Resources

  • National Suicide Prevention Lifeline: Call 988
  • Crisis Text Line: Text “HOME” to 741741
  • Veterans Crisis Line: Call 988 then Press 1 or text 838255

Professional Development on Mental Health Topics

  • Mental Health First Aid training
  • Leadership resources: “The Mindful Leader” (Michael Bunting), “Dare to Lead” (Brené Brown)
  • Harvard Business Review: “How to Have Difficult Conversations About Mental Health” and “Strategies for Improving Mental Health at Work”
  • Mayo Clinic: “Supporting Mental Health in the Workplace”
DISCLAIMER

This toolkit provides general guidance and resources to support employee wellbeing. It was compiled by aggregating mental health and wellness programs from ACP’s member companies. It does not constitute medical advice or replace professional mental health services. Companies should consult with legal and HR professionals when implementing specific policies.