We’re Asking the Wrong Question
“How do we spot the signs of someone contemplating suicide?”
11 Years
If it takes, on average, 11 years* between the onset of mental health symptoms and seeking treatment (if treatment is sought at all), then I believe we’re asking the wrong question.
Because with a gap this large, there’s a chance you never see a sign before hearing: “They died by suicide.”
It’s why I believe we should instead be asking: How do we prevent someone from ever getting to the point where suicide feels like the solution?
The Solution
Part of the answer sits in our environments. Because environments influence health more than many of our individual lifestyle choices.
And work - a place where we spend the majority of our waking hours - is one of those environments.
Work Related Psychosocial Hazards
Did you know there are more than 17 workplace factors capable of causing psychological and physical harm?
When present for long periods of time, these workplace conditions can contribute to and worsen anxiety, depression, suicidal thoughts, and psychological injury - regardless of whether someone has ever been diagnosed with a mental health condition.
These workplace conditions include (not exclusive):
High job demands.
Poor support.
Low role clarity.
Conflict.
Isolation.
Poor recognition.
Heat.
Incivility.
And yes, some of these workplace conditions we can change. Some we cannot. Take roofing for example:
It’s hard physical work.
It can be repetitive.
It often happens in extreme temperatures.
Those realities are difficult to change. But how people experience those realities? That part is more controllable.
Which brings me to a solution that I call kindness—not to be confused with weakness or simply “being nice.”
Here’s how it looks in real like (we’ll stay with roofing):
Work side-by-side with new employees. Not only does this help you understand strengths, weaknesses, and capacity, it helps you understand people.
Because you cannot recognize when someone is struggling if you don't know what “normal” looks like for them.
Show people they matter. Say hello and good morning. Address people respectfully.
Simple? Maybe.
But research consistently shows respectful interactions reduce hostility, build trust, and strengthen connection.
Plan work using real-world expectations. If roof temperatures exceed 150°F in July, crews will slow down.
They’ll need water. Ice. Electrolytes. Recovery time.
Provide it. Plan for it. Do not pretend it isn’t happening.
And at the end of the day - thank them.
I’ll tell you firsthand these solutions work. Not simply because research supports them. Because my husband, a roofing contractor, uses them every day.
As a result:
Employees return.
Turnover stays below industry rates.
The company remains profitable.
And after 17 years—he has never lost an employee to suicide.
You may not be able to eliminate every workplace risk factor. But if work contributes to suffering, then work can also become part of prevention.
And maybe prevention starts by asking a different question.