MANAGING A BLUE-COLLAR WORKFORCE
Hiring and retaining a “blue-collar” workforce rapidly rises in importance once the challenges of taking over the business after closing are dealt with. Searcher/CEOs report that managing a direct, nonexempt, hourly labor group is much more challenging than an office-, professional-, or highly technical workforce. In many instances, the searcher has never worked in one of these direct labor roles and has no immediate friends, family, or relatives from this group, so it may be hard to relate to their needs.
Often, employees in this category may draw from a concentrated ethnic group with different language skills from the rest of the company’s employees. They frequently lack advanced or college degrees and may have not finished high school. However, most often, they are the ones that “get the job done,” have direct contact with customers, and are counted on to create and deliver a high-quality product or service.
You can read more in my blog post here: https://jimsteinsharpe.com/z-runningsme/managing-a-blue-collar-workforce/
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