Improving Work-Life Balance in Blue Collar Industries

By Jason LaMonica, Spec on the Job

While employers in the technology sector might be shedding workers, many in construction, transportation and other bluecollar industries are still struggling to find the people they need. In my experience, blue-collar businesses can fill their ranks and keep them full. Doing so, however, requires a shift in mentality that prioritizes work-life balance, expands these employers’ appeal, and attracts multiple different kinds of workers.

Lots of Jobs, Too Few People

Recent statistics show robust demand for personnel across the American workforce, with the U.S. Chamber of Commerce finding that labor force participation has shrunk over the past two decades. The COVID-19 pandemic triggered a wave of early retirements, and many were forced to abandon the workforce to fulfill caregiving responsibilities.

The upshot is that 6.5 million workers are currently unemployed, while U.S. employers are trying to fill 9.5 million job openings. According to the U.S. Bureau of Labor Statistics, 175,000 roles were created in April alone but is still considered a slowdown from the roaring first quarter when more than 200,000 jobs were created each month.

Businesses in the blue-collar industries are in a particularly tight spot. The Bipartisan Infrastructure Bill created a demand for a historically high average of 20,000 new jobs every month as large infrastructure projects kick into gear nationwide. As a result, construction, transportation and manufacturing companies are feeling the pressure.

Having a lot of work in the pipeline is a good problem to have, but solving it will require companies to adjust. While employers previously enjoyed a great deal of power over employees, today’s workers have more choices. This can be seen in the “Great Reshuffling,” in which workers are changing jobs to take advantage of higher wages, better benefits and more flexible schedules.

In consequence, the old ways of attracting and retaining talent are inadequate to meet the expectations of today’s workers and need to change. Unlimited overtime was once a big draw for many — the ability to grind extra hours to increase take-home pay — but the next generation isn’t interested in compromising their personal lives to make the salary they expect in a regular workweek. Also, unlimited overtime can indicate to the applicant that the company isn’t managing customer expectations or the production workflow properly, leaving it to their employees to sacrifice nights and weekends to meet demand.

Retiring Outdated Company Cultures

Few workers enjoy being viewed as a mere cog in a soulless machine. I personally have never met anyone who likes being hazed like a recruit at a military boot camp.

Unfortunately, many employers in blue-collar industries have company cultures that rigidly enforce outdated policies. These traditions might have been appropriate at one time, but when it comes to attracting and keeping people under the current conditions, they are not helpful. In fact, they are counterproductive.

For instance, many blue-collar employers continue to resist the idea of offering flexible work hours. According to a 2023 study from Randstad, 42% of blue-collar employees rate flexibility even higher in importance than their wages. Nearly two out of every five workers say their jobs could be done on a flexible basis, but their employers aren’t willing to consider this possibility, and 30% of respondents reported quitting a job because of a lack of flexibility.

Furthermore, employers need to understand that all of their employees have lives and responsibilities outside of the workplace that require understanding and support, which is why they should consider offering child care solutions and flexible hours. This is especially true considering that two-income households are becoming increasingly common in today’s working world. Decades ago, it made sense that employers didn’t need to give their employees the extra flexibility to pick up the kids from school, for example, because there was a stay-at-home parent to handle that. That has changed for today’s workers, however. Now, employers must ask themselves what concessions they have made for the working mother or father. After all, with over 58% of U.S. households reporting two or more incomes, how are workers meant to manage it all?

Today’s employer-employee relationship should be built on a foundation of mutual trust. It’s not simply an exchange of money for services rendered — it’s a full partnership.

Get Serious About Diversity and Inclusion

Another complicating factor is that many blue-collar companies lack diversity. According to the U.S. Bureau of Labor Statistics, women have only 10.8% of construction jobs, Black workers hold only 6.7%, and the numbers are even worse for Asian Americans at 1.7%.

At the same time, 90% of the participants in a Simmons University survey say it’s important to feel like they belong in their workplace. Zero respondents said it wasn’t important at all.

The fact that most blue-collar teams are predominantly made up of white men contributes to employers’ problems. It is not unreasonable for prospective employees from marginalized demographics to wonder if they would fit in, nor for them to question if the company’s culture is actually as inclusive as it might claim to be.

Indeed, research has shown that many blue-collar companies have toxic cultures that make women quit for good reason. In a 2021 poll conducted by the Institute for Women’s Policy Research, nearly 25% of women in the trades reported “always or frequently” facing sexual harassment at their workplace.

The Wall Street Journal reports that, according to the U.S. Equal Employment Opportunity Commission, many bluecollar workplaces allow inappropriate jokes, conversations and imagery to circulate unchallenged. In contrast, women who report problems to supervisors have their complaints minimized and dismissed.

This needs to change. Filling the ranks will require employers to start appealing to and actually supporting people from traditionally underrepresented demographics, which means getting serious about diversity and inclusion efforts. Managers need to push back on outdated, chauvinistic, racist, or other exclusionary attitudes and clean up bad behavior that perpetrators might never have been held accountable for in the past. The slightest whiff of bias, discrimination or harassment should be stamped out.

Blue-collar industries can also find real opportunities to recruit people from younger generations. Members of Gen Z are wary of the high price of college tuition and are more willing to consider the trades than their predecessors, especially because they have now seen how AI has threatened certain white-collar roles. That’s why enrollments at vocational and technical schools have increased, while those at traditional liberal arts colleges have remained relatively flat, as numbers from the National Student Clearinghouse Research Center show.

What’s Good for Employees is Good for Business

The good news is that when blue-collar companies foster a culture that leads to happier employees, it helps not only the workers but also the businesses themselves.

According to researchers at the University of Oxford, when someone is happier, they work faster, which translates into more positive outcomes such as increased sales. Indeed, the authors conclude that happier employees perform 13% better than their less happy colleagues.

In my experience, employees with greater job satisfaction also tend to be more loyal to their employers. Studies also back this up, noting that employees feel the most loyal to workplaces where they feel valued.

Blue-collar companies that embrace change will see positive results in return. Inclusive company cultures in which people are treated like the human beings they are and receive support are better for everyone. These are also the best ways for companies to thrive.

Jason LaMonica is the chief operating officer of Spec on the Job, and he brings more than 15 years of experience to blue-collar staffing and leadership. He ensures stability and growth for these service lines with a focus on operational excellence within three key areas: evidence-based best practice programs, well-trained and appropriate staffing of people and developing key partnerships with clients. To learn more about Spec on the Job and blue-collar staffing solutions, visit www.speconthejob.com.