Keys to Embracing “Blue Collar” Labor Market Challenges

The pandemic has brought forth a whole new mentality for workers and job seekers, with many preferring part-time or fully remote positions. As the “great resignation” unfolded, a new expectation to work remotely emerged, causing new hiring challenges for supply chain companies that need workers to be present each and every day. Today, this shift is impacting blue-collar work and further straining an already stressed supply chain.

While the pendulum may swing back toward the middle when there are fewer job openings available to candidates and they feel more pressure to secure full-time employment, it’s clear that our industry should not expect a full “return to normal” anytime soon. In the meantime, executives, HR managers, and hiring managers face the challenge of ensuring “blue collar” work remains attractive to job seekers:

1. Workplace Appeal

Make sure employees have a safe and comfortable workplace. Show compassion and empathy for the challenges workers are facing, like the increased cost it takes to travel to and from work. Recognizing that gas continues to hover around $4 a gallon, my company recently instituted a $30-a-week gas stipend for full-time workers. The policy will cost NOTS hundreds of thousands of dollars over the next three months, but executives view it as a wise investment to support employees during tough times. We are also providing lunches and hosting food trucks on site. And we’re more understanding of time off requests, recognizing that many essential workers helped make up for short-staffing over the past several challenging years.

2. Strategic Alliances

I am a big believer that strategic alliances will help solve many of the challenges in our field. However, the expectations put in place with partners years ago may no longer apply due to market conditions. Your partners are likely dealing with labor constraints and supply delays, so it’s best to communicate by setting expectations upfront.

3. Community Involvement

Many employees, especially younger generations, want to know their company is taking a responsible approach to ESG with recycling programs and so forth. They want to know that you value your community and are making a positive impact. Taking such steps will help in recruiting and retaining talent.

Amid this labor-market shift, the term “blue collar” is itself evolving. At NOTS Logistics we refer to it as “New collar”, meaning employees may have some combination of “white collar” and “blue collar” education and background. Being flexible with traditional requirements and expectations is one way to embrace potential workers who are less interested in a traditional 40-hour-a-week factory job.

Burying your head in the sand during this labor market swing would be like trying to fight the massive shift to e-commerce that’s played out over the past decade.

Workers like plumbers, electricians, truck drivers, and factory workers are in short supply and will continue to be for some time. It’s best to get creative and embrace the shift rather than sit around and wait for things to change.

Andy Kirchner is the Owner and CEO of NOTS Logistics, a customized supply chain solution company with over 4 million square feet of warehouse space and a service area covering the U.S.

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