Explore every episode of the podcast Blue-Collar BS

We’ve heard a lot of “that’s how we’ve always done it” in the trades but Frank Manning is showing how to lead with humility, trust, and a hands-on mindset.

Frank is the President of Diversified Marine, isn’t your typical shipyard boss. He stumbled into the marine industry after a failed business venture and has been hooked ever since. Leading one of the top tugboat building teams on the West Coast, Frank brings a rare mix of humility and confidence to an industry dominated by legacy and tradition.

In this episode, we dig into how Frank’s been able to gain respect from seasoned tradespeople, despite being decades younger. His approach? Ask questions, stay hands-on, and always own the outcome good or bad. Frank shares stories of building a team that embraces learning, takes pride in the product, and proves that leadership isn’t about age it’s about action.

He also walks us through how Diversified Marine became a force in tugboat innovation, pushing boundaries with 3D modeling, small-yard ingenuity, and a crew that doesn’t back down from a challenge. The energy Frank’s bringing to this space is something every blue collar leader should hear.

If you got something out of this episode, take a second to subscribe, leave a rating, write a quick review, and share it with someone on your team who would enjoy it.  

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We did something a little different this week a crossover with Erin and Lori from BROADcast for Manufacturers. We tackled how fear based leadership and economic uncertainty are gutting decision-making, hiring, and trust across the shop floor.

We dug into why leaders freezing up or worse, constantly changing course is killing morale and productivity. A recent Russell Reynolds report gave us a solid starting point, but the real value came from real experience: what happens when leaders react instead of lead.

We also discussed how different generations respond under pressure, why some Gen Z workers are stepping up faster than expected, and what shifting promotion trends mean for the future of your workforce.

Highlights:

• The one-two punch of analysis paralysis and zigzag leadership.
• How fear-based decisions erode trust and slow teams down.
• What Gen Z expects from leadership—and how they’re rising.
• The missed cost of inaction in uncertain times.
• Why clarity beats control every time.

How are you leading through uncertainty? Send us a message or connect on LinkedIn we want to hear what’s working and what’s not.

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Steve Doyle:

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We’re talking with Jacob Emery, a guy who went from digging trenches at $9 an hour to running the company and that’s just half the story. Jacob’s not just leading R & R Pipeline in central Ohio, he’s also building a culture that challenges the old-school, cutthroat mindset in the trades. What really hit us was the moment someone looked him in the eye and asked, “What the hell are you doing with your life?” That one question flipped a switch.

Jacob grew up around heavy equipment, started working in the field before he even graduated high school, and decided to skip college and bet on himself. Within three years, he went from laborer to crew leader, all while chasing his personal transformation through fitness and self-development.

We got into what it means to lead a crew without micromanaging, how to actually build trust in your people, and why clear expectations and accountability matter now more than ever. Jacob's approach is blunt, real, and unapologetic and we love that. He’s not afraid to say the failures are his responsibility and the wins belong to the team.

He’s also launching a coaching platform to help younger versions of himself avoid the same detours. His mission? Unlock the greatness people already have but never tap into. The guy is fired up, and it’s contagious.

Highlights:

• From $9/hour laborer to owning R & R Pipeline.
• The power of asking the hard questions.
• Holding leaders accountable, not just crews.
• Building culture in a blue collar business.
• How lifting iron changed Jacob’s life and mindset.

If this episode hit home or made you think differently about leadership in the trades, make sure to subscribe, leave a review, and share it with someone who needs to hear it. We’d also love to hear what stood out to you send us a message on LinkedIn and let’s keep the conversation going.

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Steve Doyle:

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Brad Herda:

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We’ve known George for nearly a decade, and what stands out most is his ability to connect with people across industries, titles, and generations. This episode is packed with helpful tips on how he’s learned to lead by listening, adapting, and meeting people where they are.

Our longtime friend George McCaughan is joining us this week to talk about how to lead people across generations from union guys on the factory floor to young lawyers in a Florida firm. He’s done it all, and he’s still calling BS on outdated thinking (including from his own team).

George shared what it was like growing up in Mississippi, chopping cotton and learning early that hard work isn’t just a buzzword. He’s been in the corporate trenches, led M&A deals in Europe, and now finds himself running a law firm not by plan, but by decision. Along the way, he’s figured out how to build trust across age gaps and teach people how to think, not just check boxes.

We also get into generational misunderstandings at work, what young professionals actually want, and why curiosity is the trait that separates solid hires from future headaches. Whether you’re running a law firm or a machine shop, this one is sure to be helpful.

• Why Gen Z might remind you more of Boomers than you'd think.
• What George teaches lawyers about real client communication.
• The difference between curiosity and compliance.
• Why handing someone the answer doesn’t actually help them.
• Corporate moments when biting your tongue would’ve been smart (but didn’t happen).
• Teaching situational awareness without micromanaging

Do you like what you heard? Send it to someone who needs to hear it. Subscribe, rate, and leave us a review especially if you’re tired of leadership podcasts full of fluff.

Get in Touch with George:

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Steve Doyle:

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Brad Herda:

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We figured, hey it’s the 4th of July. Let’s skip the heavy stuff and just talk food, fireworks, and all the random things that make this holiday what it is.

This week, we're keeping it light because it's the 4th of July and nobody needs a lecture while they're flipping burgers or chasing kids around the backyard. We’re talking backyard games, cookout must haves, fireworks chaos, and all the weird traditions that somehow make this holiday one of our favorites.

Steve breaks down what 4th of July looks like in Clarkston, Michigan from parades with candy being hurled at people to backyard mortars (yes, really). Meanwhile, Brad shares why his house turns into party central and how growing up near State Fair Park meant fireworks from six cities in one night plus some good old fashioned sparkler wars.

We get into all of it: the meats, the sides, the debates about potato salad (Brad’s got strong feelings), and the game day setup that includes cornhole, pickle, and even a little jarts nostalgia. If you’ve ever timed a smoke bomb for maximum drama as a kid or used  watermelon mixed with Kool-Aid this one’s for you.

• Why Brad refuses to eat American potato salad.
• Clarkston’s chaotic parades and homemade firework show.
• What it takes to host a party when it’s “your house, but someone else’s.
• What fireworks, candy, and Kool-Aid-covered watermelon have in common.
• The backyard games that bring back the best memories (yes, including jarts).
• The real reason red licorice and Frito cheese dip might be the perfect combo.

Are you enjoying the show? Share it with a friend, hit subscribe, and leave us a review on Apple Podcasts. We’re here for the laughs, the real talk, and the blue collar truth holiday or not.

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Steve Doyle:

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We’ve always wanted to hear it straight from the source so this week, we brought in a real Gen Zer (and Steve’s daughter) to break down what it’s actually like to be young and working today.

This one’s personal and eyevopening. We’re joined by Kayla, Steve’s high school aged daughter, who’s already on her third job and has plenty to say about what’s working (and what’s not) in the workplace. From bad bosses to “walk of shame” exits, she gives us the kind of honest feedback most business owners will never hear firsthand.

We get into why Gen Z isn’t as lazy or distracted as people think, what they actually want from their managers, and how a little support can go a long way. Kayla also shares what it’s like to be trained by people your own age, why micromanagement doesn’t help anyone, and how your attitude as a leader sets the tone for the whole team.

Whether you’re hiring teens for the summer or building your future workforce, this episode is your crash course in what Gen Z needs—and what makes them walk away.

• What went down at Kayla’s first job—and why she walked.
• Why Gen Z wants guidance, not someone doing the work for them.
• The difference between being supported and being micromanaged.
• Why phones at work aren’t always a sign of laziness.
• How leadership sets the vibe—good or bad.
• What business owners should know about hiring high school students.

Think this episode might help someone lead better? Send it their way. And if you haven’t already, hit subscribe, drop a review, and share the show!

Get in Touch with us:

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Steve Doyle:

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Brad Herda:

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We knew Stefanie Couch was gonna bring the heat when she showed up in her pink hat and yep, she delivered. We’re talking branding in the trades, leading teams across generations, and how to stand out without selling out.

She grew up in a family lumber yard, crushed it in the corporate world, and now she runs her own agency helping construction companies fix what’s not working usually starting with their marketing (or lack of it). Stefanie’s got strong opinions and real experience, which is exactly our kind of guest.

We got into everything from hiring Gen Z without losing your mind to why “just work harder” isn’t a strategy and neither is setting 87 goals every January. She’s got a way of cutting through the noise and making things make sense, even when the problems are messy.

If you’re running a business in the trades, thinking about growth, or trying to figure out how to get more of the right people on your team this one’s worth your time.

Highlights:

• Why Stefanie calls herself a triple threat in construction.
• Her dead-simple formula for building killer teams: curiosity, resilience, and owning your weird.
• How to lead Gen Z without losing your mind (or your standards).
• Marketing for the trades… from someone who actually knows the trades.
• Why slow decisions kill momentum and how speed beats size.
• The pink hat isn’t just a brand it’s a strategy.

Are you enjoying the show? Subscribe, rate, and review the show and send this episode to someone who’s building something bold in the trades. We’re here to call out the BS and help good businesses grow.

Get in Touch with Stefanie:

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Steve Doyle:

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Brad Herda:

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We're not here to sugarcoat it—some of the worst dumpster fires we see in business start at the top. And we know, because we’ve either helped put them out or accidentally started a few ourselves.

This episode came out of a real conversation about leadership gone sideways—owners jumping in to save the day when what they really need to do is get out of the way.  From a 6:15 a.m. client text to job site chaos that didn’t need to happen, we broke down how leaders (especially ones clinging to control) often create the very problems they’re trying to fix.

We called out the difference between leading from trust and leading from fear, and why trying to be the hero might be hurting your people more than helping them. Whether it’s not training thoroughly, not letting go, or stepping into every fire thinking only you can fix it—that pattern keeps your business from scaling and your people from growing.

We also hit on why boomers get picked on (and why it’s not just a boomer issue), how business owners get bored when things are running well, and what to do when your ego is telling you no one can do it better than you.

If you're frustrated, tired, or wondering why the wheels keep falling off, this episode is for you. It’s not about blame—it’s about recognizing patterns and shifting from chaos mode to actual leadership.

Highlights:

• The "arsonist and firefighter" employee pattern.
• What makes leaders jump into messes they could've avoided.
• Why letting go feels impossible for some business owners.
• The leadership cost of ego and boredom.
• Delegation vs. dumping: where it goes wrong.
• Why leading from personal power beats title power every time.

Know someone who's stuck in the chaos loop? Send this their way. Then hit follow and leave a quick review—so we can keep bringing you the real stuff.

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Steve Doyle:

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Brad Herda:

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We weren’t ready for the energy Precious L. Williams brought into this episode—and honestly, we needed it. From sales rooms to stages, she’s the kind of speaker who doesn’t just hold attention—she demands it.

Precious doesn’t play it safe—and that’s exactly why we wanted her on. She’s built her brand by saying what most people won’t, and in this episode, she’s dropping truth about what it really takes to stand out, whether you're in sales, pitching your business, or just trying to find your voice in a noisy room.

If you haven’t heard her speak before, get ready—she’s a pitch champion, lawyer, author, sales trainer, and full-blown wrecking ball (her words).

We dug into why younger professionals hesitate to show up in real life, how different generations respond in a room, and why your uniqueness isn’t a weakness—it’s your advantage. Precious had no problem calling out what’s holding people back (hint: it’s not talent), and offered real ways to bust through the fear and start owning your voice—whether you’re in a sales meeting or leading a team.

We also got into how the people around you can lift—or limit—you. If your circle isn't pushing you to level up, it might be time to shift it. Precious reminded us that the rooms you put yourself in matter, and so does the confidence you carry into them.

This one’s not about being polished—it’s about being real, prepared, and willing to take the mic, even when your knees are shaking. If you’re in business and want to actually connect with people (and close more deals), you’ll take something away from this conversation.

• What most people get wrong about pitching
• Why younger pros avoid in-person conversations
• The surprising group that usually steps up first in training rooms
• How to use your quirks and backstory to your advantage
• What to do when your current circle is holding you back
• How Precious preps to walk into any room with confidence

If you laughed, learned, or had a “damn, that’s true” moment—send this episode to a friend and hit follow so you don’t miss what’s next.

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Steve Doyle:

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If you’re leading a team right now and feeling like every decision could make or break the future—you’re not alone. We’ve been hearing from a lot of younger leaders who are staring down uncertainty and aren’t sure which move to make next. We’ve both been there, and in this conversation, we’re digging into how to handle the pressure without freezing or freaking out.

It’s easy to lead when everything’s steady. But what about when the world feels like it’s shifting under your feet? From tariffs and layoffs to supply chain chaos, younger leaders in today’s workforce—especially in the trades—are dealing with challenges that seasoned pros might not have tackled in recent years.

We talked about what to do when sales flatten out, customers start pulling back, and your team starts worrying about what’s coming next. Sitting back and making no decision usually does more harm than picking the wrong one. And cutting your way to “prosperity”? That almost never works out the way people hope.

We also dug into why younger leaders need to manage up, not just down. Bringing new ideas to the table, rallying your team around solutions, and having the guts to ask tough questions—that’s what separates real leadership from just surviving.

Most importantly, we’re getting honest about how vulnerability, curiosity, and clear communication aren’t just “nice to have” skills. They’re what will carry you—and your team—through the rough patches ahead.

Highlights

• Why no decision is usually worse than the wrong decision.
• The big mistake of trying to “cut your way to prosperity”.
• How to get your team involved in finding solutions.
• Tips for managing both up and down the leadership chain.
• Why being curious and asking questions builds real leadership strength.
• Why over-communicating matters more than ever during chaos.

If this episode got you thinking, tap Follow and leave a rating or review— on Apple Podcasts. And don’t forget to share it with someone else who could use some real talk on leadership right now.

Connect with us:

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Steve Doyle:

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Brad Herda:

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Today’s guest, Ryan Redding, didn’t hold back — we got into how AI, customer experience, and smart leadership are rewriting the rules for trades businesses.

Ryan shared how he accidentally found his way into marketing for the trades and how that detour turned into building Levergy, a digital marketing agency focused on helping home service companies grow smarter and stronger. Ryan’s journey wasn’t traditional — it was built on real-world experience, quick learning, and finding smart ways to grow along the way.

We dug into the serious shifts happening in the trades: from AI taking over customer service tasks to how companies are changing their pricing models to stay profitable in slower markets. Ryan didn’t sugarcoat it — if you’re still doing business the way you did ten years ago, you’re already falling behind.

We also talked about the real danger of trying to compete on price. Ryan laid it out clearly: if you’re not building a strong brand and delivering a top-notch customer experience, you’re making yourself a commodity — and commodities are easy to replace.

We wrapped up with Ryan’s belief that success in today’s market isn’t just about showing up — it’s about leading smarter, focusing on the right customers, and constantly adapting to what’s coming next.

Highlights:

• How AI is reshaping home service companies.
• Why COVID made bad business habits look good temporarily.
• Why competing on price is a fast track to failure.
• How trades businesses are using tech and leadership to pull ahead.
• Why a strong brand experience matters more than ever.

If you’re enjoying the show, hit subscribe, leave us a review, rate the episode on Apple Podcasts, and share it with someone who’s ready to stop making excuses and start building smarter.

Connect with Ryan:

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Steve Doyle:

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We’ve both looked at our to-do lists and thought, “Yeah… not today.” The harder the task, the easier it is to avoid. Let’s talk about why that happens—and what to do when procrastination starts running the show.

We’ve all been there—staring at a task we know we should handle but keep pushing to the bottom of the pile. In this episode, we talk about why we do that and what to do instead. 

James Clear might call it habit formation. We like to call it getting shit done. We dig into why “touch it once” works, what to do when the shiny object wins, and how chaos becomes the default when nobody sets the tone. If your team doesn’t know what “done” looks like, that’s a leadership problem—and we’ve got thoughts on how to fix it.

We also swap stories about corporate clutter (literally and figuratively), share how 5S-ing our desks led to a 35% productivity jump, and call out the real culprit behind your “I’m too busy” excuse—hint: it’s not the sales team.

Stick around until the end, where we each commit to one habit we’re working on—because we’re not just talking the talk. We’re in it, too.

• Why we avoid tasks we don’t want to deal with.
• “Touch it once” and the art of doing the damn thing.
• Desk audits, 5S, and how less clutter = more productivity.
• When leaders create confusion by dodging hard conversations
• The difference between being present vs. multitasking yourself into mediocrity.

If this episode hit home (or made you laugh), do us a favor—subscribe, rate, and leave a review on Apple Podcasts. Then share it with someone who’s still avoiding that one thing they said they’d get to last week.

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Steve Doyle:

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We’ve all wasted time chasing jobs that go nowhere—or worse, driving across town for something we could’ve solved with one look. That’s why when James Hatfield showed us how LiveSwitch works, it felt like the most obvious tool every crew should be using.

James Hatfield isn’t your average tech guy—he calls himself a high-tech redneck, and once you hear his story, you’ll get why. From painting houses and power washing driveways to leading a tech company helping blue collar pros get their time (and sanity) back, James brings the kind of common sense innovation we’re all looking for. He’s not trying to reinvent the wheel—he’s just making sure it actually gets you there faster.

In this episode, we talk about how LiveSwitch lets contractors skip the truck ride and close jobs from anywhere with a quick text and video call—no app needed. That’s not just cool, it’s what a lot of us need to compete with Amazon-level expectations from customers who want things now. James breaks down why tech doesn’t have to be complicated to be game-changing—and how simplicity is actually the smartest move in business.

We also dig into the generational gap when it comes to technology. It’s not about age, it’s about willingness to learn. James shares how his team keeps things dead simple so anyone—from your apprentice to your grandma—can use it without feeling lost or left behind.

And if you’ve ever been burned by tech that overpromised and underdelivered, this episode is for you. James is the kind of guy who actually builds things for the people using them. No buzzwords, no fluff—just tools that work.

Episode Highlights:

• Why LiveSwitch was built with blue collar folks in mind
• How to save hours of windshield time and still close the deal
• The moment a moving company owner said, “You don’t even know what you’ve got”
• Making tech adoption easier for both young crews and old-school pros
• What engineers learn when they spend a day on the job site
• James’ take on why simplicity isn’t just smart—it sells

Like what you heard? Make sure to subscribe, leave us a rating and review on Apple Podcasts, and share this episode with someone who’s tired of wasting time on jobs that should’ve been done already.

Connect with James:

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Steve Doyle:

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Brad Herda:

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When your team isn’t clear on what success looks like, it usually means expectations weren’t defined early on. Whether it’s a new hire just starting out or a long-time employee unsure about how to move up, we’ve seen how unclear expectations can lead to frustration—for everyone. In this episode, we’re talking about how to create clear, realistic pathways for growth, accountability, and performance, without overcomplicating the process.

We’re kicking off Q2 with a real talk about what owners and managers need to think about when hiring and promoting talent—especially when summer hires and Gen Z workers start entering the mix. Whether you’re running a crew, a shop, or a service company, you can’t afford to wing it when it comes to accountability.

In this episode, we break down a system that have helped our clients build: four tiers of general labor, each with its own clear set of expectations and pay scale. We talk about why it’s OK for people to stay at level one, how to structure promotions so they actually mean something, and what to do when someone stops pulling their weight.

We also get into the mindset shift needed for employees and business owners alike: how to use clarity as a tool, why results should drive pay (not favoritism), and how to make sure your team understands the path forward—if they want to take it. Spoiler: not everyone will. And that’s fine.

If you’ve been stuck between trying to raise the ceiling vs. raising the floor in your business, this episode is for you. It’s all about building something sustainable—and that starts with setting expectations that actually work.

• The difference between task-based vs. results-based expectations
• Why Gen Z employees need clarity—and how to give it to them
• The tier system one company uses to guide hiring, raises, and accountability
• How to make room for workers who don’t want to “move up”
• Why it’s okay to demote employees (and how to do it the right way)
• What it really means if your team isn’t referring people to work with you

If this episode gave you something to think about, do us a favor—subscribe, rate, and review on Apple Podcasts. And hey, share it with another owner or manager who could use some no-BS hiring advice.

General Labor Position Agreements

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Ever had an employee who’s great at their job but completely struggles when promoted to a leadership role? We've been there too. In this episode, we’re joined by Talmar Anderson to talk about why hiring and leadership often go sideways — and what you can do to fix it.

Hiring the right people isn’t just about filling seats — it’s about building a solid team that can grow with your business. In this episode, Talmar Anderson, CEO of Boss HQ, joins us to break down the key mistakes business owners make when hiring and promoting employees. From understanding what success looks like before you even post a job ad to the importance of hiring people smarter than you, Talmar shares practical advice for building a stronger team.

We also talk about why contractors, home service providers, and small business owners need to build a “bench” of reliable contacts — and how connecting with the right people can save your business when things get tight. Plus, Talmar explains why mindset is just as crucial as strategy when managing your team.

Whether you’re hiring your first employee or managing a full crew, this episode is packed with tips to help you avoid common pitfalls and build a team that sticks.

Highlights:

• Why promoting your best employee to a leadership role might backfire.
• How to create a clear hiring process that attracts the right candidates.
• Why building a “bench” of trusted contacts is crucial for contractors and home service providers.
• The unexpected role mindset plays in leadership and management.
• Why hiring smarter people can help you scale faster.
• How small business owners can plan for consistent hiring without stress.

If you enjoyed this episode, make sure to subscribe, rate, and review the show on Apple Podcasts. Don’t forget to share it with other business owners who could use some solid hiring and leadership advice!

Connect with Talmar:

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Steve Doyle:

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Brad Herda:

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Ever told your team it’s been a great year — only to leave some employees wondering why they’re not getting a raise? We break down how that misstep can crush morale and what leaders can do to fix it.

We break down a real-world scenario where leaders gave hourly employees a raise but blindsided their salaried team with nothing but an email. The result? Chaos, frustration, and a whole lot of unanswered questions.

If you’ve ever struggled to navigate compensation talks, this episode is packed with practical advice. We cover the importance of clear communication, why transparency matters (especially when things get uncomfortable), and how to rebuild trust if you’ve already dropped the ball.

Whether you’re managing a team or running the whole show, these insights will help you handle tough pay conversations without losing your employees’ trust — or your sanity.

Highlights:

• Why skipping communication can turn a good year into a disaster
• The importance of preparing managers before sharing big decisions
• How to avoid damaging trust when raises aren’t an option
• Why clear role expectations can prevent pay confusion in the first place
• Tips for having tough conversations without hiding behind emails

If this episode hit home, be sure to subscribe, rate, and review the show on Apple Podcasts. And if you know another leader dealing with tough conversations, pass this one along!

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Steve Doyle:

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Brad Herda:

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Have you ever wondered what it really takes to succeed in the construction industry? Coty Fournier didn’t take the usual path — and that’s exactly what made her stand out.

In this episode, we sit down with Coty Fournier, a seasoned construction professional with decades of experience and a whole lot of wisdom to share. Coty's journey didn’t follow the typical route — no family ties in the trades, no early passion for construction — but her decision to pursue construction management at Michigan State led her to an incredible career.

Coty dives into the importance of real field experience and why spending three to five years in the trenches is key to building a solid foundation. She shares powerful insights on learning from seasoned tradespeople, finding value in tough conversations, and why construction isn’t a tea party — it’s a beautiful mess worth embracing.

If you're in the industry or mentoring the next generation, Coty’s no-nonsense advice will challenge you to rethink how you support those starting out and why the best learning happens with your boots on the ground.

Highlights:

• How Coty’s unexpected career path led her to construction success
• The surprising reason she chose construction management over chemical engineering
• Why real field experience — not just trailer time — is crucial for career growth
• Coty’s take on why communication, even if rough, is key to learning
• The magic of construction teamwork and why it’s worth embracing the chaos

If you enjoyed this episode, don’t forget to subscribe, rate, and review. Share it with a friend who’s navigating the trades — they’ll thank you for it!

Connect with Coty:

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Steve Doyle:

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Branding in the trades? Most people don’t think about it, but it matters way more than you realize. From rusted-out work trucks to outdated websites, we’re digging into why your brand isn’t just a logo—it’s the first thing customers and potential employees notice before you even step on the job.

Branding isn’t just for corporate types in fancy suits. If you're in the trades, your brand is what tells people you’re the real deal. That first impression—whether it’s a clean truck, a solid website, or just returning a damn phone call—can make or break your reputation. And yet, so many businesses in the trades slap a logo on a truck and call it a day.

We’re getting into the nitty-gritty of what branding really means for blue-collar businesses. Do customers see you as the pro who runs a tight ship or the one whose truck looks like it barely made it to the job? Are you actually showing up online where people are searching for you? If your website looks like it was made on dial-up, it's probably time for a refresh.

We’re breaking down when and how to rebrand, why it’s not just about the logo, and the real cost of neglecting your image in an industry built on trust.

• Why branding is more than just a logo—it’s how you show up every day.
• The biggest branding mistakes in the trades (and how to fix them).
• The real reason your website shouldn’t look like it’s from 1998.
• When it’s time to rebrand and how to do it without overcomplicating things

If you didn’t here we just launched a brand-new website and programs designed to support the trades community. Whether you're looking for industry insights, resources, or a way to connect with other tradespeople who get it, this is the place to be. Check it out at BlueCollarBS.com and see what’s new!

Don’t forget to subscribe, rate, and review! If this episode hit home, share it with your someone in the trades and help us spread the word.

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How someone goes from selling suits to running a successful water treatment company? John Atlee did just that, and his journey is anything but typical.

When John took a chance on a job at Water Doctors, he had no idea it would turn into his lifelong career. Fast-forward to today, and he owns the company, turning his passion for clean water into a thriving business. But his success didn’t come without challenges—hiring the right team, navigating generational differences, and making sure his employees actually want to stick around.

In this episode, we dig into what it takes to build a strong team in the trades. John shares how he's bridging the gap between seasoned pros and the next generation, why a simple perk like on-site chiropractic care keeps his crew happy, and how he keeps leadership real—no corporate fluff, just honest conversations and solid work.

And if you think trade jobs aren’t for today’s workforce, John’s here to prove otherwise. With high school partnerships, tech advancements, and hands-on training, the industry is shifting, and he’s right in the middle of it. Whether you're a business owner, a young tradesperson, or just curious about what really goes into keeping your water clean, this one’s for you.

Highlights:

• How John went from architecture to water treatment and never looked back.
• The hiring challenges that come with balancing old-school experience and new-school ambition.
• Why hands-on training and leadership matter more than a fancy resume.
• How Water Doctors keeps employees happy and reduces turnover.
• What the future of the trades looks like—and how to fix the five-out, two-in hiring gap.

🚨 Big News! 🚨

We just launched a brand-new website and community for all things Blue Collar BS! If you’re in the trades or run a blue-collar business, you don’t want to miss this. Head to BlueCollarBS.com to check it out, join the BS’ers community, and get access to exclusive resources, conversations, and more. Let’s build this thing together!

Don’t forget to subscribe, rate, and review! If you liked this episode, share it with someone in the trades—it helps us keep bringing you the real talk that matters.

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What happens when you bring someone in at top dollar, and now they expect more? It’s a situation plenty of business owners find themselves in—paying a premium upfront to secure talent, only to realize there’s nowhere left to go when raise season rolls around.

Wage expectations can be a minefield, especially when you’ve hired someone at the top of their pay range from day one. Maybe it was out of necessity, maybe you needed to lock them in fast, but now they’re expecting more—except the numbers just don’t add up.

We break down how to navigate these tough conversations without making it personal, how to separate individual value from business realities, and why setting clear pay ceilings upfront is critical. Plus, we dig into alternative ways to keep employees engaged when raises aren’t an option—because not every form of compensation comes in a paycheck.

If you’ve ever struggled with how to tell a great employee “there’s no more money” without killing morale, this episode is for you. We lay out a game plan for setting wage expectations early, restructuring roles to create growth opportunities, and making sure your payroll isn’t running the business instead of you.

• The risk of bringing someone in at the top of their pay range
• How to handle the “Why am I not getting a raise?” conversation
• Why money isn’t always the answer to retention and motivation
• Setting expectations early to avoid tough talks later
• Structuring job roles to allow for growth without overpaying

Big news! We just launched https://bluecollarbs.com/ your new home for real talk on blue-collar leadership. Check out our brand-new BSers community, packed with exclusive resources, tools, and discussions to help you level up your business.

Also don’t forget to rate, subscribe and share this episode with someone who you know has struggled with the pay conversation. 

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Hiring and retaining great employees isn’t just about pay—it’s about strategy. Steve Van Remortel shares how small and midsize businesses can finally solve their talent challenges with My Talent Planner.

The hiring struggle is real, but what if the issue isn’t a lack of talent—it’s a lack of strategy? We talk with Steve Van Remortel, founder of My Talent Planner, to break down what businesses get wrong when it comes to recruitment, retention, and engagement.

Steve's background in manufacturing led him to develop a system that helps leaders create real talent strategies, not just quick fixes. From one-on-ones that actually work to understanding what motivates employees across generations, his approach is designed to take businesses from constant turnover to long-term success.

We get into why traditional hiring methods don’t work anymore, how businesses can keep their best employees, and the key differences between motivating Gen X, Millennials, and Gen Z in today’s workplace. If you think “there are no good employees out there,” you might just be looking in the wrong place.

Episode Highlights:

• Why hiring struggles are often self-inflicted
• How one company cut turnover from 40% to single digits
• The power of one-on-ones in blue-collar industries
• How generational differences impact employee motivation
• Why total-person development is key for retention
• The role of AI in talent management 

Like what you hear? Don’t forget to subscribe, rate, and review the podcast. And if this episode made you rethink your stance on remote work, share it with a friend!

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The debate over remote work vs. in-office is heating up in 2025. Are companies making the right call, or are they driving away top talent? We’re diving into the real impact of trust, flexibility, and wages in today’s workforce.

We’ve all heard the debate—should people be in the office, or can they be just as effective working remotely? The answer isn’t that simple. Today, we’re talking about what really builds trust between employers and employees, and why setting clear expectations isn’t enough if you’re not backing it up with real leadership.

There’s a difference between knowing your job and truly understanding it. Sitting in the office can be great for learning opportunities, picking up on workplace dynamics, and catching those important offhand conversations. But if a leader doesn’t trust their employees to get the job done without being micromanaged, that’s a problem.

We’re diving into why businesses might actually benefit from offering more flexibility, how wage structures might shift in 2025, and what smart business owners can do to snag top talent while their competitors are too stubborn to change. Plus, we tackle the myth that showing up equals productivity and why real trust is built through actions, not policies.

• The truth about remote work: is it really a trust issue?
• How to create clarity without micromanaging
• The hidden costs of forcing employees back into the office
• Why some businesses could actually save money by being more flexible
• How leaders screw up trust—and how to fix it
• The talent shift coming in 2025 that no one is talking about

Like what you hear? Don’t forget to subscribe, rate, and review the podcast. And if this episode made you rethink your stance on remote work, share it with a friend!

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Mike White isn’t your typical HR leader—he’s the kind of guy who’s more focused on solving problems than following a rulebook. As the founder of Secchi, Mike has made it his mission to help manufacturing leaders simplify their processes, recognize their people, and cut through the noise.

What’s it really like to lead in today’s manufacturing world? If you’re a frontline supervisor or managing a team, you’ve probably felt the pressure. That’s where Mike comes in. As the founder of Secchi, Mike’s mission is to simplify workforce management and bring clarity to chaotic processes. Drawing from his HR and operations background, Mike doesn’t just talk about improving engagement—he’s building tools to make it happen.

In this episode, we dig into why recognition matters so much on the factory floor and why the loudest voice shouldn’t always get the credit. Mike shares stories from his early days running crews in cornfields, how he fired his own dad as a client, and what he learned about leadership along the way. It’s real talk about balancing culture, productivity, and the challenges of being a blue-collar leader.

Make sure you listen till the end as we dive into the origins of Mike’s company name (hint: it’s inspired by measuring water clarity) and how his software is helping organizations manage people better, cut through excuses, and support those steady team players who are often overlooked. If you’ve ever been frustrated by "survey paralysis" or endless HR processes, this conversation is for you.

• Mike explains why the loudest voices in the room aren’t always the most valuable.
• The surprising story behind the name "Secchi" and what it means for workplace clarity.
• Why middle-of-the-pack employees often hold the key to success on the factory floor.
• How simple tools can help supervisors document, recognize, and connect with their teams.
• Why outdated employee surveys are doing more harm than good in the workplace.

Enjoyed this episode? Don’t forget to subscribe, rate, and review! Share this with your fellow blue-collar leaders and help us keep the conversation going.

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It’s 2025, and it’s time to rethink how the words we use every day impact our work and relationships. Let’s dive into the language that holds us back—like “try,” “we’ll see,” and “it’s fine”—and how to replace it with something that drives real accountability and results.

Welcome to a new year and a new opportunity to fine-tune your communication. The words you choose can either build trust or break it, inspire action or create confusion. In this episode, we’re cutting through the clutter to show you why phrases like “try,” “we’ll see,” and “it’s fine” are sabotaging your workplace relationships and what to say instead.

We’re sharing personal stories, practical examples, and actionable tips for leveling up your conversations with your team, customers, and even yourself. From setting clearer expectations to eliminating excuses, this episode is all about how we can use our words to build stronger connections and drive better results.

Whether you're leading a crew, managing a team, or just trying to make life run smoother, this is the conversation you didn’t know you needed to hear.

Highlights:

• How “try” sets you up for failure—and what to say instead.
• Why “we’ll see” is just another way of saying “no” (without actually saying it).
• The hidden inefficiency of “circle back” and how to avoid it.
• How “help” can make people defensive—and why “support” works better.
• The dangerous comfort of saying “it’s fine” when things really aren’t fine.

It’s a new year, and your communication deserves a fresh start. Subscribe to the podcast, leave a review, and share this episode with someone who’s ready to drop the excuses and start communicating with clarity. Let’s build a better 2025 together!

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What happens when we completely rethink how manufacturing and logistics get staffed? Patrick Dippel joins us to share how Veryable is shaking up the game with on-demand labor solutions built for today’s workforce and tomorrow’s challenges.

We all know the old way of doing things in manufacturing doesn’t always work anymore. The younger workforce demands flexibility, businesses need to stay competitive, and let’s face it—getting the right people for the job can feel impossible. That’s where Patrick and Veryable come in. This isn’t your average staffing solution; think of it as the “Uber of manufacturing.”

Patrick breaks down how Veryable connects skilled workers with businesses that need them, using an innovative marketplace model. Whether you’re a welder, a machinist, or just starting out in logistics, Veryable gives you the freedom to choose jobs that fit your schedule and skills. For businesses, it’s a way to handle demand swings, reduce costs, and stay competitive without overcommitting to full-time hires.

We dig into how this model is especially appealing to Gen Z and millennials, who value flexibility and getting paid fast. Patrick shares real stories—like a Texas welder who balances his work with running a YouTube channel—and explains how this approach is reshaping what it means to build a career in manufacturing.

If you’ve been stuck thinking, “We just can’t find good people,” Patrick challenges you to rethink that. The talent is out there—you just need the right tools to connect with it.

Highlights

• Patrick explains how Veryable’s on-demand labor model works for manufacturing and logistics.
• Why 85% of Veryable’s operators are Gen Z and millennials—and what they’re looking for in a job.
• Real-world examples of how businesses are using Veryable to handle demand without overstaffing.
• Insights on why traditional labor models no longer cut it in today’s market.
• The shift in manufacturing culture: from rigid schedules to flexibility and innovation.

If you liked what you heard, hit subscribe, rate us, and leave a review. Don’t forget to share the episode with a friend or business owner who needs to hear this!

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Let’s get real: the skilled trades need a serious boost, and today we’re diving into how Mark Hedstrom is making waves with the Skilled Careers Coalition.

The skilled trades industry is facing a major challenge: not enough young talent to fill the gap left by retiring workers. That’s where Mark the Executive Director of the Skilled Careers Coalition, comes in. With decades of experience in nonprofit leadership, Mark has shifted his focus to bridging the gap between industry demand and the next generation of skilled workers.

In this episode, Mark talks about how he’s tackling the stigma around trade careers and why they should be seen as a top-tier option for young people today. From plumbers and electricians to carpenters and welders, skilled trades are critical to keeping the country running. But without a united effort, the labor pool won’t meet the demand.

Mark shares how youth-focused content, including a successful docu-series with millions of views, is helping connect students with opportunities. He also digs into how the coalition is bringing together businesses, schools, and organizations to create a pipeline of skilled workers.

If you’ve ever wondered how we can fix the skilled trades shortage and create a brighter future for these essential careers, this conversation is a must-listen.

• Mark explains how the Skilled Careers Coalition is addressing the skilled trades gap.
• Insights into why skilled trades should be a top career option for Gen Z.
• The power of youth-driven marketing, including a 13-million-view docu-series.
• Why collective action is critical to solving the skilled trades crisis.
• How local businesses can get involved and connect with future talent.

Enjoyed this episode? Don’t forget to subscribe, leave a review, and share it with someone who needs to hear this!

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Ever wondered how GPS tracking could actually save your business from chaos? Today, we’re chatting with Michael Drelicharz about the unexpected ways his fleet tracking solutions are helping small businesses thrive.

Tracking technology is changing the game for small businesses, and today we’re digging into how it works. Michael Drelicharz, owner of Precise Fleet Tracking Solutions and host of I Got a Guy Podcast, shares real-world stories of how GPS and video tracking help protect assets, streamline operations, and cut costs.

From being able to prove there was legitimate theft of equipment to solving disputes with crystal-clear video evidence, Michael’s insights show why fleet tracking isn’t just for big companies anymore. He breaks down how different generations of business owners approach this tech, from cautious Baby Boomers to tech-savvy Millennials who are all about efficiency.

We also discuss why some employees bristle at being tracked and how business owners can address their concerns. Whether it’s optimizing routes, preventing insurance fraud, or catching drivers doing side gigs, the data doesn’t lie.

If you’ve ever wondered how fleet tracking could give you back control of your business and save you money, you don’t want to miss this conversation. Michael keeps it real with practical advice for businesses of all sizes.

• Insights into how different generations of business owners approach fleet tracking.
• Why tracking systems save money on insurance and reduce fraud claims.
• How business owners are using data to streamline routes and cut fuel costs.
• The shift in mindset: Why more owners are taking back control post-COVID.

If you enjoyed this episode, don’t forget to subscribe, leave a rating, and share it with your friends or anyone who needs to hear this!

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Ever had to clean up someone else’s mess at work and wondered why it even happened? Let’s dive into a real-life mess between two manufacturing plants and what leaders can learn from it.

In this episode, we tackle a story that’s all too common in the manufacturing world—two plants, one shipping defective parts, and a whole lot of chaos in between. We share insights into the root of the problem, discussing why incentives sometimes create the exact opposite of teamwork.

What happens when the goals of one team don’t align with the greater good of the company? We dig into how siloed operations, poor communication, and lack of trust can escalate simple issues into costly mistakes. From the power struggles between leaders to the frustration of employees caught in the middle, there’s a lot to unpack here.

But it’s not all doom and gloom. We also explore practical solutions, like rethinking processes, focusing on first-pass success, and aligning individual goals with company objectives. It’s a masterclass in identifying whether your problem lies with people, processes, or both.

So, whether you're in manufacturing or any other industry, this episode will get you thinking about where the real gaps are in your organization—and what you can do to close them.

Please subscribe to the podcast, leave a rating and review, and share this episode with someone who could use a fresh take on leadership and process improvement.

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Ever feel like your business is running you instead of the other way around? Aaron Mills knows why that happens and how contractors can take back control of their time, money, and sanity.

Aaron knows construction, not just the nuts and bolts of it, but the numbers behind it. As the founder of DAAXIT, he’s spent years helping contractors go from paycheck-to-paycheck operations to thriving businesses with real financial clarity. In this episode, Aaron shares how understanding your money—what you’re earning, where it’s going, and how to use it—can transform not just your bottom line but your entire company culture.

What makes Aaron’s approach different? He doesn’t just focus on dollars and cents; he tackles the hard truths about leadership, delegation, and investing in the future. Whether it’s convincing an owner to step back and let their team thrive or helping them implement systems that reduce stress and boost efficiency, Aaron’s methods get results. We also discuss how his “10-hour challenge” helps owners take a step back and reimagine their role in the business.

And yes, we even talk about peanut butter burgers and his company’s unique origin story tied to his loyal German shepherd, Dax. Stick around to hear how Aaron is helping contractors run smarter businesses and build a legacy that lasts.

Enjoyed this episode? Don’t forget to subscribe, rate, and review! Share it with fellow business owners who could use some solid advice on growing their companies.

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What’s it like being one of only 6,000 women in the U.S. with a master plumber’s license? Jessie Cannizzaro didn’t grow up dreaming of plumbing, but her story is proof that life’s twists and turns can lead to incredible success.

Jessie didn’t set out to follow in her family’s footsteps in the plumbing industry—or even to earn a business degree. Like many young adults, she started college without a clear direction, unsure of what path to pursue. After taking a break to reassess, Jessie returned to school, eventually choosing business as a broad foundation for her career. Plumbing wasn’t on her radar until life nudged her in an unexpected direction.

While helping her father with plumbing jobs during his recovery, Jessie discovered a newfound appreciation for the craft. What started as an obligation turned into a passion, as she saw the tangible impact of her work and the gratitude of the clients she served. Jessie decided to take the leap, combining her business knowledge with an apprenticeship under her father’s mentorship—a decision that ultimately led her to launch her own plumbing business.

What sets Jessie apart is her commitment to transforming the trades. Through her innovative apprenticeship program, she’s not only helping the next generation learn their craft but also building a supportive culture that prioritizes integrity, skill development, and teamwork. 

Beyond her work in plumbing, Jessie has also extended her mission of care and community to animals. Her company’s foster program helps rescue dogs find homes, reflecting her belief that businesses can—and should—be forces for good in every sense. Jessie’s vision is to elevate the perception of tradespeople while creating opportunities for others to thrive.

• Jessie’s journey from reluctant helper to licensed master plumber.
• Why she traded a “boring” desk job for the hands-on satisfaction of plumbing.
• How Milestone Plumbing is shaping the future of trades with an innovative apprenticeship program.
• The importance of integrity, teamwork, and doing the right thing—even when no one’s watching.
• A behind-the-scenes look at Jessie’s "foster a pup" initiative.
• Tips for young people entering the trades and advice for parents navigating their kids’ career choices.

If you enjoyed this episode, make sure to subscribe, rate, review, and share it with someone who could use a little inspiration in their career journey.

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If you’ve heard complaints about “lazy” Gen Z workers, you’re not alone. But are these stereotypes based on reality, or are they just old-school misconceptions? We sat down with Brett King, CEO of Exploring Potential, to unpack these myths and dig into what Gen Z is actually bringing to the table. Spoiler: It’s not laziness—it’s a need for meaning and connection.

Brett shares how companies can stop blaming generational gaps and start taking responsibility for creating environments where employees thrive. He explains why Gen Z values empathy and patience in leadership and how they’re vetting potential employers based on values and culture. It’s not just about the paycheck—it’s about making an impact and feeling valued.

At the end of the day, all generations need to work together to create a collaborative and productive workplace. Brett highlights how reducing turnover and avoiding combative dynamics starts with understanding each other’s needs and priorities. From soft skills to purpose-driven leadership, fostering mutual respect is key to bridging generational gaps.

We also discuss the importance of emotional intelligence in leadership and why companies with strong training programs see significantly lower turnover rates. Brett offers real-world advice for business owners struggling to bridge the gap between seasoned leaders and a new generation of workers. Whether it’s investing in soft skills or connecting the dots between tasks and purpose, this episode is packed with actionable insights.

Looking to attract and retain the next generation of talent? This conversation is a must-listen for leaders who want to grow their businesses and their teams.

• Debunking the myth of lazy Gen Z workers: what they really want from employers.
• How to train leaders to balance empathy, patience, and accountability.
• Emotional intelligence: why it’s the most important skill for today’s leaders.
• The hidden costs of turnover and how to fix them.
• Why collaboration across generations is the key to avoiding high turnover.

If you enjoyed this episode, don’t forget to subscribe, rate, and review. Share it with a friend or business owner who’s navigating today’s multigenerational workforce!

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What does it take to create a work culture where people actually want to stay? Today, we're diving into what makes or breaks a “stay culture” in the workplace.

Fall is well under way , and while hunting season might give some employees a reason to step away, it brings up an important question: how do you create a culture that keeps people engaged and committed? This episode digs into the idea of "stay culture"—what makes people want to stick around instead of heading for the door.

We explore how leaders can connect with their teams by listening—really listening. It's not just about nodding and waiting to talk; it’s about showing genuine interest in what’s being said, even if it’s not something you personally care about. Tactical empathy plays a big role here. It's not about carrying everyone’s baggage but understanding their perspective enough to make them feel heard. This strategy alone can turn a revolving door workplace into a loyal and productive team.

We also tackle the tough reality of employee suggestions that might not be feasible to implement. How do you acknowledge someone’s input without creating false expectations? The answer lies in setting clear follow-ups and ensuring the team feels valued—even if the idea doesn’t make it into practice. And speaking of value, leaders need to take responsibility when things go wrong, while giving credit to the team for every success. This is what it means to be a true leader. 

From actionable leadership advice to relatable anecdotes, this episode is packed with insights on creating a workplace that people want to be a part of—not just a place where they collect a paycheck.

• The importance of listening to employees without dismissing their ideas.
• Understanding tactical empathy and how it differs from emotional empathy.
• Why leaders need to own failures and give teams credit for success.
• Strategies to make employees feel heard, even when their ideas aren’t feasible.
• Practical ways to build connections with your team and reduce turnover.

If you enjoyed this episode, make sure to subscribe, rate, and review. Share this episode with your colleagues or anyone who might benefit from improving workplace culture!

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When Thomas Wasmoen started Firm Ground Architects, it wasn’t just about designing buildings—it was about creating a strong foundation for collaboration and innovation.

Thomas shares the incredible origin story of his firm, which began with a bold declaration at a bar and grew into a thriving, multi-generational company. With decades of experience, he talks about creating a culture that bridges generations and fosters mentorship in the workplace.

We explore what it takes to adapt to industry trends while balancing innovation with experience. From mentoring young professionals to working closely with contractors, Thomas shares how his team keeps collaboration at the forefront.

We also dig into the evolving demands of industries like senior housing, healthcare, and hospitality. Thomas explains how his firm meets these challenges with creativity, client-focused solutions, and a commitment to building lasting relationships.

Highlights from the Episode:

1. The origin story of Firm Ground Architects—starting with a bold declaration over beers.
2. How mentoring younger professionals strengthens workplace culture and innovation.
3. Bridging generational gaps in the workplace and creating lasting collaboration.
4. Adapting to trends in senior housing and healthcare with client-centered designs.
5. Insights on building strong contractor relationships for better project outcomes.

Call to Action: If you enjoyed this episode, subscribe, rate, and review! Share it with someone who values collaboration and innovation in the workplace

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There’s something truly special about how the blue-collar world steps up during times of crisis, and today, we're taking a moment to recognize that.

Over the past few months, we’ve seen incredible stories of resilience and community in the face of natural disasters across the Carolinas, Florida, Texas, and beyond. It’s a reminder that while not everyone in the industry may be doing things for the right reasons, there are countless people who show up, give their time, and work tirelessly without expecting anything in return.

We couldn’t help but highlight the coordinated efforts that go into these large-scale responses—whether it’s staging areas being set up for trades to mobilize quickly or local companies stepping up with supplies and transportation. The heart of these efforts isn’t just in the immediate action but in the willingness to stick around long after the headlines fade. This commitment often turns into life-changing experiences for those who help and those who are helped, showing that the blue-collar industry is built on more than just skills; it’s built on a shared sense of purpose and community.

We’re also reminded of stories like those of our clients and friends who found their passion for the trades during pivotal moments, like witnessing the aftermath of major events and wanting to contribute. It’s this sense of purpose that we hope more leaders in the industry recognize and cultivate, turning moments of crisis into opportunities for growth, learning, and unwavering support.

If you find value in stories like these, make sure to subscribe, rate, and review. Share this episode with others who appreciate the grit and heart of the blue-collar world.

Highlights

• Community Response: We discuss the blue-collar industry's incredible efforts during recent natural disasters.
• Long-Term Dedication: Highlighting the commitment of workers who stay to support communities beyond the immediate crisis.
• Effective Coordination: Insights into the well-organized staging efforts that improve disaster response.
• Impactful Stories: Sharing real examples of towns rallying together for recovery.
• Leadership Reflection: Encouraging leaders to recognize the importance of their teams' contributions.

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Joining the family business isn’t always a given, but Kyle Davies shares how he found his path and the lessons that shaped him along the way.

Kyle Davies, General Manager of W.E. Davies and Sons Remodeling, talks about his unique journey into the family business, a company that's been a cornerstone of Madison, Wisconsin, for nearly 50 years. Kyle didn't jump into the business right away; he explored careers in retail, restaurant management, and distribution, gaining valuable experience in sales and service before coming back to his roots. His diverse background has helped him bridge the gap between operations and sales, fostering smoother internal communication.

Kyle shares how the landscape of the trades has changed, including the renewed interest among younger generations thanks to revived trade programs in schools. His experiences at local high school trade days proved that interest in hands-on work is alive and well. The family business thrives on mentorship, with seasoned carpenters sharing their knowledge and guiding newer team members at a sustainable pace.

Through an open-door policy and a culture of transparency, Kyle emphasizes the importance of communication and learning from each other to keep the company strong. For those considering a career shift to the trades, Kyle offers practical advice: you don’t have to be a master carpenter to be part of the industry—there’s a role for everyone.

Episode Highlights:

• Kyle’s journey from retail and distribution to joining the family business.
• The impact of trade programs in schools on the younger generation’s interest in the trades.
• Unique strategies for finding and training new talent in the remodeling industry.
• The importance of mentorship and transparent communication within the company.
• Advice for those considering a career shift into the trades without prior hands-on experience.

Enjoyed this episode? Subscribe, rate, review, and share with others who would find these stories and insights valuable.

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We’re thrilled to share that we’ve been awarded the 2024 Small Business Owners Community Podcast of the Year! This recognition is a huge milestone, and we’re beyond grateful for your support along the way. Thank you to everyone who tunes in and engages with us—you’ve truly made this journey worthwhile.

Thanks to you, what began as an idea back in 2019 has grown into a podcast reaching listeners in 71 countries, sharing stories that resonate with the blue-collar world.

In this episode, we tackle a crucial topic for business owners: how to retain employees when times get tough. With markets fluctuating and businesses facing uncertainty, it’s easy to overlook the value of culture and connection in keeping a team intact. We discuss why retention strategies should start with active listening and how small, sincere gestures can make all the difference. Leaders who prioritize genuine engagement and address team feedback head-on often see stronger loyalty and commitment, even in challenging times.

Join us as we explore practical, no-cost ways to reinforce your team’s connection to the company—strategies that can keep morale up and reduce turnover when it matters most.

Episode Highlights

• Strategies to keep employees engaged and loyal during economic slowdowns
• How leaders can actively listen to build trust and create lasting loyalty
• Why employee feedback matters and how to effectively implement ideas
• Small gestures that strengthen team morale and reinforce a positive culture

Thank you again for being part of this journey with us. Please remember to subscribe, rate, review, and share the show to keep these conversations going!

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A positive employee experience is crucial for business success, and it all begins with leadership. Meg Schmitz joins us to share insights on how business owners can drive a thriving work culture by staying in tune with their employees’ needs. Drawing from her expertise in franchising, Meg explains why the focus should be on employee retention and engagement, and how it leads to better customer satisfaction and business outcomes.

We also explore how different generations approach business ownership and why personal ambition and leadership skills, rather than age, determine success. Whether you're just starting out or are an experienced business owner, the key is understanding how to foster a positive work environment that meets the needs of a multi-generational workforce.

Meg also touches on the importance of encouraging trade skills and how AI won’t be replacing hands-on jobs any time soon. For those in business ownership, she emphasizes the need to cultivate new talent through apprenticeships and hands-on training to stay ahead in the modern workforce.

Episode Highlights:

• Leadership’s role in creating a positive employee experience
• How franchising models focus on employee retention and recruitment
• Generational approaches to business ownership
• The growing importance of trade skills in today’s workforce
• Why AI can’t replace hands-on jobs and how to train the next generation of skilled workers

Enjoyed the conversation? Don’t forget to share this episode, follow us on Apple Podcasts or Spotify, and leave a review. Your feedback helps us grow!

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In today’s episode, we’re tackling one of the most overused and ineffective approaches to employee recognition—pizza parties. While they’ve become a common way to acknowledge hard work, they often miss the mark and fail to make a lasting impact. Employee recognition should go beyond superficial gestures and focus on creating meaningful connections with the team.

There’s a big difference between recognition and incentives, and that’s something worth digging into. Incentives might push people toward hitting specific targets, but real recognition is about acknowledging the person behind the work. It’s not just about what was achieved, but how someone showed up, and why their contribution matters.

There are better, more personal ways to make employees feel valued. In this episode, we explore how understanding your team on a deeper level can help create genuine recognition moments that resonate. It’s not about handing out generic rewards; it’s about taking the time to truly appreciate what each person brings to the table.

If you’re looking for ways to recognize your team’s hard work in a way that actually makes a difference, you’ll find plenty of practical advice in this conversation. Authentic recognition has the power to change workplace culture, and this episode is all about how to make that happen.

Highlights:

• Why superficial gestures like pizza parties miss the mark in showing true employee appreciation.
• The difference between incentives and recognition—and why confusing the two can hurt morale.
• How working alongside your employees can be one of the most powerful ways to say thank you.
• Real-life examples of recognition strategies that work (and those that don't).
• The critical role leadership plays in fostering a culture of authentic appreciation.
• Why aligning company and employee values is essential for long-term success.

If you found this conversation helpful, don’t forget to share the episode! Follow us on Apple Podcasts or Spotify, and leave a rating or review to let us know what you think.

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Welding education is experiencing a resurgence, with students more eager than ever to learn the trade.

Matt Scott, a welding instructor from Portland Community College, shares his 30+ years of experience in training the next generation of welders and explains how the pandemic has reshaped both student engagement and the industry itself.

In this episode, Matt talks about the post-pandemic shift in welding education, highlighting how today’s students—especially Gen Z—are driven, hungry, and ready to enter the workforce. 

We discuss the evolution of welding programs, the importance of collaboration among students, and the growing demand for skilled welders across various industries. 

Matt also shares real success stories from his students, such as a young welder who made $15,000 by age 19, and explains how Portland Community College's state-of-the-art welding facility and mobile welding trailer are transforming the future of hands-on education.

Highlights:

• Matt’s journey from high school metal shop to a career in welding education
• How the pandemic has created a new level of enthusiasm in welding students
• The vital role of teamwork and mentorship in the welding trade
• Inspiring success stories from Matt’s students
• The cutting-edge tools and programs at Portland Community College that are shaping the future of education

If you found this episode insightful, please share it with a friend, follow us on Apple Podcasts or Spotify, and leave a review to help others discover the show!

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Hey there, and thanks for tuning in to another episode of the Blue Collar BS Podcast! We’re hitting that end-of-the-year grind, talking about the challenges of reaching goals when the holidays and vacation days are taking up your calendar. Today, we’re diving into strategies to help you stay focused and finish the year strong.

As the holiday season rolls in, it’s easy for focus to slip and for teams to become distracted by everything happening outside of work. In this episode, we’re sharing actionable ways to keep your team energized and motivated, even when it feels like the year is wrapping up. 

We talk about how to reset priorities, encourage brainstorming without judgment, and reframe goals to create a sense of urgency without slipping into a negative mindset. With some practical approaches and real-life examples, we lay out how leaders can boost morale, rally the team, and avoid the common pitfalls of the fourth quarter slump.

It’s all about finding those small wins, staying on track, and making the most of the time you have left before the new year rolls in.

Episode Highlights:

• Discussing the typical end-of-year slowdowns and how they impact productivity
• Strategies to re-energize teams and keep them engaged during the holiday season
• The importance of brainstorming without judgment and finding value in every idea
• How to leverage the “yes, and…” approach from improv to build on team contributions
• Setting clear, focused goals and narrowing down to the essential tasks
• Why leaders need to understand the real motivation for their teams, not just focus on hitting numbers
• The power of celebrating small wins and how that impacts morale and motivation

If you found this episode helpful, share it with your team, follow us on Apple Podcasts or Spotify, and leave us a review and rating!

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First off, we want to say a massive thank you to each and every one of you. Whether you're tuning in for the laughs, the stories, or the no-nonsense advice, your commitment to the show means the world to us. You've been the backbone of our success, and we couldn’t have made it this far without your support, engagement, and feedback.

We value the time you spend with us every week, and we truly respect both our guests and listeners. That’s why it’s tough for us to say that, due to circumstances beyond our control, we’ve made the decision not to air this week’s episode. We know how much you look forward to the show, and we don’t take this lightly. Trust us—we’ll be back, and better than ever.

In the meantime, we encourage you to revisit some of your favorite episodes, share the podcast with your friends, and keep the conversations going. Thank you for sticking with us, and we’ll see you soon with more of the raw, real, and relevant discussions you’ve come to expect.

Respectfully, Brad & Steve

Blue Collar BS Podcast

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Hey everyone, Brad and Steve here for another episode of Blue Collar BS! Today, we’re diving into the world of selling—focusing on how to position your business in a crowded market and stay top of mind for your clients.

We tackle the big topic of positioning your business for success. Whether you're a plumber, electrician, or in manufacturing, we’re seeing a lot of businesses struggle with adapting to changing markets and hesitant customers. We talk about why traditional approaches to selling no longer cut it and how positioning is the secret sauce to staying relevant in today’s competitive landscape.

We dive into practical examples, including how to adjust your messaging, improve your sales process, and build stronger relationships with clients. We also share some real-world insights on how businesses are setting themselves apart by focusing on why they do what they do, rather than just what they offer. We wrap up by sharing a few resources and tools to help you create a process that keeps you on track.

Highlights:

Adapting to Changing Markets:

• Brad shares how home service and manufacturing businesses are dealing with changing markets and hesitant buyers.

Positioning for Success:

• Steve explains the importance of positioning your business to be top of mind for potential clients and why it's more than just selling services.

The Power of Messaging:

• We discuss how words matter in your messaging and why focusing on the emotional side of sales can create deeper client connections.

Sales Process Challenges:

• The importance of building rapport and how skipping steps in the sales process can cost you opportunities.

Follow-Up Techniques:

• We share how effective follow-up can close deals without being pushy, offering practical examples of what works and what doesn’t.

Process & Automation Tools:

• Brad highlights tools like Contractor Foreman and other platforms that help businesses stay on track with follow-ups and lead management.

Mindset Shift:

• Shifting from a "selling" mindset to letting people "buy from you"—a game-changer that can take your business to the next level.

Thanks for tuning in! If you found this episode helpful, don’t forget to subscribe, rate, and review Blue Collar BS. Your support helps us keep the show growing and getting better. We’d love to hear how you’re positioning your business, so reach out to us and share your thoughts or questions!

Mentioned:

The Challenger Sale

The New Model of Selling

In today's episode, Steve and I had an amazing conversation with Nick Packard, a passionate entrepreneur and marketing genius who's shaking up the blue-collar industry with his out-of-the-box ideas.

We kicked things off by diving into Nick's journey from becoming internet-famous with his "Pass Me a Beer" videos to launching unconventional marketing campaigns like picklefarts.com and Hats for the House. Nick shared how his experiences with less-than-stellar leadership propelled him to chase his passions and redefine marketing for traditional industries.

Throughout our chat, Nick emphasized the importance of embracing technology and innovation, especially for businesses that have been stuck in their ways for decades. He shared real-life examples of how he's helped companies dramatically increase their engagement and reach by adopting new marketing platforms and strategies.

We also delved into the significance of pursuing passion over profit. Nick believes that when you love what you do, success naturally follows. He offered valuable advice for both established businesses hesitant to change and startups looking to make their mark.

Highlights:

Embracing Technology in Traditional Industries:

• Nick discussed overcoming resistance to change in companies accustomed to old-school marketing, emphasizing the huge benefits of platforms like LinkedIn.

The Power of a Unique Selling Proposition (USP):

• We explored how identifying what truly sets your business apart is crucial in attracting the right customers.

Creative Marketing Campaigns:

• Nick shared the stories behind his quirky campaigns, including picklefarts.com and Hats for the House, demonstrating the impact of thinking outside the box.

Passion Over Paychecks:

• The conversation highlighted the importance of following your passion instead of just chasing money, and how this mindset leads to genuine success.

Bridging Generational Gaps:

• We discussed strategies for engaging different generations within the workforce and the market, stressing the need for adaptability and open-mindedness.

Advice for Hesitant Business Owners:

• Nick offered practical tips for those reluctant to move away from traditional methods, encouraging them to embrace innovation for growth.

Nick's Unique Approach to Marketing:

• From dropping branded golf balls on courses to creating catchy jingles, Nick's unconventional tactics have yielded impressive results.

Subscribe to "Blue Collar BS" now, and be sure to like, share, rate, and review our podcast. Your feedback helps us continue bringing valuable content to help blue-collar businesses thrive. Connect with Steve, Nick, or me through our official channels—we'd love to hear your thoughts!

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Welcome Back, Everyone! In today’s episode, Steve and I dive into how you can transform negativity in your workplace into opportunities for growth and innovation. We’re here to share some game-changing strategies that can help any blue-collar business owner turn challenges into catalysts for positive change.

Here’s What We Cover:

1. Embracing Technology:

• We discuss how Bob Dietz and Sons are setting new standards by using technology to attract and engage a younger workforce. There’s a lot to learn from their approach!

1. Making Incremental Changes:

• We talk about the importance of small, consistent changes in your business practices. These incremental steps can lead to significant improvements over time, without overwhelming you or your team.

1. Crafting Appealing Job Ads:

• We share insights on how to create job ads that really speak to younger workers by focusing on what makes your company culture and benefits unique.

1. Flexibility in Work Schedules:

• We explore how flexible scheduling, like four-day workweeks, can boost job satisfaction and keep your team happy and motivated.

1. Utilizing Social Media:

• Learn why letting your team use social media to showcase your business culture can attract tech-savvy talent and refresh your company’s image.

Join Our Community: Don’t just listen—get involved! Subscribe to "Blue Collar BS," and don’t forget to like, share, rate, and review. Your feedback helps us grow and improve, and we love seeing your comments and suggestions. For more insights and discussions, reach out directly to Steve or me through our official contact channels. Let’s keep strengthening blue-collar businesses together!

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Are you prepared for the financial unknowns of your business’s future? Discover the key elements to ensure a smooth transition.

In this episode of Blue Collar BS, we welcome Greg DeSimone, an unconventional CPA who emphasizes the value of family-owned businesses being transferable. 

With a focus on transition planning, Greg shares his perspective on growing a business, building a reliable team, and the importance of market analysis.

Greg delves deep into the importance of early transition planning, shedding light on why it’s crucial to understand your business’s market value and how to ensure a seamless future transition. 

With anecdotes from his career and a relatable personal story, he helps us to think strategically about the future of our businesses. We discuss the realities of retiring in place, the significance of industry benchmarks, and how to foster a transferable business.

This episode is a must-listen for business owners seeking to ensure their hard work and dedication today translates into a sustainable and lucrative future. 

Highlights:

The Business Trilogy: Greg introduces the three vital components that make a business valuable and transferable—growth, infrastructure, and documented processes.

Early Planning is Crucial: Highlight the importance of beginning transition discussions years ahead to align with retirement goals and ensure business readiness.

Scars as Assets: Greg shares how business failures and scars can be instrumental in learning and adapting, making businesses resilient and ready for future challenges.

Valuation and Market Comparison: Why understanding the market value of the business and comparing industry standards is crucial for strategic decisions.

Generation Differences: The evolving mindset of Gen X business owners compared to Boomers, highlighting the focus on immediate family benefits over long-term inheritance.

What other topics would you like for us to discuss? Please email either Brad or Steve with your ideas. 

We would appreciate it if you could leave a review on Apple Podcasts to help us to reach even more people!

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How can today's business leaders effectively manage a multi-generational workforce to boost engagement, break stereotypes, and foster success?

In this episode we dive into the challenges and opportunities of leading a multi-generational workforce. We discuss the common stereotypes that hamper workplace harmony and provide actionable strategies to create an inclusive, high-performing business environment. 

By leveraging individual strengths and breaking down age-related biases, leaders can transform “lazy” workers into rockstars and turn disengaged employees into valued team members.

By focusing on these key areas, this episode aims to equip business leaders with the tools they need to navigate the complexities of a diverse workforce and drive collective success.

Thanks for listening to today’s episode! If you enjoyed it, please subscribe and leave us a review on Apple Podcasts. If you know someone who would benefit from this episode please share it! 

For more updates and insights, follow us on LinkedIn. 

Highlights:

Breaking Multi-Generational Stereotypes: We talk through the common myths associated with different generations—boomers, Gen X, millennials, and Gen Z—and how these stereotypes can be detrimental. We stress the importance of seeing each employee as an individual with unique strengths and potential.

Engaging Disengaged Employees:Through insights from a Gallup poll, Brad and Steve discuss the root causes of employee disengagement and share strategies to re-engage and motivate staff. We emphasize the role of open communication and setting clear expectations in fostering a supportive work environment.

Promoting Trades and Apprenticeships: Recognizing the often-overlooked achievements of students entering trades and apprenticeships, the we advocate for celebrating these career paths just as enthusiastically as traditional academic routes.

Leadership and Cultural Change: Effective leadership is crucial for creating a positive workplace culture. The episode explores how leaders can adapt their communication styles, be more supportive, and set a collaborative tone to ensure a cohesive team dynamic.

Inclusive Growth Opportunities: Encouraging businesses to publicize and celebrate new hires and interns, we illustrate how recognizing young talent can inspire and motivate the entire workforce and contribute to a culture of growth and inclusivity.

By focusing on these key areas, this episode aims to equip business leaders with the tools they need to navigate the complexities of a diverse workforce and drive collective success.

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Is it possible for experienced boomers to re-enter the workforce successfully after owning a business? Discover how Mark Weber did just that!

In this episode we welcome back Mark Weber, a seasoned boomer who transitioned from leadership roles to becoming an individual contributor. Mark shares his unique journey, offering valuable insights into generational dynamics in the workforce, the importance of knowledge transfer, and the challenges older generations face when seeking new roles.

Highlights:

Generational Urgency: Mark reveals that different generations have varied senses of urgency when it comes to work tasks. While older generations thrive on a high-strung approach, millennials and Gen Z often manage tasks with a more relaxed attitude.

Struggles of Overqualification: Despite extensive experience, Mark experienced significant hurdles in finding employment due to being "overqualified." His story sheds light on the flawed perceptions hiring managers have about seasoned professionals.

Adapting to New Roles: Transitioning from a leadership role to an individual contributor wasn't easy for Mark. He discusses the challenges of letting go of control and adjusting to taking direction from younger colleagues.

Networking and Personal Connections:Mark highlights the power of networking and personal connections over traditional job applications. His eventual job offer came from a casual conversation on a golf course.

Advice for Employers: Mark urges young entrepreneurs and business owners to reconsider the untapped potential of experienced workers. He emphasizes that older employees bring a wealth of knowledge and a genuine desire to contribute without aspiring for high-ranking positions.

YouTube Ventures: Beyond his professional life, Mark shares his passion for cooking and his unique "Bigfoot Grandpa" YouTube channel, showing that pursuing personal interests can provide balance and joy even amid career challenges.

What other topics would you like for us to discuss? Please email either Brad or Steve with your ideas. 

We would appreciate it you could leave a review on Apple Podcasts to help us to reach even more people!

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How can active listening and empathy bridge generational gaps and transform team dynamics in the workplace?

In this episode delve into the intricate dynamics of multigenerational teams in today's workforce. We discuss the pitfalls and triumphs of integrating diverse generational perspectives and how empathy and active listening can change the game. 

We share real-life examples from their professional experiences, highlighting the shift from autocratic leadership to a more collaborative and inclusive approach. We discuss tools and techniques to enhance team performance and the importance of setting clear expectations. 

Highlights:

1. Active Listening: Discover the importance of active listening in fostering team collaboration and empathy, crucial for bridging generational gaps.
2. Respect Across Generations: Learn how different generations perceive respect and how adapting to these views can enhance team dynamics.
3. Leadership Styles: Explore the transition from autocratic leadership to more collaborative approaches, emphasizing facilitation over dictation.
4. Setting Clear Expectations: Understand the role of clear expectations and permission-forgiveness boundaries in guiding teams towards achieving common goals.
5. Empathy in the Workplace: Gain insights into the importance of empathy, not just in understanding emotional states but in driving tactical business decisions.

What other topics would you like for us to discuss? Please email either Brad or Steve with your ideas. 

We would appreciate it you could leave a review on Apple Podcasts to help us to reach even more people!

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What crucial advice do legal experts have for business owners navigating the complexities of new financial regulations and generational transitions?

In this episode of we are joined by guest Elisa Ruer, a Gen X attorney, to discuss the importance of legal counsel in business operations, especially in light of new financial reporting laws and the challenges of generational ownership transitions.

Elisa Ruer shares her expertise on the Beneficial Ownership Interest act, emphasizing the need for accurate reporting to FinCEN. She also highlights the risks of neglecting legal review, particularly for franchise owners, and shares insights on the differing perspectives of baby boomers and Gen X parents regarding the transfer of family businesses to their children.

Highlights:

• Navigating New Regulations: Elisa Ruer breaks down the implications of the Beneficial Ownership Interest act, stressing the importance of accurate reporting and the potential consequences of non-compliance for business owners.
• Generational Shifts in Business: The episode explores the contrasting attitudes of baby boomers and Gen X parents towards passing on their businesses to their children, highlighting the need for clear communication and planning.
• The Importance of Legal Counsel: Elisa emphasizes the critical role of legal experts in helping business owners navigate complex financial and legal matters, using the analogy of not attempting a root canal without a dentist.
• Avoiding Costly Mistakes: We discuss real-life examples of the significant financial and personal risks that can result from failing to seek proper legal protection in business dealings.
• Empowering Entrepreneurs: Blue Collar B's podcast aims to dispel myths and redefine work across generations, providing valuable insights and advice to support the ongoing industrial revolution in the US.

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How can businesses boost employee engagement and combat the staggering $8.9 trillion lost annually to disengaged workers?

In this episode, we dissect a Fox Business article on how companies are beefing up "emotional salary" to address today's disengaged workforce. We discuss the difference between unengaged and actively disengaged employees, and brainstorm solutions.

We emphasize the importance of leadership actively engaging with employees through regular in-person conversations and interactions. We discuss implementing incremental advancement opportunities and clear expectations to provide a sense of purpose and community at work. The challenge is to try and benchmark financials and consider what small changes could have a big impact on engagement and profitability.

Highlights:

• Leadership Must Engage: Effective leaders need to regularly interact with employees in-person to build relationships and a sense of community. An example shared would be having management walk around to prevent leaders from only showing up when there are problems.
• Clear Expectations and Advancement: Implementing incremental advancement opportunities tied to small pay bumps provides clear expectations for employees to develop skills and see a growth path. This drives engagement.
• Purpose Matters Most: While perks and benefits are nice, providing a clear mission, vision and values that leadership exemplifies is most important for employee engagement. People need to feel part of something bigger.
• Benchmark Your Engagement Cost: We challenge you to compare your Q2 financials to industry benchmarks. With disengagement costing $8.9 trillion annually, even small companies are likely losing hundreds of thousands a year.
• Small Changes Drive Profits: Courageous companies willing to make small, incremental changes to boost engagement will see a profound impact on culture, innovation and bottom-line profitability. The co-hosts urge businesses to take action.

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