You promoted someone good on the tools. Now they’re in charge of the crew.
And things get weird.
They don’t want to correct their buddy. They don’t want to report problems. They try to do it all themselves. Or they wait for someone else to handle it.
That’s not a bad person. That’s a person who was never trained.
Blue Collar Managers Don’t Need Fluff, They Need Clarity
What’s their role? What are they responsible for? How do they measure success?
Start there.
A construction foreman told us: “Nobody ever explained what being a supervisor actually meant. I thought it was just doing my old job plus babysitting.”
Structure. We give blue collar managers real processes for giving feedback, managing conflict, and motivating their team. No guesswork. Just steps.
Support. Most managers don’t ask for help until it’s too late. We coach them through problems before they blow up.
Language. We teach them exactly what to say when someone’s late, rude, or underperforming.
“Mike, you’ve been on your phone during safety meetings. That stops today. Are we clear?” Direct. Respectful. Effective.
We also train managers how to flex based on personality style. Our Managing Different Personalities module shows how to adapt communication so the message lands with drivers, persuaders, analysts, and steady workers alike.
You don’t need a different program for the field. You need one that works in it.
Train the manager. The rest follows.
Developing managers in a blue collar environment isn’t about theory. They need practical tools they’ll use. That’s exactly what Front Line Leadership delivers. Get the details here.