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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