Empowering Tomorrow’s Workforce
Leadership in Blue-Collar Industries
On 18 October 2024 we held our latest SEED Connect – Conversations on Modern Leadership event, powered by Corvinus University of Budapest!
On October 18, SEED Executive School hosted its latest SEED Connect event, Empowering Tomorrow’s Workforce – Leadership in Blue-Collar Industries, powered by Corvinus University of Budapest. The event brought together industry leaders to discuss key challenges and changes in blue-collar leadership over the past 20 years. The discussion focused on topics from generational shifts and employee motivation to wage structures and the inclusion of disabled workers in the workforce.
György Leitner, Head of Advanced Leadership Development at SEED, opened the SEED Connect event by sharing important statistics and insights about blue-collar workers. Although the research presented was not fully representative, it revealed several critical challenges faced by leaders in blue-collar sectors. Leitner highlighted that the top challenges include recruiting workers with the right skillsets, addressing productivity issues, engaging Generation Z employees, and managing the generational gap within the workforce. Leitner summarized that the key leadership challenges emerged around attracting new talent, enhancing productivity, motivating employees, and improving communication within teams. Additionally, most respondents agreed that treating workers humanely is a core value that impacts leadership effectiveness, and that the authoritarian management style traditionally used in blue-collar sectors must adapt to the expectations of younger generations.
The panel discussion, lead by László Aczél (Head of Marketing and Partnerships, Faculty at SEED), featured key insights from industry leaders, including Csaba Zsótér (Senior Vice President at MOL Group), Melinda Topolcsik (President & Managing Director at Bridgestone Tatabánya), Csaba Udvar (Regional Director of Operations at Grundfos), and Dr. Roland Szilas (Associate Professor at Corvinus University of Budapest).
SIGNIFICANT CHANGES OVER THE PAST 20 YEARS
One of the dominant themes discussed was the rapid changes in the workforce over the past two decades. Leaders from the panel, including Melinda Topolcsik from Bridgestone and Csaba Udvar from Grundfos, noted that recruitment, retention, motivation, and communication have all evolved significantly. Udvar further highlighted how employee expectations have shifted, especially in terms of pay and the work environment, requiring companies to adapt their strategies continually.
BASIC HUMAN NEEDS AND GENUINE CARE
A key insight from the panel was that while times have changed, the basic human needs of employees remain constant. Dr. Roland Szilas highlighted based on their research the critical importance of genuine care from leaders in fostering employee satisfaction and motivation. He emphasized that leaders who demonstrate empathy and authentic care for their workers create a more engaged and productive workforce. This view was later echoed by other panelists, including Melinda Topolcsik, who added that both blue- and white-collar workers continue to seek stability, respect, and recognition from their direct leaders.
GOOD PAY AS KEY TO RETENTION AND THE PROBLEM OF SECOND JOBS
A recurring topic during the panel was the importance of offering competitive pay to blue-collar workers. Both Csaba Udvar and Csaba Zsótér of MOL stressed that good wages are not just important for attracting employees but also for retaining them. Dr. Roland Szilas noted that many workers in Hungary take on second jobs to make ends meet, with Zsótér noting that this often leads to fatigue and human errors, sometimes even leading to workplace accidents. By offering fair wages, companies can reduce the need for employees to seek additional work, allowing them to focus fully on their primary jobs. Melinda Topolcsik emphasized that developing team leads is equally crucial for retention, as they are the workers’ primary point of contact. Poor leadership from team leads is often one of the main reasons employees leave, making their development a key focus area.
CAREER PATH OPTIONS FOR BLUE-COLLAR WORKERS
The panel also discussed the importance of offering career development opportunities for blue-collar workers. Zsótér shared how MOL has introduced training programs that allow workers to advance their skills, with the potential to climb the career ladder within the company. He emphasized that offering a clear career path can boost employee morale and motivation, making them more likely to stay with the company long-term.
GENERATION GAP AND GEN Z
The generational gap in the workforce, especially with the arrival of Generation Z, presents unique challenges for leadership. Both Topolcsik and Zsótér noted that Gen Z employees are highly attached to their phones and expect more flexibility around technology usage. Furthermore, these younger workers seek greater transparency and want to see how their individual contributions impact the company’s success. This is a key motivator for them, making it essential for leaders to adapt their management styles to better engage with Gen Z.
ROLE OF WOMEN IN BLUE-COLLAR INDUSTRIES
Melinda Topolcsik spoke about Bridgestone’s efforts to increase the representation of women in their workforce. When she joined the company in 2017, only 1% of their employees were women. Today, they have raised that figure to 18%, largely through initiatives like flexible working arrangements and targeted recruitment efforts. Topolcsik also mentioned that women, particularly those returning from maternity leave, tend to be loyal employees, especially when offered flexible hours and support in balancing their work and personal lives.
INCLUSION OF DISABLED EMPLOYEES
Dr. Roland Szilas brought up the importance of including disabled employees in the workforce, emphasizing the importance of providing opportunities for these individuals. He highlighted that many disabled workers are eager to contribute but often struggle to find employment. Szilas stressed that companies should invest in creating an inclusive work environment, as hiring disabled employees benefits both the organization and the individuals. Csaba Udvar then shared Grundfos’ success story, noting that the company employs 160 disabled workers with zero fluctuation, praising their loyalty and performance. He added that including disabled employees not only strengthens internal culture but also sends a strong message of care and inclusivity to the rest of the workforce. Csaba Zsótér from MOL supported this view, agreeing that the inclusion of disabled employees has a positive impact on both employee morale and the company’s reputation.
Following the panel discussion, participants engaged in small group discussions where they explored various important topics. These included the role of female employees in blue-collar industries, the potential for implementing home-office options for companies with blue-collar workers, and the inclusion of disabled employees in the workforce.
Thank you for your active participation and the valuable insights and experiences that you shared with all of us!
We hope to see you on our next event!
The SEED Team