Beyond the Bias: Why Blue-Collar Businesses Should Choose Proven Gen X Leaders for GM Roles

In today’s competitive hiring landscape, blue-collar businesses are under pressure to find strong, adaptable, and people-first leaders — especially when filling the critically important role of General Manager (GM).

This individual holds the keys to culture, production, profitability, and people. But when it comes time to choose the right person, too many companies unknowingly fall prey to a quiet, creeping bias:

Ageism.

While there’s growing enthusiasm for “fresh talent” and “next-gen leadership,” the truth is that many companies are overlooking one of the most battle-tested, reliable leadership groups available: Gen X.

Born between roughly 1965 and 1980, Gen X leaders are now in their 40s and 50s are old enough to have hard-earned wisdom, but young enough to bring the energy and vision required in modern manufacturing, construction, logistics, and trades.

When you find a Gen X manager with a blue-collar background, you’re not hiring outdated talent — you’re bringing on a mission-proven operator who’s already weathered decades of industry transformation.

Here’s why blue-collar businesses should lean into Gen X experience — and why doing so can be your competitive edge.

1. Gen X Grew Up in the Grit

Gen X leaders didn’t learn work ethic from LinkedIn posts or TED Talks. They learned it in the shop, on the dock, in the yard, or behind the wheel — often starting as hourly workers themselves.

They’ve loaded trucks, cut steel, repaired machines, and worked the third shift.
They’ve shown up in snowstorms, worked through recessions, and led teams during economic booms and busts.
They’re not afraid of hard work — they expect it.

That depth of firsthand experience breeds a kind of leadership you can’t teach in a classroom. They lead with empathy, command respect, and make smart decisions because they’ve done the work themselves.

2. They Bridge Generations — and That’s Invaluable

Today’s blue-collar workforce is a mix of Boomers, Millennials, and even Gen Z. A great GM must speak all those languages. Gen X sits in the middle — and that’s a powerful advantage.

They understand old-school work values and respect for chain of command.
They also adapted to new technologies, training methods, and workforce expectations.
They can lead a seasoned welder and a 22-year-old forklift operator with equal respect.

Gen X leaders act as translators across the generational divide, helping build cohesive cultures instead of fractured teams.

3. They’ve Mastered Crisis Management — The Hard Way

Unlike less experienced candidates, Gen X leaders don’t panic under pressure. They’ve already led through:

9/11
The 2001 recession
The 2008 financial crash
COVID-19 shutdowns and labor shortages
The rise of automation and AI

We’ve been there, done that, and still delivered results.

Where younger leaders might freeze or over-consult, experienced Gen X GMs take calm, calculated action.

That kind of poise is priceless in industries where downtime costs thousands and mistakes can be fatal.

4. Loyalty Still Means Something to Them

Many Gen X professionals still believe in company loyalty, long-term thinking, and team development — values that are often missing in today’s gig-driven, quick-hire culture.

They aren’t chasing titles every 12 months.
They know that real change and culture shifts take time.
They care about developing people, not just promoting themselves.

If you want a GM who will build instead of bounce, a Gen X leader with a track record of loyalty and growth is your safest bet.

5. They Aren’t Afraid to Get Dirty

Ageism sometimes paints older candidates as “stuck in the office” or unwilling to do the physical side of the job.

That couldn’t be further from the truth with Gen X GMs — especially those who’ve come up through the ranks.

They’ll:

Push a broom
Run a machine
Train a new hire on a forklift
Climb a mezzanine to check for safety issues

That lead-by-example style is what earns the respect of today’s blue-collar teams. They don’t just manage people — they roll up their sleeves and work alongside them.

6. They’re Tech-Savvy Enough to Compete

Don’t make the mistake of thinking Gen X can’t handle modern tools. This generation:

Learned how to lead without technology — but adapted as it evolved
Embraced ERP systems, scheduling software, and digital reporting tools
Understands the balance between automation and people

In fact, their experience helps them use technology wisely, without losing the human connection that blue-collar workplaces thrive on.

7. They’re Ready Now — No Guesswork Required

Hiring an untested manager often means gambling on potential. With Gen X GMs, you’re getting:

Someone who has already built and led teams
Someone who knows how to deliver on P&Ls
Someone who has coached through tough conversations
Someone who doesn’t need months of handholding

They aren’t learning on your dime — they’re ready to deliver from day one.

Final Thoughts: Don’t Let Bias Cost You a Builder

When blue-collar businesses ignore seasoned, proven leaders in favor of younger, flashier candidates, they aren’t just practicing ageism — they’re making a bad business decision.

Gen X general managers are still hungry, still tough, and still sharp. More importantly, they know how to lead people, solve problems, and drive results in the real world.

If you’re looking for someone to protect your culture, grow your margins, and mentor your team — don’t overlook me.

Because in today’s labor market, experience isn’t a liability.

It’s your greatest untapped asset.