Beyond the Paycheck: How rural employers build legacies and save small towns

As regional vice president for the northern region of the Michigan Manufacturing Center in Traverse City, Kevin Olds knows that rural employers do much more than generate paychecks for residents.

“Successful businesses provide a living wage and a good experience. They’re keeping their communities relevant,” Olds said. “They’re keeping restaurants open. They’re keeping Dollar Generals open.”

Olds’ role is to provide training for small to medium businesses in the Traverse City region. Many of the businesses he serves are rural. The MMTC is funded by the federal government, through state funding and through private contributions. The office hosts free and low-cost events and offers training designed to boost productivity and enhance employee skills and engagement. Examples include Industry 4.0, LEAN Manufacturing and various leadership offerings. Consulting services and expansion layout planning
assistance is also available.   

Olds has worked extensively with M R Products in Copemish, a village in Manistee County in Northern Michigan. The 65-year-old company is best known for its line of Mr. Chain plastic barrier chain products. Olds helped lead a strategic planning meeting a few years ago and helps facilitate quarterly and annual
check-in sessions.

“We have a really deep relationship with them,” he said.

M R Products President Ryan Schultz said he sends as many employees as possible to MMTC training events. Everyone participated in an airplane-building simulation that illustrated the importance of working together to accomplish a common goal and keeping the big picture in mind.

“They do a lot of good trainings for us,” Schultz said.

Schultz puts an emphasis on communication and training and works hard to make sure his employees feel valued. Schultz shared tips about how the company works to retain and attract employees at last spring’s Small Town and Rural Development Conference hosted by the Community Economic Development Association of Michigan (CEDAM).

“I want people who want to be part of the solution,” Schultz said, explaining that he meets with each employee group on a monthly basis and welcomes their input. “We want your communication,” he tells his employees. “We can’t act on your ideas if you don’t share them.”

Schultz said there is only one other domestic plastic chain manufacturer.

“We believe we are the world’s largest plastic chain manufacturer,” he said, explaining that 16 miles of plastic chain can be produced on site each day.

The company uses injection molding presses to create plastic chain and other crowd management products. The black plastic chain that’s strung across closed aisles in Meijer stores is the company’s most recognizable product. Other products include traffic cones, plastic stanchions, ground poles and utility stakes.

During the pandemic when crowd control was so important, the company’s workforce expanded from 68 to 125. It has remained steady since then. The company now employs 140 people, while the community of Copemish boasts a mere 196 residents. 

“If a company like M R Products isn’t successful, the whole community falls apart,” Olds said. “Keeping employees happy keeps the community alive.”

In a rural community, it isn’t uncommon for three generations of family members to work in different
departments at the same business, Olds noted. And many jobs in rural communities are filled through word-of-mouth rather than advertising or recruiting. That’s one reason it’s important for an employer to have a positive reputation throughout the region.

Olds said Schultz and M R Products owner Maree Russo Mulvoy are great people who work hard to keep their employees happy.

“They’re always thinking about what they can do next to better serve their employees. They’re very caring and they want to make sure they retain their talent,” Olds said. “It goes beyond providing a living wage. People need to feel like they are genuinely valued.”

For instance, after consulting with an occupational therapist, Schultz and Mulvoy purchased new work shoes for their operators who spend their days standing on concrete floors. As a result, cycle times improved and Schultz said the shoes paid for themselves five times over.

“We just try to treat people right,” Schultz said.

Schultz acknowledged that it can be a challenge to recruit employees in a rural community, but he has a wide net because he values attitude and a willingness to learn over prior experience.

“If you have a passion for life, we’ll figure out a way to make it work,” he said. “As long as you want to learn and grow, we’ll figure out the right role for you and we’ll work on training.”

He’s willing to hire recent high school graduates as well as retirees who want to get back into the workforce – and everyone in between. While some of the company’s employees have been there for 20 and even 40 years, most work for an average of seven years.

“If I can get three-and-a-half years out of somebody, that’s awesome,” he said.

Schultz has been with the company for 12 years and began as a controller, a role he held for three years. Originally, he had planned to work as a CPA, but Mulvoy recruited him and his path evolved differently. Mulvoy took over the company that was founded by her father Michael T. Russo in1960. 

Under Mulvoy’s guidance, the company has achieved impressive milestones, including tripling its revenue and quadrupling the number of dedicated employees. The company is also a certified Women-Owned Business and a qualified small business and has been recognized by the Department of Labor for its Certified Apprenticeship Program. 

Andrew Drobena serves as the company’s inside sales manager. He was hired as a machine operator in February 2022 after being laid off during the pandemic. He quickly advanced to forklift operator and was then promoted to assistant shipping manager. Drobena credited his rapid advancement to dedication and adaptability.

He said his current role challenges him in new ways and pushes him outside of his comfort zone.

“I value the opportunity to grow and continue developing new skills while contributing to the company’s success,” he said. “This promotion reflects the recognition of my hard work, dedication, and eagerness to learn.“

Schultz is a hockey coach and thinks his players and his employees should all have the same positive attitude.

“If you show up unhappy at your job, you should move on,” he said. Likewise, he said, “If I have to micromanage you, this is not the place for you.”

Trust and communication are essential ingredients in a successful workplace, he said. 

“Trust your employees,” he said. “That’s the biggest thing for me. If an employee does
their work, we can be as flexible with them as possible.”

Drobena said he applied at M R Products because it’s near his house and thought it would be convenient to work there.

“After meeting with HR, I was offered the position on the spot,” he said.

He shares the positive mindset that Schultz values so highly.

“Show up every day with positivity, curiosity, and the drive to take on new challenges,” is his advice for others who are striving for success in business.

“Growth follows those who are willing to learn.”

Schultz thinks his most important role is to ensure that his employees can be successful.

“My job is to get rid of the barriers so you can do your job,” he tells his employees.

Drobena said empowerment like that goes a long way toward making employees feel valued, keeping them happy and engaged.

“I’ve come to truly appreciate the supportive, family‑like culture and the laid‑back environment, along with the strong incentive programs that make working here rewarding,” he said.