Contact Us

Automotive supplier with approx. 20,000 employees in the LATAM region

Key Challenge

The client’s production facilities faced an unsustainably high rate of early-stage employee turnover. Specifically, a significant percentage of newly hired assembly operators were resigning within their first three months of employment. This revolving-door effect severely destabilised assembly line efficiency, increased replacement costs, and disrupted delivery schedules. Ewolves was retained to diagnose the root causes of this early-stage attrition and implement interventions to rapidly secure employee retention and frontline integration.

Root Cause

A comprehensive discovery phase was launched, consisting of a tailored Workforce Readiness Check, a total re-evaluation of the existing employee workplace climate surveys, and 22 structured stakeholder interviews. The diagnostic identified five critical systemic failures:

  • Complex Bonus Architecture: The legacy incentive structure was counterproductive, fostering toxic team dynamics that inadvertently isolated new hires and prevented them from feeling integrated.

  • Ineffective Leadership Infrastructure: Poor supervisory ratios and unoptimised management processes prevented supervisors from delivering regular performance feedback or executing effective team leadership.

  • Ambiguous Organisational Culture & Values: A distinct absence of defined cultural standards meant there were no mechanisms to guide positive behaviors or curb counterproductive workplace practices.

  • Flawed Recruitment & Onboarding Lifecycles: The hiring process lacked competency-based assessment tools, and a standard “ideal operator profile” did not exist. Furthermore, the onboarding curriculum was detached from reality, failing to prepare new hires for actual production floor conditions.

  • Deficiencies in HR Strategy & Systems: Overly manual administrative processes and low levels of automation bottlenecked mass-hiring efficiency. This was compounded by the absence of a proactive sourcing strategy, resulting in low applicant volumes that failed to reliably feed the recruitment funnel.

What We Have Done

Ewolves engineered an immediate, data-driven operational intervention strategy deployed directly on the production floor:

  • Workforce Readiness Diagnostics: Executed a comprehensive audit of the frontline environment, re-engineering legacy survey datasets through advanced analytics.

  • Cross-Functional Stakeholder Alignment: Conducted 22 deep-dive interviews with factory leadership, HR, and floor supervisors to capture localized operational friction.

  • Onboarding Programme Re-Architecture: Designed and launched a highly practical, reality-based onboarding curriculum in a pilot production plant to better prepare operators for real-world working conditions.

  • Incentive & Bonus Restructuring: Overhauled and simplified the legacy operator bonus framework to eliminate negative team friction and encourage collective integration.

  • Digital Recruiting Optimisation: Deployed rapid-deployment automation tools—such as Power Apps and QR-coded job advertisements—to eliminate manual recruitment steps and maximize applicant intake.

  • Value-Driven Engagement Programmes: Rolled out behavioral orientation frameworks, establishing culture-building initiatives titled “Take Care” and “We All Win”.

  • Governance & Whistleblowing Streamlining: Overhauled internal compliance reporting mechanisms to simplify communication and grant anonymous, frictionless channels to frontline operators.

Our Impact

Following a strict 6-month implementation timeline, the intervention yielded immediate, quantifiable performance gains across the client’s industrial operations:

Operational Metric Strategic Outcome (6-Month Mark)
Early-Stage Attrition (Pilot Plant) Reduced by 2% via the newly structured onboarding curriculum
Turnover Mitigation (Production Site) Reduced by an additional 1% driven by the overhauled bonus structure
Talent Pipeline Velocity Substantially expanded applicant volume through QR codes and Power Apps automation
Cultural Alignment Achieved a stronger behavioral orientation and clearer goal alignment among shop-floor operators
Compliance & Transparency Whistleblowing utilisation surged from 0 to 37 cases in 4 months due to process simplification and improved communication

Client Feedback

“I never thought that the bonus structure is part of the problem.”

— Regional General Manager, LATAM Automotive Operations

“The international expertise and trustworthy collaboration with Ewolves’ on-site staff in Mexico, as well as the use of AI to re-evaluate our employee survey, significantly contributed to the success of the project.”

— Corporate Commentary via ProvenExpert 

Mexican company in the food industry with 13 different brands and approximately 1000 employees

Automotive supplier with approx. 20,000 employees in the LATAM region

African lifestyle hotel chain with approx. 750 employees across multiple African countries

Healthcare group with approx. 2,000 employees across Mexico, Germany, and the U.S.

Scroll to Top
Julia Lemmer
Ewolves expert based in Malawi, Africa and owner of Hanaco Consulting in Brussels Belgium. Executive Coach and expert in
organizational development, transformation, change management and organizational culture.

Berufspraxis:

  • Mehr als 15 Jahre Beratungserfahrung mit Fokus auf Organisations- und Führungskräfteentwicklung, davon über 10 Jahre in Führungspositionen; Projekterfahrung in Europa, Afrika und Asien
  • Zertifizierte Coach (Professional Co-Active Coach, Management Coach, ICF PCC Zertifikat) mit über 1.000 Stunden Coaching-Erfahrung in der Begleitung von Führungskräften und Talenten
  • Konzeption, Durchführung und Evaluation von Führungskräfteentwicklungsprogrammen für internationale Organisationen
  • Entwicklung und Implementierung von HR-Strategien, Prozessen und Instrumenten
  • Change Management Expertise: Begleitung von Transformationsprozessen, u.a. Entwicklung von Führungsleitlinien, Feedback-Kultur und Lean Management-Initiativen
  • Erfahrung im Management komplexer Projekte mit Budgets in Millionenhöhe

Was mich antreibt:

Ich glaube fest daran: Große Veränderungen entstehen im Kleinen. In unserem täglichen Handeln als Individuen, als Teams und als Organisationen – durch viele kleine Schritte. In der Art, wie wir führen, miteinander umgehen und Organisationen gestalten. Mein Antrieb ist es, Menschen, Teams und Organisationen dabei zu unterstützen, ihr volles Potenzial zu entfalten. Mit analytischem Blick und pragmatischen Lösungen begleite ich sie dabei, Verantwortung zu übernehmen und die Veränderungen zu bewirken, die sie sich für ihr Umfeld wünschen. Meine besondere Stärke liegt darin, genau zuzuhören und den Blick für das Zusammenspiel zwischen Menschen und System zu schärfen.

BOOK AN APPOINTMENT

Ramona Litzenberger

Founder of ewolves®

  • Kleve, Germany
Book an Appointment

Founder of ewolves®, expert in strategic human resource management and development, and certified business mediator. Consulting focus: Establishing the right employee structures aligned with business goals and as part of a healthy organizational culture.

Professional Experiences:

  • 18 years of consulting experience in HR strategy consulting at renowned consulting firms and as an independent consultant.
  • International project assignments involving design and implementation support, typically lasting 6-12 months, for corporations (with more than 200,000 employees), as well as medium-sized and family-owned businesses in various industries.
  • Over 10 years of living and working abroad,
    including 6 years in Mexico.
  • Certified business mediator.
  • MBA – Master of Business Administration, Tias Nimbas Business School, Netherlands, graduated summa cum laude and awarded best student in 2013.
  • Fluent in German, English, and Spanish.

What Motivates Me:

I am driven by a positive outlook on life. “Ethics First, Team Up & Think Positive” are the values ​​I stand for. My guiding principle is “Nothing is impossible,” because there’s always a way: daring to leave your comfort zone and involving others to best utilize the collective intelligence of the team in finding solutions.

Through my work, I want to contribute to maintaining a strong middle class in Germany and building economies in developing and emerging countries – elements that, in my view, are essential for the democracy of tomorrow (and the world of tomorrow for my children). I love working with a wide variety of people and appreciate everyone’s unique quirks and idiosyncrasies.