CASE STUDY 
Deputy General Manager 

Brief

Our client, a leading global automotive manufacturer, had recently acquired a critical production facility in rural Poland. The facility had been through a challenging transition, carrying the reputation of its previous ownership, which left employees feeling demotivated and insecure about their roles. The newly appointed Deputy General Manager would be responsible for 75% of the site's workforce, leading key operational areas while improving retention, morale, and productivity. This leadership role was pivotal for bringing stability to the site, optimizing performance, and ensuring alignment with the company’s long-term goals.

Our Process

We concentrated on identifying candidates who had demonstrated strong leadership in difficult environments, with a specific focus on workforce retention, operational optimization, and team motivation. Given the rural location and history of turnover, we needed someone who could build trust quickly, inspire the workforce, and implement operational efficiencies.

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• We prioritized candidates with a history of successfully leading large teams through periods of uncertainty and change, particularly in challenging environments.

• Extensive discussions with the client allowed us to refine the candidate profile to ensure the new leader could effectively address retention challenges, create a culture of openness, and drive productivity improvements.

• We also emphasized the need for someone with the vision to foster long-term growth, balancing daily operational needs with broader strategic initiatives.

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Challenges

The primary challenge was restoring trust in the leadership following the acquisition and management turnover. The workforce had endured multiple changes in senior management, leading to low morale and job insecurity. The new Deputy General Manager had to be capable of unifying departments and inspiring them to strive for excellence.

Another challenge was the location of the plant. Situated in a rural area with few local manufacturers, attracting the right candidate was difficult. The individual needed to be comfortable working in a remote setting while motivating a workforce that had limited access to broader career opportunities.

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Result

We successfully placed a highly experienced Deputy General Manager with a strong background in leadership, team motivation, and operational optimization. The candidate brought expertise in managing large teams through periods of uncertainty and was able to implement effective communication strategies to address employee concerns, improving both retention and engagement.

In the first few months, the new leader focused on strengthening team cohesion, fostering a culture of accountability and trust, and implementing operational improvements that streamlined processes and boosted productivity. This leadership not only helped stabilize the plant but also set a clear path for its future growth, establishing a positive work environment and solidifying the site’s critical role in the company’s operations.