Change Management Consulting

Webasto Group

Global communication & change management campaign

Webasto has set up a new Performance & Development Management process that focuses on employees in the spirit of true people centricity.
This is accompanied by the implementation of the SAP SuccessFactors “Performance & Goals” module, which, in addition to the mindset, is also intended to provide the technological basis for the upcoming change. The aim was to provide the best possible support for both from a communications and change perspective.

As one of the top 100 automotive suppliers worldwide, Webasto is actively shaping the transformation of the industry with its know-how and future-oriented solutions. With more than 50 locations worldwide, Webasto is always close to its customers around the globe and offers, among other things: Innovative roof systems for exceptional design and more enjoyment of mobility as well as powerful heating and battery systems for efficient and dynamic electromobility.

“Especially when introducing a new system, it is important not to focus solely on the technology, but to answer the “why” of the changes in a business context. This enables us to take our employees on the journey with us right from the start in line with our people centricity and to enable them to embrace the changes.”
Theresa Einhoff
Director HR Development & Learning
Webasto Group

Triggering enthusiasm instead of resistance

Webasto has been a major player in the market for roof and heating systems for decades. In 2016, the decision was made not only to further expand the core business, but also to tap into new growth opportunities in the field of electromobility. In a very short time, the company has successfully established itself in this market with its extended product range.

In order to break new ground in the area of performance and development and to position the company in line with the times, a tailor-made performance and development management process including technological support was designed, which had to be introduced in such a way that it was accepted and practiced by the stakeholders concerned. The challenge was to come up with an overarching campaign motto that would appeal to employees and generate enthusiasm rather than resistance. Due to the global project focus in particular, it was important to validate communication ideas at an early stage and ensure transparency with regard to the procedure.


Sparring sessions for a coherent concept

During various sparring sessions, the content of the new performance concept was first fine-tuned in order to bring a viable and coherent concept to the road. The developed measures were then iteratively translated into an activity plan in close coordination with the project team in order to translate the messages into appealing and target group-specific formats. With the motto “We Perform. To Grow. To Win. Together.”, a communicative umbrella was created that expresses the intention of the project towards a high-performance culture and at the same time underlines the claim towards people centricity.



Early involvement of relevant stakeholders to create the necessary transparency and acceptance.


Participatory development of the results as a basis for the early validation of possible results.


Quick agreement on core communicative elements regarding the rollout and for picking up the individual target groups.
Service areas

  • Change Management
    Use of a well-founded change story as the basis for consistent storytelling during implementation.
  • Performance management
    Rethinking the performance management process as a prerequisite for true people centricity.
  • Transformation
    Creating synergies between content-driven and technology-driven change.
Ready for innovation? Ready for innovation?
Ready for innovation? Ready for innovation?
Ready for innovation? Ready for innovation?
Ready for innovation? Ready for innovation?
Lucas Senzel
Director HXM-Transformation Get in touch

What the blog?!


Skills – the new currency for transforming the world of work

The focus is increasingly on skill-based models that enable companies to make the best possible use of their employees’ potential.


HR trends 2024

Attention – hot & greasy: Our HR bucket list 2024 is here! ? What will be important for HR departments in 2024? You can find the answer to this question here.


Rehiring: Back to the ex – is it worth it?

Rehiring is all the rage. Here you can find out about the opportunities, risks and measures for successful rehiring.