Case Study 3: Revitalizing a Manufacturing Plant’s Workforce in Plovdiv

Client Background

Company: 30-year-old automotive parts factory based near Plovdiv.
Employees: 220 (mostly aged 45+).
Industry: Manufacturing.
Challenge Duration: 10 months (2023–2024).

The Challenge

The manufacturer faced a dual crisis:

Youth Exodus: 70% of workers under 30 left within a year, citing “no future” in manufacturing.
Skills Shortage: Aging workforce lacked digital skills (e.g., operating IoT-enabled machinery).

Low Engagement: Only 40% participated in annual training.

Implementation

Root-Cause Analysis:

Conducted “Stay Interviews” with 50 employees.
Mapped skills against future automation plans.

Co-Creation Workshops:

Employees designed retention strategies (e.g., mentorship programs).

Изпълнение

Step 1: Modernizing Career Paths

Launched a “Skills Passport” program:
- Workers earned badges for mastering new machinery.
- Linked promotions to passport milestones.
Partnered with Plovdiv Technical College for night classes in robotics.

Step 2: Youth Engagement

Created a “Young Leaders Team” to advise management on workplace improvements.
Added gamified KPIs (e.g., bonuses for hitting team productivity targets).

Step 3: Health & Wellbeing

On-site psychological support and workstation redesigns.
“Mental Health Day” (1 extra paid days off annually).

Results

Turnover Reduction: From 30% to 17% in 12 months.
Productivity Boost: 15% increase in output per shift.
Succession Pipeline: 25% of senior roles filled internally.

Quote from Employee:

“For the first time, I feel valued here. The Skills Passport helped me become a team leader.”
— Dimitar Petrov, Production Line Worker