Target Audience: HR professionals, Channel partners, Vendors in Automotive Manufacturing
Delivery Style: Interactive, experiential learning with multimedia engagement
Materials Needed: Flipchart papers, markers, laptops/tablets, projector, sticky notes, timer
MODULE 1: THE RETENTION REALITY CHECK (60 MINUTES)
Opening Hook (10 minutes)
Movie Clip: The Pursuit of Happyness - Chris Gardner's determination scene
- Debrief Question: "What kept Chris going despite overwhelming challenges?"
- Link to Theme: Just like Chris, employees need compelling reasons to stay and fight through difficulties
Interactive Poll & Icebreaker (15 minutes)
Activity: "Retention Thermometer"
- Participants use colored sticky notes to rate current retention challenges:
- Red: Critical issues (High attrition departments)
- Yellow: Moderate concerns (Inconsistent retention)
- Green: Success stories (Low attrition areas)
- Group Mapping: Create visual wall of challenges
Industry Reality Check (20 minutes)
Facilitator Presentation with Interactive Elements
Automotive Industry Attrition Statistics
- Manufacturing sector average: 75% annual turnover
- Automotive specifically: 57% (skilled workers), 89% (entry-level)
- Cost impact: 20-200% of annual salary per departure
Case Study Deep-Dive: Tesla vs Traditional OEMs
Interactive Comparison:
- Tesla Approach: Mission-driven retention, stock options, innovation culture
- Ford Approach: Traditional benefits, job security, structured career paths
- Participant Task: Vote on which approach would work best for their organization
Cost Calculator Workshop (10 minutes)
Individual Activity: "The True Cost of Turnover"
- Template provided:
- Direct costs (recruitment, training, onboarding)
- Indirect costs (productivity loss, knowledge drain, team morale)
- Personal Calculation: Each participant calculates costs for their department
- Shocking Reveal: Average automotive company loses $2.3M annually to turnover
Bollywood Connection (5 minutes)
Movie Clip: 3 Idiots - "Pursue Excellence, Success Will Follow"
https://youtu.be/sCG7fcl9Pbo?si=vCcs6OTTY4ZOYnwc
- Discussion: How this philosophy applies to employee retention
- Key Insight: Focus on employee growth/satisfaction; retention follows naturally
MODULE 2: THE PSYCHOLOGY OF STAYING (75 MINUTES)
Opening Energizer (10 minutes)
Movie Clip: Jerry Maguire - "Help me help you" scene
https://youtu.be/hPqZPv-5iJ4?si=PgsiioyOQurSa16c
- Interactive Question: "When have you felt most supported at work?"
- Pair-Share: Participants discuss with partners, then share insights
Maslow's Hierarchy Workshop (25 minutes)
Activity: "Building the Automotive Worker's Pyramid"
Interactive Pyramid Construction
Teams of 5-6 build physical pyramids using cards:
- Level 1: Basic needs (Competitive salary, safe working conditions, job security)
- Level 2: Safety (Health insurance, retirement benefits, workplace safety protocols)
- Level 3: Belonging (Team integration, company culture, peer relationships)
- Level 4: Esteem (Recognition programs, career advancement, skill development)
- Level 5: Self-actualization (Innovation opportunities, leadership roles, meaningful work)
Debrief: Which levels is your organization strongest/weakest at?
Case Study Breakout (25 minutes)
Activity: "Mahindra's Retention Revolution"
Background Briefing
Mahindra reduced attrition from 23% to 8% in 3 years through:
- Rise Program (internal entrepreneurship)
- Flexible work arrangements
- Continuous learning platforms
- Employee stock ownership
Breakout Session
4 Groups analyze different aspects:
- Group A: Leadership development initiatives
- Group B: Work-life integration programs
- Group C: Recognition and rewards systems
- Group D: Career progression pathways
Each group presents 3-minute findings
Role-Play Exercise: Exit Interview Mastery (10 minutes)
Activity: "The Real Reasons People Leave"
Scenario Cards
Participants receive different exit scenarios:
- Scenario 1: High performer leaving for competitor
- Scenario 2: Mid-level manager citing work-life balance
- Scenario 3: New hire leaving within 90 days
- Scenario 4: Long-term employee retiring early
Role-play structure: 3 minutes conversation, 2 minutes feedback
Hollywood Insight (5 minutes)
Movie Clip:
The leadership Style: Andy's Interview
Leadership Style 1 - Miranda
Leadership Style 2 - Nigel
The freedom - The Devil Wears Prada - Miranda vs Nigel leadership styles
- Discussion: Toxic vs supportive leadership impact on retention
- Reflection: What leadership behaviors drive people away vs keep them engaged?
BREAK (15 MINUTES)
MODULE 3: BUILDING YOUR RETENTION TOOLKIT (90 MINUTES)
Opening Inspiration (10 minutes)
Movie Clip: Dangal - Mahavir coaching his daughters
- Theme Introduction: Great coaching and development keeps talent engaged
- Question to Audience: "Who was your best manager/coach, and why did they inspire loyalty?"
Strategy Carousel (60 minutes)
Activity: "Retention Tools Marketplace"
Setup: 6 Stations, 10 minutes each
Teams rotate through stations, building comprehensive toolkit
Station 1: Career Pathing Workshop
Tools Provided:
- Career ladder templates for automotive roles
- Skills assessment matrices
- Individual development planning worksheets
Activity: Design 3-year career path for different automotive roles:
- Assembly line worker → Team lead → Supervisor
- Quality inspector → Quality manager → Plant quality head
- Sales executive → Regional manager → National sales head
Automotive Example: Toyota's internal promotion rate of 85%
Station 2: Recognition Programs Design
Tools Provided:
- Recognition program templates
- Budget allocation worksheets
- ROI calculators
Activity: Create multi-tier recognition system
- Daily: Peer-to-peer appreciation
- Monthly: Manager recognition awards
- Quarterly: Company-wide excellence awards
- Annual: Hall of fame inductions
Case Study: Tata Motors' "Tata Values Awards" program
Station 3: Work-Life Balance Initiatives
Tools Provided:
- Flexibility policy templates
- Wellness program ideas
- Family engagement strategies
Activity: Design comprehensive work-life integration program
- Flexible scheduling options
- Family engagement events
- Health and wellness initiatives
- Stress management programs
Industry Example: Honda's "Associates First" philosophy
Station 4: Compensation Benchmarking
Tools Provided:
- Salary survey data
- Total rewards calculators
- Equity program templates
Activity: Build competitive compensation framework
- Base salary positioning
- Variable pay structures
- Long-term incentives
- Non-monetary benefits
Real Data: Use actual automotive industry compensation data
Station 5: Manager Training Modules
Tools Provided:
- Manager capability assessment
- Training module outlines
- Coaching conversation guides
Activity: Design manager development curriculum
- Retention conversations
- Performance coaching
- Career development discussions
- Recognition delivery
Best Practice: BMW's manager certification program
Station 6: Culture Building Activities
Tools Provided:
- Culture assessment tools
- Engagement survey templates
- Culture change action plans
Activity: Create culture transformation roadmap
- Values definition and embedding
- Communication strategies
- Leadership modeling behaviors
- Culture measurement systems
Success Story: Maruti Suzuki's "Way of Life" culture program
Interactive Design Challenge (15 minutes)
Activity: "Retention Campaign Creation"
Challenge Parameters
Teams create targeted retention campaigns for specific segments:
- Millennials in manufacturing
- Experienced technicians
- High-potential leaders
- Remote/hybrid workers
Deliverable: 5-minute pitch including:
- Target audience analysis
- Key retention drivers
- Specific interventions
- Success metrics
- Implementation timeline
Gallery Walk & Voting (5 minutes)
Peer Evaluation: Participants vote for most innovative, practical, and impactful campaigns
BREAK (15 MINUTES)
MODULE 4: CHANNEL PARTNERS & VENDOR RETENTION (75 MINUTES)
Opening Scene-Setter (10 minutes)
Movie Clip: The Social Network - Partnership negotiation scene
- Key Learning: Relationships are about mutual value creation
- Industry Context: Automotive ecosystem depends on strong partner relationships
Stakeholder Mapping Exercise (20 minutes)
Activity: "Automotive Ecosystem Web"
Visual Mapping Session
Large wall chart with organization at center:
- Inner Circle: Direct dealers, key suppliers, service partners
- Middle Circle: Regional distributors, component vendors, logistics partners
- Outer Circle: Industry associations, regulatory bodies, technology partners
Relationship Assessment
Color-coding system:
- Green: Strong, loyal relationships
- Yellow: Stable but could improve
- Red: At-risk or problematic relationships
Discussion: Which relationships are most critical to business success?
Case Study Analysis (25 minutes)
Activity: "Maruti Suzuki's Dealer Success Formula"
Background Brief
Maruti Suzuki has lowest dealer attrition in Indian automotive industry (less than 2% annually)
Success Factors Deep-Dive
4 Analysis Groups:
- Group A: Financial support and incentive structures
- Group B: Training and capability building programs
- Group C: Technology integration and support systems
- Group D: Communication and relationship management
Case Study Data Provided
- Dealer profitability metrics
- Training program details
- Technology platform information
- Communication frequency and methods
Group Presentations: 5 minutes each with key learnings
Interactive Simulation (15 minutes)
Activity: "Vendor Relationship Crisis Management"
Scenario Setup
Real-world situations drawn from automotive industry:
- Scenario A: Key supplier threatening to terminate due to payment delays
- Scenario B: Dealer network upset about new competition from online sales
- Scenario C: Service partner demanding exclusive territory rights
- Scenario D: Technology vendor raising prices significantly mid-contract
Simulation Structure
- 5 minutes: Team strategy development
- 8 minutes: Negotiation role-play
- 2 minutes: Outcome assessment and learning capture
Debrief Focus: Relationship preservation vs business requirements
Bollywood Business Wisdom (5 minutes)
Movie Clip: Rocket Singh: Salesman of the Year - Relationship-first approach
- Key Message: Sustainable business success comes from genuine care for all stakeholders
- Application: How this applies to vendor and partner retention
- Reflection Question: "How can we shift from transactional to relationship-based partnerships?"
MODULE 5: IMPLEMENTATION & MEASUREMENT MASTERY (45 MINUTES)
Opening Power Scene (5 minutes)
Movie Clip: Ford v Ferrari - Team collaboration under pressure
- Theme: Great teams execute under pressure with clear goals and strong relationships
- Transition: "Now let's turn insights into action"
Action Planning Workshop (25 minutes)
Activity: "90-Day Retention Roadmap"
Individual Planning Session (15 minutes)
Template provided for personal action planning:
Phase 1 (Days 1-30): Foundation
- Retention baseline measurement
- Stakeholder engagement initiation
- Quick wins identification
- Team alignment activities
Phase 2 (Days 31-60): Implementation
- Core program rollout
- Manager training delivery
- Communication cascade
- Feedback collection systems
Phase 3 (Days 61-90): Optimization
- Data analysis and insights
- Program refinements
- Success story documentation
- Scale-up planning
Accountability Partner Pairing (10 minutes)
Structured partner sessions:
- Share individual plans
- Identify mutual support opportunities
- Schedule follow-up check-ins
- Exchange contact information
Metrics Dashboard Creation (10 minutes)
Activity: "Retention KPI Builder"
Dashboard Components
Participants create personalized dashboards:
Leading Indicators:
- Employee engagement scores
- Manager effectiveness ratings
- Career development participation
- Recognition frequency
Lagging Indicators:
- Voluntary turnover rates
- Time to fill positions
- Employee referral rates
- Exit survey insights
Partner/Vendor Metrics:
- Partnership satisfaction scores
- Contract renewal rates
- Collaboration index
- Value creation metrics
Tools Provided: Excel/Google Sheets templates for immediate use
Commitment Circle (3 minutes)
Activity: "Public Commitments"
- Each participant states one specific action they will take within 7 days
- Group provides encouragement and support
- Creates accountability and momentum
Closing Inspiration (2 minutes)
Movie Clip: Hidden Figures - Valuing every team member's contribution
- Final Message: Every employee, partner, and vendor has unique value to contribute
- Call to Action: "Your role is to help them see and achieve their potential"
- Workshop Closure: "Drive to retain - the journey starts now!"
FACILITATOR RESOURCES
Pre-Workshop Checklist
- Movie clips downloaded and tested
- All templates printed and organized
- Flipchart papers and materials ready
- Room setup for collaboration
- Participant contact information collected
- Industry data and case studies prepared
Materials List
Physical Materials:
- Flipchart paper (20 sheets)
- Markers (various colors)
- Sticky notes (multiple colors)
- Name tags and markers
- Timer/stopwatch
- Masking tape
Digital Materials:
- Laptop/projector for clips
- WiFi access for research
- Templates on USB drives
- Contact sharing mechanism
- Follow-up communication plan
Follow-Up Action Plan
Week 1: Individual check-in emails with resources Week 4: Progress sharing session (virtual) Week 8: Success story collection Week 12: Impact measurement and celebration
Additional Resources for Participants
- Industry benchmarking data sources
- Template library access
- Best practice case study collection
- Expert contact network
- Online community platform access
EXPECTED OUTCOMES
Immediate (End of Workshop):
- Clear understanding of retention psychology and strategies
- Personalized 90-day action plans
- Accountability partnerships established
- Comprehensive toolkit for implementation
30 Days Post-Workshop:
- Initial retention initiatives launched
- Baseline measurements established
- Stakeholder engagement begun
- Quick wins achieved and documented
90 Days Post-Workshop:
- Measurable improvement in engagement scores
- Reduction in early-stage turnover
- Strengthened partner relationships
- Culture of retention established
Long-term (6-12 months):
- Significant reduction in overall attrition rates
- Improved employer brand and reputation
- Cost savings from reduced turnover
- Enhanced competitive advantage through talent retention
"In the automotive industry, the best retention strategy is not just keeping people from leaving - it's creating an environment where they never want to leave."
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