Comparing company personalities using our twelve topic Culture framework reveals the strengths and weaknesses of company cultural behaviours and their employee value drivers. Enjoy our Head to Head series for CultureExperts
Who wins:
BMW Group: More Purpose, Pay & Reward, Empowered, Progressive, D&I, Career Progression,
Mercedes-Benz AG: More Collaborative, Learning & Development
Key Observations and Analysis
Cultural Behaviors
- Agility & Bureaucracy
BMW scores -60.6%, while Mercedes-Benz scores slightly lower at -69.5%. These negative scores suggest that employees in both companies perceive a high level of bureaucracy, which limits agility, with Mercedes-Benz showing a greater gap. Streamlining processes to reduce bureaucratic constraints could enhance adaptability and responsiveness in both organizations, an important asset in the competitive automotive industry. - Empowered
BMW has a score of +3.6%, while Mercedes-Benz scores -18.1%. BMW’s positive score suggests that employees feel a moderate level of empowerment, while Mercedes-Benz’s negative score reflects a perception of limited autonomy. Enhancing empowerment initiatives at Mercedes-Benz could improve engagement, aligning it more closely with BMW’s approach. - Progressive
BMW scores -30.5%, while Mercedes-Benz scores lower at -56.9%. These scores indicate that both companies are perceived as somewhat conservative, with Mercedes-Benz viewed as less progressive. Increasing the emphasis on innovation and future-focused practices could benefit both organizations, especially as the industry shifts towards electric and autonomous vehicles. - Diversity & Inclusion (D&I)
BMW has a score of +6.7%, while Mercedes-Benz has a lower score of +1.4%. Both scores are low but positive, indicating some level of inclusivity. Enhancing D&I efforts could help each brand create a more inclusive workplace, which is essential for attracting a diverse talent pool in the global market. - Collaborative
BMW scores +36.7%, with Mercedes-Benz slightly higher at +37.7%. Both companies display strong positive sentiment regarding collaboration, suggesting that employees perceive a favorable culture of teamwork. This collaborative environment is beneficial for large-scale, cross-functional projects typical in automotive engineering and production. - Supportive
BMW has a score of -26.8%, while Mercedes-Benz scores lower at -34.9%. Both scores are negative, suggesting that employees may feel they lack adequate support from leadership and peers, with Mercedes-Benz showing a more pronounced gap. Strengthening support structures, such as mentorship programs and leadership accessibility, could help improve employee satisfaction in both companies.
Employee Value Drivers
- Purpose
BMW scores -66.2%, while Mercedes-Benz scores -69.5%. These negative scores indicate that employees in both companies feel a disconnect from the organization’s mission, with Mercedes-Benz showing a slightly larger gap. Improving purpose alignment by communicating the brand’s vision and societal impact could help foster a stronger sense of motivation and commitment among employees. - Work-Life Balance
BMW scores -3.0%, while Mercedes-Benz scores -16.4%. Both companies show slightly negative sentiment, though BMW’s score suggests a more balanced work-life environment compared to Mercedes-Benz. Addressing work-life balance concerns at Mercedes-Benz could enhance employee satisfaction and retention. - Learning & Development
Mercedes-Benz scores +65.0%, which is higher than BMW’s +51.2%. Both companies show strong positive sentiment, indicating that employees appreciate the learning and development opportunities provided. Maintaining robust development programs could be beneficial for both organizations as they navigate technological advancements in the automotive sector. - Career Progression
BMW has a score of -55.2%, while Mercedes-Benz scores slightly lower at -61.1%. Both scores are negative, suggesting that employees feel limited in their career advancement opportunities. Providing clearer pathways for progression and transparent criteria for promotions could help both companies retain talent and enhance motivation. - Pay & Rewards
BMW scores +35.8%, while Mercedes-Benz scores lower at +24.3%. Both companies show positive sentiment regarding pay and rewards, although BMW’s higher score suggests stronger alignment with employee expectations in this area. Competitive compensation is critical for attracting and retaining skilled professionals in the automotive industry. - Tech in Workplace
BMW has a score of +17.0%, while Mercedes-Benz scores -7.2%. BMW’s positive score indicates satisfaction with workplace technology, while Mercedes-Benz’s negative score suggests some dissatisfaction. Investing in updated technology at Mercedes-Benz could enhance productivity and support employee satisfaction, especially as the automotive industry embraces digital transformation.
Summary
In summary, Mercedes-Benz demonstrates strengths in learning and development (+65.0%) and collaboration (+37.7%), while BMW shows strengths in empowerment (+3.6%) and tech in the workplace (+17.0%). Both companies could benefit from improvements in purpose alignment, career progression, and support structures. Mercedes-Benz might focus on enhancing work-life balance and empowerment, while BMW could benefit from an increased emphasis on progressive practices.
This analysis highlights key cultural and employee value drivers for BMW and Mercedes-Benz, identifying areas where strategic improvements could enhance employee satisfaction and engagement in a competitive automotive market.
Ready to Benchmark Culture?
Interested in Culture Intelligence and key questions like:
- What makes one Culture more effective than another?
- Does one Cultural personality have more success in the long run and short run? Is a company personality like the signature of the management?
In this series, we explore different Company personalities and how they compare.
Follow us on Linkedin