Before we introduced maXzie, we faced the same challenges every month in the service area – i.e. in the workshops at our locations:
1. A difficult-to-understand calculation of performance-related remuneration components, which meant that fitters often only found out whether they would receive a performance bonus and how much it would be when they received their payslips.
2. A high level of manual Excel work, which made transparency difficult, as the personnel administration department spent days compiling the exact data and performing complicated calculations in Excel.
3. Too few adjustment options to truly reflect performance in a fair and differentiated manner.
It was impossible for our technicians to know exactly which level of performance would result in a specific bonus amount before the monthly payroll was processed, or only with a great deal of effort. This is exactly where maXzie came in and provided us with a solution to overcome these challenges and meet the requirements for a transparent, fair and easily comprehensible bonus system.
Today, our motto is: maXzie makes our remuneration transparent, fair and completely comprehensible.
The new bonus system for our workshop employees is now consistently based on quantity, quality and further training – three factors that are essential for our work in the workshop and are finally visible – almost in real time.
maXzie is thus setting a new standard for performance-related remuneration in car dealerships.
The fact that the model has been so well received by the workforce is not only due to the system itself, but also to the close support provided by the maXzie team led by Dr Jonas Berberich. We felt that we were listened to, understood and supported in a highly professional manner at all times. We particularly appreciate the active input, the sharing of valuable experience from other bonus systems, the great helpfulness and the clear commitment to doing everything possible to ensure successful implementation.
maXzie is user-friendly, flexibly adaptable and not only gained immediate acceptance among our staff, but also sparked genuine enthusiasm from division managers to fitters. Management expects this to result in noticeably higher motivation, greater employee satisfaction and better performance – and at the same time, we are fulfilling our responsibility to create a truly fair and transparent remuneration package for our employees.
Remuneration is always a very sensitive issue in any company, and when changing and modernising an existing bonus system, a well-thought-out concept and very careful communication are required to ensure success. After one of the maXzie training sessions for our workshop team, in which Dr Jonas Berberich once again provided us with excellent support, a mechanic who has been working for us for a few years responded to an open question about what he thought of maXzie and the revised bonus system by saying:
‘I used to work for the premium manufacturer [XY], which had a good bonus system […]. But I think the maXzie system and the underlying bonus, which can be achieved through performance, is much better! Finally, we can see what we can earn before the end of the month.’
We look forward to working with the maXzie team to integrate further target bonus systems for our service, sales and administration departments into maXzie, thereby (further) developing attractive and performance-oriented remuneration packages for all areas of work.
