12/06/2025
The automotive industry stands at a critical crossroads, pushed by rapid technological innovation, shifting regulatory landscapes, and the race to electrification. At the heart of this transformation lies a challenge that is less visible, but arguably more existential: The growing shortage of skilled labour. According to the German Institute for Employment Research (IAB), Germany’s automotive sector alone faced a shortfall of approximately 80,000 skilled professionals in 2024. The UK adds to the alarm, with more than 20,000 unfilled motor trade roles and only 27% of its workforce trained to safely service electric vehicles.
This isn’t just a labour gap; it’s a strategic bottleneck. As vehicles evolve into rolling software platforms, the sector now competes not just with its peers but with technology companies, startups, and fintechs for the same scarce talent: AI engineers, battery specialists, cybersecurity analysts, and cloud architects. Traditional apprenticeship pipelines cannot meet this demand, especially as nearly a third of the current automotive engineering workforce in Germany is over 50.
At the same time, younger professionals, particularly Millennials and Gen Z, expect something fundamentally different from their employers. Digital fluency, location independence, seamless IT experiences, and continual learning opportunities are all in demand. For companies still anchored to legacy workplace models, these expectations pose a daunting challenge. But for those ready to adapt, they offer a blueprint for competitive advantage.
Why the Traditional Automotive Workplace is Over
Automotive work environments have historically centred on physical presence, hierarchical management, and fixed schedules. This model, while effective in the industrial age, is increasingly misaligned with modern talent markets, particularly in roles not bound to the assembly line. For engineering, R&D, design, and IT talent, rigid structures have become a barrier.
COVID-19 accelerated a global shift to hybrid and remote work. Today, 72% of technical professionals across sectors view remote work as non-negotiable. Gen Y and Z, who will make up 45% of the global workforce by 2025, expect the freedom to work from anywhere, using modern digital tools. In contrast, only 34% of European automotive OEMs supported fully remote engineering workflows by 2024. By comparison, 89% of Silicon Valley tech firms had already made the shift.
This creates a competitive imbalance. A software developer capable of building autonomous driving algorithms will naturally lean toward employers offering consumer-grade digital tools, asynchronous collaboration, and frictionless support. When automotive companies cling to on-site-only models and outdated IT, they risk becoming unattractive or even invisible to the very talent they need to evolve.
Legacy workplace models also struggle with cross-border collaboration. Global teams are now standard in vehicle development, yet many companies lack the infrastructure for secure, real-time communication between engineers in Europe, battery specialists in Asia, and software developers in North America. In this context, the workplace becomes something of a dealbreaker.
How Digital Workplaces As a Differentiating Factor
Forward-looking companies are responding with a new approach: digital workplaces that meet employees where they are, empower them with modern tools, and protect their productivity with smart support.
Unified Endpoint Management (UEM)
UEM platforms like SOTI MobiControl and Microsoft Intune allow automotive firms to manage thousands of devices across engineering centres, factories, and remote workers—all from a central dashboard.
UEM ensures that laptops, tablets, smartphones, and specialist tools are secure, up-to-date, and configured before the user even opens the box. This can reduce onboarding times, eliminate friction on Day 1, and enable companies to deploy talent anywhere without delay.
Mobile Workplaces and Collaboration Tools
Mobile-friendly workplace platforms allow seamless access to cloud-based CAD tools, manufacturing execution systems, PLM platforms, and virtual desktops. These tools are vital for hybrid roles—engineers working from both the lab and home, or for companies onboarding international talent who may not relocate immediately.
Cloud-first collaboration tools such as Microsoft Teams, Zoom, Miro, and Slack are essential. Gen Z employees are more likely than older colleagues to use such platforms to collaborate, brainstorm, and share knowledge. Automotive firms that invest in this ecosystem are effectively speaking the digital-native language of their future workforce.
Self-Service Portals and AI-Driven Service Desks
Today’s employees expect IT to be as responsive as their favorite consumer apps. AI-driven service desks that use natural language processing can resolve 80% of support requests on first contact. Schaeffler, for instance, integrates Microsoft Teams with AI-based knowledge libraries, reducing meeting preparation time by 40% and ticket resolution delays by half.
Self-service portals further streamline the experience. Employees can request access, reset passwords, or order new devices through intuitive web or mobile apps: No waiting, no forms, no frustration. These tools dramatically reduce support costs while elevating employee satisfaction.
Enhancing Productivity and Employee Satisfaction
A well-designed digital workplace does more than attract talent; it keeps them productive and engaged.
First-Time Resolution and Zero-Touch Onboarding
Every unresolved IT issue represents lost time and morale. Traditional IT support models often deliver first-time resolution (FTR) rates of 60–70%. Digital workplace programs raise that to over 80%. This improvement means engineers working on autonomous systems can keep iterating, and plant technicians don’t lose hours over login errors.
Onboarding is equally critical. Modern platforms allow new hires to receive pre-configured devices and instant access to all required systems from Day 1. BMW dealerships using digital onboarding platforms cut ramp-up time from six weeks to nine days, while boosting first-time repair accuracy by 27%.
Continuous Learning and VR-Based Upskilling
As the EV and autonomous boom reshape job requirements, the need to upskill is becoming more urgent. Mercedes-Benz’s €1.3 billion lifelong learning initiative upskilled 74,000 workers in 2024 alone, offering nano-degrees in Python, battery analytics, and vehicle cybersecurity.
VR training is redefining technical education. BMW uses immersive simulations for high-voltage repair training, reducing costs by €12,000 per employee and achieving 98% knowledge retention. Stellantis reported a 33% reduction in assembly line errors after implementing AR-guided instruction.
Such platforms are not only cost-effective but they’re safer, scalable, and tailored to each employee’s needs, making them indispensable for developing a resilient, future-ready workforce.
Security and Compliance in Remote Work
A flexible workplace must also be a secure one. Remote work increases the complexity of protecting intellectual property, especially when teams handle proprietary designs for EV platforms or autonomous software.
Zero-Trust Security and Device Compliance
Companies like Volkswagen are deploying zero-trust architectures across tens of thousands of endpoints. Every access attempt, regardless of user or device, is authenticated and encrypted. This is essential in protecting EV battery patents worth millions, as well as critical operational tech across global plants.
Bosch reduced its compliance-related costs by €4.7 million annually through the adoption of encrypted communication and automated data policies. These systems ensure secure, audit-ready collaboration across regions while supporting mobile-first work models.
GDPR and Cross-Border Regulation
Managing a global workforce also means navigating stringent data protection laws. Modern digital workplace platforms bake GDPR compliance into their design, offering features such as automated retention policies, anonymised analytics, and federated data management.
This is especially critical for firms hiring internationally or operating in multi-jurisdictional supply chains, where inconsistent security standards could lead to fines or lost contracts. The ability to offer flexible work and demonstrate regulatory adherence is a hiring advantage in itself.
Reimagining the Workplace to Win the Talent War
The automotive industry’s transformation from hardware-centric manufacturing to software-defined mobility is not only changing vehicles but also reshaping how, where, and why people work. The skilled labour shortage, which is already impacting over 400,000 roles in key markets like Germany and the UK, will only intensify as demand for EV specialists, software engineers, and cybersecurity professionals increases.
This crisis is not just about quantity, but quality. Tomorrow’s workforce expects modern digital environments, flexibility in how and where they contribute, and tools that support both autonomy and connection. Companies that continue to rely on outdated workplace models will struggle to compete with tech-driven employers that prioritise seamless onboarding, mobile collaboration, and continuous upskilling.
Digital workplace solutions provide a practical, scalable response. They allow firms to accelerate talent acquisition, enhance employee engagement, and meet evolving compliance and security needs across distributed teams. These are not short-term fixes; they are foundational investments in workforce resilience.
By rethinking the workplace as a strategic enabler, not just an operational function, automotive companies can position themselves as destinations for the world’s most sought-after talent. The road to future growth begins with the right infrastructure for people to thrive.
Getronics helps automotive leaders build secure, agile, and engaging digital workplace environments. Book your Digital Workplace Assessment today and explore how we can support your transformation into a future-ready employer.
