{"id":1412,"date":"2026-06-15T11:54:23","date_gmt":"2026-06-15T09:54:23","guid":{"rendered":"https:\/\/www.nobo-auto.cz\/?p=1412"},"modified":"2026-06-15T12:40:24","modified_gmt":"2026-06-15T10:40:24","slug":"the-first-ever-town-hall-at-nobo-auto","status":"publish","type":"post","link":"https:\/\/www.nobo-auto.cz\/en\/historicky-prvni-townhall-v-nobo-auto\/","title":{"rendered":"The first-ever town hall meeting at NOBO AUTO"},"content":{"rendered":"

On Friday, we did something at NOBO AUTO that would have seemed completely absurd to me just two years ago. We held our first proper town hall meeting with all our staff.<\/strong><\/h3>\n\n\n\n

When I say \u201eeveryone\u201c, I really do mean everyone. And when I say \u201eabsurd\u201c, I mean it literally. Because two years ago, I was sitting here all on my own. The company didn\u2019t exist, the building existed only on paper, and most of the people standing on the shop floor today had never heard of NOBO in their lives. And those who did know were employed at our plants in China, but most likely had no idea where exactly the Czech Republic was.<\/p>\n\n\n\n

And today? Today there were almost 200<\/strong>.<\/p>\n\n\n\n

People from production, quality control, logistics, the project team from China, local managers, engineers, maintenance staff, and the admin team. All together. For the first time. And I have to say, it was a more powerful experience than I expected. The moment you see the entire workforce of the company you\u2019re literally building from scratch right in front of you, it hits you that this isn\u2019t just a \u201eproject\u201c anymore. It\u2019s a real organisation. A real, living company.<\/p>\n\n\n\n

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What was our first town hall meeting about?<\/h3>\n\n\n\n

We had two main objectives:<\/p>\n\n\n\n

1) HR news \u2013 remuneration, salaries and benefits<\/h3>\n\n\n\n

We might be a new business. We might be a greenfield project. We might be in the investment phase. But honestly, employees don\u2019t care how closely we\u2019re sticking to the schedule or what stage the company is currently at. What they care about is whether the company will pay a fair price<\/strong>.<\/p>\n\n\n\n

That is why I am pleased that, after months of discussions, debates, Excel spreadsheets and several really tough meetings, we have managed to agree on four key points:<\/p>\n\n\n\n

Annual bonus 2025<\/strong> amounting to 60 % of the monthly basic salary<\/strong> (All local employees with at least six months\u2019 service are eligible.) And we will pay it out now<\/strong> in December, along with the November pay \u2013 at a time when people usually have plenty of end-of-year expenses.<\/p>\n\n\n\n

Pay rise from 1 January 2026<\/strong> based on performance, seniority, market positioning and internal fairness. Exactly as it works at most local companies.<\/p>\n\n\n\n

New benefits<\/strong>. From January, we\u2019re launching a canteen (one free meal a day), the Multisport card, and this year, for the first time, we\u2019re organising a Christmas party for all staff.<\/p>\n\n\n\n

Reduction in the team bonus percentage<\/strong>. 10 We are transferring the variable components of the % scheme into the basic salary. Next year, we can expect massive growth (estimated at around 400 new employees<\/strong>) and we want to offer candidates the security of a stable income. Shifting part of the variable component into the base pay brings us much closer to the market<\/strong> and boosts our competitiveness in a region where unemployment is very low.<\/p>\n\n\n\n

In South Bohemia, we simply have to be top of the league. And with this move, we have made a significant mark on the regional employer landscape raised their profile.<\/strong><\/p>\n\n\n\n

2) Thanks for VS0 \u2013 the first major milestone<\/h3>\n\n\n\n

The second area was expressions of gratitude. And they were thoroughly deserved.<\/p>\n\n\n\n