Our recent experience working on assignments for German companies operating in the Czech Republic and also on cross border assignments with our colleagues in Horton Germany, has sparked discussion about the challenges faced by managers in our two countries. As we navigate these assignments, it becomes increasingly clear that while some challenges are universally encountered, others are distinctly shaped by local business cultures and market dynamics.
Both Czech and German managers deal with the overarching pressures of globalization, technological advancement, and regulatory changes. However, cultural nuances significantly influence managerial approaches and workplace dynamics in each country.
In Czechia, managers often navigate a business environment characterized by rapid economic growth and a still transitioning corporate culture (still shedding its post-communist legacy in some cases). This scenario demands a blend of flexibility and innovation from Czech managers. They must balance traditional management practices with the need to foster a more dynamic and competitive business atmosphere. Small domestic market of Czech Rep. became often too small and companies are focusing on international expansion. Demographic challenges are present in Czechia, with a median age of approximately 43 years, but not to the extent of Germany.
Conversely, German managers operate in one of the world’s most robust economies, with well-established industrial sectors and a highly regulated environment. The German emphasis on structure and planning is evident in management styles, which may contrast with the more fluid and adaptive approaches seen in Czechia. German managers excel in precision and long-term strategic planning, supported by a strong framework of rules and a focus on efficiency and productivity. As my colleagues from Frankfurt office add
There are also some challenges related to digitalization strategies/measures within the industrial companies. In well established middle sized companies the management is either a bit cautious on digitalization of the processes or slightly remaining behind other European players. That is why the experts in this area are highly demanded on the local market.
Andrei Vasilachi – Senior Consultant Automotive, Mobility and Industrial, Horton International Germany
With a median age of about 46 years, Germany faces significant demographic challenges, particularly in terms of an aging workforce and the critical need for succession planning in its industrial sectors.
While both countries face talent shortages, the nature of these shortages can vary. In Czechia, there is a growing demand for skilled workers in newly developing sectors, whereas in Germany, the aging population intensifies the need for succession planning in aging industries and integrating a diverse workforce in an inclusive work environment.
Therefore it seems that while some managerial challenges are universal, others are deeply rooted in the cultural, economic, and historical contexts of each country. Understanding these differences is crucial for developing effective management strategies that are sensitive to local needs while leveraging global opportunities.
I invite you to share your thoughts and experiences on this topic. Do you think the differences in management challenges are significant enough to affect how businesses operate in Czechia and Germany?
