With more than 46 years of history, Becolve Digital is a leader in consulting and deploying technological solutions for industrial digitalization. Its highly technically complex operation requires cohesive teams and specialized knowledge that requires months of preparation.

“Before, each manager applied their own judgment and processes were disconnected. With Booster, we have unified feedback and development, giving us real visibility that is experienced on a daily basis. It has been the key piece in clearly structuring our culture and leadership.”
‍_{Jordi Rey | Managing Director of Becolve}

Having almost half a century of history is a source of pride, but it also carries the risk of dragging a “culture in the shadows”: ways of working that work but that are not written or standardized. Becolve was faced with:

• Managers without a compass: Each leader used their own criteria to evaluate and decide, creating inconsistency and a sense of disconnection in the teams.
• The “black hole” of rotation: Losing an employee was an operational drama. Due to the complexity of the business, a new profile took 6 to 8 months to perform at 100%. Each loss was a direct blow to productivity and to the bottom line.
• Fragmented processes: An attempt was made to give feedback and evaluate, but the tools were disjointed and failed to move the performance needle.

Becolve didn't need more human resources manuals; it needed one infrastructure of action that will unify leadership. We implement Booster so that culture would stop being invisible and become the engine of everyday life:

• From values to behaviors: We translate Becolve's culture into concrete and measurable actions, aligning the entire organization under the same language.
• Managers as drivers: We trained leaders to leave “survival mode” and become co-pilots of their teams' development, using practical sessions to master motivation and feedback.

The System of Action: We implement Booster to centralize management. Not just to “save data”, but to standardize 1:1 s, digitize evaluations and ensure that development was an ongoing habit, not an annual event.

The move from intuitive management to a structured system has generated a massive economic and operational impact in just a few months:

• Reduction in turnover > 50%: The most critical milestone. By providing clarity and purpose, Becolve has managed to retain its key talent, protecting the knowledge of the house.
• Direct economic impact: The drop in turnover has meant significant savings in recruitment, training costs and, above all, in the recovery of lost productivity.
• Ramp-up optimization: With clear development processes, new employees are integrated and achieve their maximum performance in much less time.
• Unified Leadership: Managers now have a co-pilot who gives them real evidence to make fair decisions, eliminating uncertainty and improving team cohesion.