The conversation offers fascinating insights into the history of an almost 100-year-old family business from its early beginnings to a modern industrial company with international clients, multiple locations, and a clear focus on employee development, vocational training, and company culture.
Many companies talk about team spirit. At Menzel Elektromotoren, it can be measured. Numerous skilled workers and managers started their careers here as apprentices and have remained with the company ever since. The idea that "no one is left behind" shows up in everyday working life just as much as it does on international projects, during the onboarding of new colleagues, or in the long-standing loyalty so many employees feel toward the company. For Mathis Menzel, a sense of togetherness that holds up even under pressure is not something to be taken for granted. It is the result of deliberate decisions from hiring practices to day-to-day leadership.
Employees Help Shape the Company
One example from the podcast stands out in particular. When Menzel Elektromotoren was planning the construction of its modern facility in Hennigsdorf, employees were actively involved in the site selection process. More than 80 percent voted in favor of the current location. This may sound like a simple poll, but it reflects a much deeper attitude. Asking people before making a decision sends a clear message: "Your opinion matters. Your commute matters. Your life outside of work matters". The new facility itself mirrors this mindset. Bright workspaces, generous break rooms, outdoor terraces - this is a place not just for production, but for people.
The best advertisement is someone who genuinely enjoys working here.
This is how Mathis Menzel sums up how Menzel Elektromotoren attracts skilled professionals today. No elaborate campaigns, no hollow employer branding, just employees who recommend their company because they truly believe in it. This approach works because it is honest. People who are happy talk about it. When someone brings a friend or acquaintance on board, they are also taking on a sense of responsibility and they only do that when they genuinely stand behind the company. Recruiting built on trust rather than reach.
Apprenticeships: An Investment with a Long Shelf Life
Those who start learning at MENZEL tend to stay. For many years, the company has deliberately invested in the training of young people, with the goal of developing skilled professionals who truly know the business and help shape its future. Apprentices get to know different areas of the company, work across multiple locations, and are brought into real tasks early on. The fact that many of them now hold leadership responsibilities is the best testament to this approach. One particularly consistent practice: at job fairs and school events, it is often young employees who represent the company. "Young people can identify far more easily with someone who finished their own apprenticeship just a few years ago," says Mathis Menzel. It doesn't get more authentic than that.
Start your apprenticeship as an electronics specialist in motor technology in September 2026.
Success Belongs to Everyone
By the end of the conversation, one principle emerges as a clear thread running through the entire company philosophy: success is created together and shared together. At MENZEL, the annual performance bonus is paid out equally to all employees, regardless of position or level in the hierarchy. Whether working in production, on the workshop floor, or in a leadership role, everyone who contributes to the company's success benefits from it. No tiers, no exceptions. "Our goal is to be an attractive company for both customers and employees".