Case Study: Evenflo Company

Evenflo Company, Dayton, Ohio


Situation & Problems:

Robert Amter was appointed Executive Chairman and operated as Chief Executive Officer of Evenflo Company. Evenflo is a leading $300 million in sales manufacturer of baby products:  bottles, car seats, strollers sold into the Wal-Mart, Toys R Us and Target mass merchant channel segment.

» Registering operating losses at its Mexico City subsidiary for three consecutive years;

» Incurring operating losses and low productivity at its Tijuana, Mexico wood plant;

» Selling 3 million wooden gates annually at an operating loss  – largely to Wal-Mart;

» Procurement and procurement planning operation was ineffective.

Corrective Actions & Results Achieved:

Tactical actions implemented to make the Mexico City subsidiary profitable included:

» Reduced salaried headcount from 121 to 68. It was bloated at 35% of total headcount, almost double an effective level.

» Reduced Stock Keeping Units (SKUs) from 250 to 175.

» Rationalized the customer base by turning over small, non-productive customers to distributors.

» Raised bottle prices 15%.  Wal-Mart accepted the price increase.

» Reduced direct and indirect hourly labor content by 5%.

» Funded several process improvements to improve through-put.

Mexico City’s restructuring generated a positive Operating Income in the third month of $3 million annually.

To fix the operating losses at its Tijuana plant and its gate business, initiated developing a wood manufacturing plant in China.

» The Tijuana plant assembles wood gate and  crib components.  All the components are purchased components via outsourcing from Chinese vendors.  Prior to outsourcing the components, Evenflo’s Wisconsin plant produced the components from raw wood and assembled the gates and cribs. Resulting costs were higher with the China outsourcing and Tijuana assembly option versus the Wisconsin facility.

» The best manufacturing option was to develop a process that converted raw wood planks into finished components ready for assembly into finished product.  At the same time, improve productivity and through-put in the Tijuana assembly plant.  In the second year, integrate finished product assembly into the China plant with the improved state of the art assembly process.

» The capital cost for the China initiative was kept to a minimum by leasing a 109,000 square foot Shanghai plant for the annual cost of $265,000 and by sending the Wisconsin plant’s refurbished equipment to the new China plant.

Poor performing procurement was related to a weak organization and under-performing managers. To correct this defect, terminated managers and promoted top performers from the lower ranks of the organization.

» One example of poor performance: Prior management had closed the USA car seat and stroller manufacturing plant. It had contracted with a Chinese outsourcing manufacturer. The Chinese manufacturer secretly patented Evenflo’s designs and raised product prices 9% within months of effecting the agreement. The procurement documents did not adequately protect Evenflo. It would have been almost impossible to reverse the situation in the Chinese legal system.

To correct this high cost and untenable situation, we initiated  an evaluation of the cost/benefit of establishing a company managed, China based car seat and stroller manufacturing plant.

Particularly impressive was Evenflo’s marketing and sales function. Evenflo was taking market share from its competitors in car seats and feeding products by superior product line strategy and execution of its ideation plans. Its sales managers have developed close relationships to the highest levels in all its customers – a critical factor in this competitive channel segment.

At same time, Robert Amter also Chief Executive Officer of Springfield Precision Instruments Inc. and worked on a due diligence with Silver Point Capital.

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Reason I wrote my book “Learn to Whisper”

Click on this link for a more complete description of “Learn to Whisper”

The reason I wrote “Learn to Whisper”:

My conclusion after operating as a Turnaround Chief Executive Officer for more than twenty-five years is that the majority of this country’s top management is far from first-rate. In fact top management, particularly at the chief executive officer level, is at best average with a large number that can be rated mediocre. This lack of management competence has seen this country’s market leaders lose sizeable market share to foreign manufacturers able to export better quality and lower cost products to the USA. It has seen manufacturing and service operations unnecessarily moved to foreign countries. All of which has negatively affected the economy, severely damaged former blue-chip corporations and seen quality jobs lost.

It is quite common to discover that companies struggling with this inability to compete with foreign companies have been simply mismanaged. The once successful business deteriorated because of an incompetent chief executive officer and weak senior management

Why doesn’t this nation have first-rate management? Inadequate training. Chief executive officers and vice presidents learn “on the job”. A number get promoted based on personality, political connections and drive – not merit. They are not carefully screened for the potential to become successful at managing. For some all that is needed is a well-written resume, the right interviewing style and the inability of a new employer to accurately assess skills, performance and potential.

Compare this to the process doctors go through. From medical school to internship to residency to a senior role after years of education, experience and continuous training their progress and capabilities are constantly monitored even after they become senior in the profession. Generals and Admirals go through a similar protocol. They must prove themselves in low-level assignments before they are judged qualified for senior positions. Unqualified applicants in both professions are culled out. What can be done to improve management competence? Education, on-the-job training and job performance monitoring. My book will educate people on the subject of managing. Its 101 management lessons are separated into the 17 subjects managers need to know.