The Honda Mystery in F1: Solar Engineers and the Japanese Philosophy that Surprised Aston Martin

Honda's restructuring in Formula 1 reveals a Japanese business practice that prioritizes internal development and personnel rotation.

The 2026 Formula 1 season started with a murmur of surprise that soon turned into a question. At the Australian Grand Prix, the words of Adrian Neweya legendary figure in single-seater design, sowed doubt. Why did Honda, the Japanese automotive giant, present an F1 engine department with largely new staff? And why, as Newey pointed out, had some of its most experienced engineers migrated to projects as disparate as the development of solar panels?

The explanation, far from being a simple readjustment, delves into the deep roots of Japanese business culture, a network of values and practices that often differ radically from Western ones. Honda, after its withdrawal at the end of 2021 and its return to F1 at the end of 2022, found itself with a significant void. Many of its original team of F1 engineers had taken different paths, some ending up in solar energy, others in areas unrelated to motorsport.

This personnel change, which Aston Martin discovered almost by chance during a trip to Japan in November of the previous year, generated rumors about Honda's difficulties in developing its new engine for 2026. However, the sources consulted by this newspaper, professionals who work in large corporations in Asia, point to an internal logic of Honda and other large Japanese companies.

The rotation of personnel, even to roles and projects as different as those that separate Formula 1 from solar energy, is a common practice in the country of the Rising Sun. This philosophy, which may seem unusual by European standards, is based on three fundamental pillars:

Fraud Prevention: An employee who remains in the same position for years is considered to accumulate too specific knowledge, which could, theoretically, open the door to fraudulent practices. Constant rotation limits this risk.
Personal and Professional Development: Japanese companies firmly believe in versatility. By rotating your employees from time to time, you encourage the acquisition of varied knowledge and broader experience. The objective is not only to have experts in a field, but professionals with a comprehensive vision.
Talent Retention: The fear that an employee will become “leveraged” in their position, lose motivation and decide to leave the company is a latent concern. The company prefers to keep its employees on the payroll, even if that means they must train in new areas, as a strategy to maintain their commitment and avoid talent drain.

This mentality is not unique to Honda. Toyota, for example, shares a similar philosophy, where employee growth is considered intrinsic to company improvement. At Toyota, planned rotation is key to increasing understanding of the company's overall system, prioritizing the worker's daily commitment over mere resumes or individual achievements, a notable contrast to hiring in the West.

The application of these practices even extends to the sports field. In Japan, it is common for football clubs to experience drastic rotations in roles ranging from field work to sports management. A goalkeeping coach, for example, could take on the position of sports director from one year to the next, assuming the responsibility of training for it.

Given the speculation, Ikuo Takeishi, general director of Honda Racing (HRC), defended the capacity of his new team in statements to 'Auto Sport Web'. While he admitted that following the development halt in February 2022, many Sakura employees moved to other departments, he assured that a significant number of experienced members have been brought back and new talent has been brought on board. “I don't think that just because they're new, they're not good,” he said.

Takeishi acknowledged that the collective experience could be less than that of previous generations, but he emphasized the qualifications and talent of the new members. “In terms of staff, we now have a staff similar to that of the fourth generation. However, we must admit that it took us time to get to where we are now,” admitted the HRC leader, recognizing the effort invested in the restructuring.

Honda now faces the challenge of improving its power unit. The possibility of benefiting from the concession system ADUOwhich would allow the FIA Authorizing the presentation of two new engines during the season and increasing test bench hours could be an escape route. However, success will depend on your ability to realize these opportunities and, at the same time, your long-term vision for the 2027 engine.

For its part, Aston Martin It also has a considerable task ahead of it. The car, which may not have met Newey's initial expectations, is seen by the team as a project with potential, whose development will require continuous effort and a deep understanding of its rider's capabilities.

Formula 1, in its constant pursuit of excellence, often intersects with business philosophies that defy convention. The case of Honda and its focus on internal development and personnel turnover is a clear example of how cultural traditions can shape strategy and performance in the world's most technological sport.

Frequently Asked Questions:

Why is there talk of solar panel engineers in Honda F1?: Following its withdrawal from F1 at the end of 2021 and its return at the end of 2022, Honda restructured its engine department. Some of its experienced staff migrated to other company projects, including solar panel development, as part of a Japanese business practice of staff rotation.
What is personnel turnover in Japanese companies?: It is a common practice where employees change positions or projects from time to time. It is done to prevent fraud, promote the integral development of the employee and retain talent.
How does this affect Honda's performance in F1?: Initially, the lack of experience accumulated in the new F1 team may have been a challenge. However, Honda claims to have incorporated talent and is working to reach the desired level.
Was Aston Martin aware of this situation?: Aston Martin learned of this personnel change indirectly, following rumors that arose during a trip to Japan the previous year.
Is this practice exclusive to Honda?: No, it is a business philosophy widespread in many large Japanese corporations, such as Toyota, and is even applied in other areas such as sports.
What is Honda looking for with its new F1 team?: Honda seeks to improve its power unit and develop a competitive engine for the future, taking advantage of the talent of its current team, even if it is young.
What is the ADUO system?: It is an FIA concessions system that could allow Honda to introduce two new engines during the season and have more test bench hours.
What is the hiring philosophy in Japan compared to the West?: In Japan, staff development and daily commitment are prioritized, while in the West resumes and individual achievements are usually valued more.
Can a goalkeeping coach be a sports director in Japan?: Yes, in the field of Japanese football it is possible that personnel rotations of this type occur, where field work roles can be promoted to management positions, requiring additional training.
What challenges does Aston Martin face?: Aston Martin must work on the development of its car, which does not seem to have met initial expectations, and trust in the potential of the car and the evolution of its driver.