{"id":27672,"date":"2025-04-17T09:08:00","date_gmt":"2025-04-17T07:08:00","guid":{"rendered":"https:\/\/www.rewe-group.com\/en\/?p=27672"},"modified":"2026-03-03T16:12:22","modified_gmt":"2026-03-03T15:12:22","slug":"internal-job-market-an-important-building-block-for-retaining-talent-i-am-a-fan","status":"publish","type":"post","link":"https:\/\/www.rewe-group.com\/en\/press-and-media\/newsroom\/stories\/internal-job-market-an-important-building-block-for-retaining-talent-i-am-a-fan\/","title":{"rendered":"Internal job market: “An important building block for retaining talent. I am a fan”"},"content":{"rendered":"\n
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An internal job change with the newly introduced GO! Talent Pool is a win-win-win situation for everyone: for the departing manager, the candidate and the new supervisor. The first transfer trio Daniel Somssich, Inga Gehring and Martin Leyendecker describe why this is the case here.<\/p>\n<\/div>\n <\/div>\n <\/div>\n <\/div><\/div>\n\n\n\n

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Story<\/p>\n

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6 May 2025<\/p>\n

“Having confidence and being able to deliver”<\/h2> <\/div>\n <\/div>\n <\/div>\n <\/a>\n <\/button>\n<\/div>\n <\/div>\n<\/div><\/div>\n\n\n\n
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The first colleagues have changed jobs within the company with the help of the GO! talent pool. The first senior managers hired these talents. And the first senior managers not only let these talents go, but benevolently accompanied them to the door. The fact that this door remains half-open – allowing knowledge, networks and contacts to slip back and forth – is a strength of the GO!<\/p>\n

GO! project in this context stands less for letting a talent go than for the group opportunities project, which strengthens the internal talent market. The project, part of the step up initiative, is in a pilot phase and all offers are being continuously developed. The participating units currently include Lekkerland, travel and tourism and retail Germany, including REWE digital.<\/p>\n

The first GO! transfer trio consists of Daniel Somssich, Inga Gehring and Martin Leyendecker, a former senior manager, employee and new supervisor. Despite different positions within the process, the internal change is one thing above all for everyone: a win. For the company. And for each and every one of them. Find out why here:<\/p>\n <\/div>\n\n <\/div>\n<\/div><\/div>\n<\/div>\n\n\n\n

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“Anyone who wants to change should receive support”.<\/h3>\n \n <\/div>\n <\/div>\n<\/div>\n<\/div><\/div>\n\n\n\n
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Even before GO! it was clear that Inga Gehring wanted to make a change after nine years of working together, including towards a management position. It was also clear that I would naturally support this. So when GO! came along, we seized the opportunity and a chance arose quite quickly.<\/q> “<\/p>\n <\/div>\n\n <\/div>\n<\/div>\n\n

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\n \"Portrait\n<\/div>\n <\/div>\n <\/div>\n
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About:<\/h2>

\n Daniel Somssich <\/p>\n\n

Lead Business Process Management Business Process Management & Governance<\/p>\n \n

\n Daniel Somssich is a senior manager <\/p>\n <\/div>\n <\/div>\n<\/div>\n<\/div>\n\n

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My department is a kind of in-house consultancy that specializes in process management and optimization. This makes the work varied, as we support a wide range of projects within the company in making their processes more efficient and digitalizing them. But that also means we are very specialized. I can therefore understand why people want to change after a few years.<\/p>\n

Inga has now moved to the sales department at PENNY and no longer advises, but manages digitalization projects. She would certainly have taken this step without GO! but GO! has made it much easier.<\/p>\n

Why did I support Inga’s move? Well, as a senior manager, one of my core tasks is not only to develop my employees within the scope of our possibilities, but also to ensure that they are not lost to the company. If employees express a desire for change, then we senior managers should do everything we can to ensure that their knowledge, their network and their understanding of the corporate culture is retained. It’s basically a win-win-win situation: Martin Leyendecker, the senior manager taking over, gets a very good employee who knows her way around the company. Inga Gehring is happy because she can take the next step, and I in turn have done a good job and have been able to keep a great colleague in the company. If you want to change, you should get support, not headwinds. I had several conversations with Martin in advance. One of them was a three-way meeting with Inga to ensure a smooth transition.<\/p>\n

What I first had to understand when filling Inga’s position was that you have two contacts here, the recruiter and the internal sourcer. That worked well in my case because the three of us regularly exchanged information. However, I had the feeling that there wasn’t yet a defined standard process. But we’re still at the beginning with GO! In any case, I think it’s an important building block for retaining talent. I’m a fan.<\/q><\/p>\n <\/div>\n\n <\/div>\n<\/div><\/div>\n<\/div>\n\n\n\n

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“With GO! the employer also shows its appreciation”<\/h3>\n \n <\/div>\n <\/div>\n<\/div>\n<\/div><\/div>\n\n\n\n
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Even though I was previously very satisfied with my position, I had long felt the desire to take on new challenges and develop professionally.<\/q><\/p>\n <\/div>\n\n <\/div>\n<\/div>\n\n

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\n \"Portrait\n<\/div>\n <\/div>\n <\/div>\n
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About:<\/h2>

\n Inga Gehring <\/p>\n\n

Project management PENNY sales department national<\/p>\n \n

\n In October 2024, Inga Gehring was the first to change jobs internally with the help of the GO! talent pool. <\/p>\n <\/div>\n <\/div>\n<\/div>\n<\/div>\n\n

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“My boss Daniel had already identified me as having potential five years ago, and then my two children were born. Now, back from parental leave, the GO! talent pool came at just the right time. Together with Daniel, we posted my profile there and I soon received exciting offers through the internal sourcing. An informative phone call with HR led to a speedy interview with my current senior manager Martin Leyendecker. The talks began last May and I moved in October.<\/p>\n

I’m generally very satisfied with REWE Group as an employer, I didn’t feel the need to move externally. In addition, changing companies with two small children is more risky, whereas moving internally offers a certain amount of security and stability. But if there had been no development opportunities internally, I would probably have decided to move externally.<\/p>\n

The Talent Pool also offers part-time employees opportunities for advancement, as you can see in my case. I work 32 hours a week. My husband works the same number of hours, so we can organize ourselves well.<\/p>\n

The cooperation around the change with my old and new senior managers went smoothly. I didn’t have to give my notice period and in return was given time off as required to train my successor. I am also available to answer her questions at any time. So my knowledge remains in the company, even though I have changed departments. But in my opinion, GO! is not just about the employer identifying, promoting and retaining our potential, but also about showing their appreciation and keeping our knowledge within the company.<\/p>\n <\/div>\n\n <\/div>\n<\/div>\n\n

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Tips for colleagues willing to change<\/h2>\n

Involving the hiring manager at an early stage of the application process is helpful for various reasons, especially if – as in our case – you have worked well together for years. For example, I showed Daniel, my former boss, the job advertisement for the position offered to me and asked him whether he thought I and the position would be a good fit. I was unsure about a few points, but Daniel confirmed and encouraged me to express my interest.”<\/p>\n <\/div>\n\n <\/div>\n<\/div><\/div>\n<\/div>\n\n\n\n

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“GO! is a great opportunity to offer talented people a perspective”<\/h3>\n \n <\/div>\n <\/div>\n<\/div>\n<\/div><\/div>\n\n\n\n
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I originally advertised the position externally, but the responses clearly showed that it had become more difficult to find the right people. That’s why I approached the HR colleagues and asked about the talent pool that had been launched a few weeks earlier. <\/q><\/p>\n <\/div>\n\n <\/div>\n<\/div>\n\n

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About:<\/h2>

\n Martin Leyendecker <\/p>\n\n

Sales department national PENNY, part of Digitalization Project and Processes department<\/p>\n \n

\n Martin Leyendecker is a recording senior manager. <\/p>\n <\/div>\n <\/div>\n<\/div>\n<\/div>\n\n

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First things first: In future, I would always use internal sourcing before looking externally. Not only because it’s more cost-effective, but also because it’s much easier to assess the scope of duties, work and performance of internal candidates. What’s more, candidates in the internal talent pool end up there explicitly on the recommendation of their senior managers, who attest to their potential and development opportunities. In addition to several informal meetings with her myself, I was able to speak to Daniel Somssich, my candidate Inga Gehring’s line manager at the time, during the recruitment process without any problems and, for example, had her give me a presentation.<\/p>\n

I was concerned about two points in the run-up to the process: firstly, the internal notice period of six months, which also formally applies to internal transfers. However, we were then able to agree on a shortened transfer. Secondly, there was the lack of a probationary period. Here I had to rely on the fact that the discussions with Inga, her line manager and all the documents available to me were meaningful enough to ensure that we didn’t stand there after three months and say: <\/q>That’s not right” – and then the old job is gone. This risk was minimized for me as the team lead, but also for Inga, thanks to the greatest possible mutual transparency in the process.<\/p>\n

Inga will soon be celebrating her 10th anniversary with the company. I’m delighted to be able to offer her a new perspective and challenge and that she will continue to be part of REWE Group. So my conclusion is also positive. I am grateful for the internal sourcing and that I was able to fill the first position via GO! At the same time, I will also recommend the program to my team if I want to make a change. I think it’s a great way to offer talented people a perspective when there is no suitable position available in their own area.”<\/p>\n <\/div>\n\n <\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n

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    Join the discussion on <\/h2>\n
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    Our LinkedIn feed has all the latest information from the REWE Group and the sector, with the most important developments from the worlds of retail, e-commerce, food, CSR and policy.<\/p>\n <\/div>\n

    \n \n To LinkedIn feed <\/a>\n <\/p>\n <\/div>\n <\/div>\n\n

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    <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n<\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

    The GO! talent pool project strengthens the internal talent market<\/p>\n","protected":false},"author":38,"featured_media":24544,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"24811,27322,27256,25518,25682,26520","_relevanssi_noindex_reason":"","nl_adhoc_sent":1,"footnotes":""},"categories":[3],"tags":[],"sales_line":[19],"focus_theme":[142],"class_list":["post-27672","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-careers","sales_line-rewe-group","focus_theme-undefined"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/posts\/27672","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/users\/38"}],"replies":[{"embeddable":true,"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/comments?post=27672"}],"version-history":[{"count":7,"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/posts\/27672\/revisions"}],"predecessor-version":[{"id":27691,"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/posts\/27672\/revisions\/27691"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/media\/24544"}],"wp:attachment":[{"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/media?parent=27672"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/categories?post=27672"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/tags?post=27672"},{"taxonomy":"sales_line","embeddable":true,"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/sales_line?post=27672"},{"taxonomy":"focus_theme","embeddable":true,"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/focus_theme?post=27672"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}