{"id":28034,"date":"2026-03-11T10:00:33","date_gmt":"2026-03-11T09:00:33","guid":{"rendered":"https:\/\/www.rewe-group.com\/en\/?p=28034"},"modified":"2026-03-12T11:29:06","modified_gmt":"2026-03-12T10:29:06","slug":"performance-alone-is-not-enough-it-needs-visibility-and-networks","status":"publish","type":"post","link":"https:\/\/www.rewe-group.com\/en\/press-and-media\/newsroom\/stories\/performance-alone-is-not-enough-it-needs-visibility-and-networks\/","title":{"rendered":"“Performance alone is not enough. It needs visibility and networks”"},"content":{"rendered":"\n
\n
\n
\n
\n \n
\n \n
\n
\n \"Portrait,Of,A,Young,Businesswoman,Looking,At,The,Camera,While\"\n\n <\/div>\n <\/div>\n
<\/div>\n

Company<\/p>\n

Women’s Empowerment<\/h2>
\n
\n to Women’s Empowerment<\/span>\n <\/div>\n <\/div>\n <\/a>\n<\/div>\n <\/div>\n<\/div><\/div>\n\n\n\n
\n
\n

Wenke, as a woman, you’re successed at REWE digital in a still predominantly male-dominated IT industry. What experiences have you had on your career path? And who or what has been particularly helpful in your professional development?<\/p>\n<\/div>\n

Wenke Wei\u00dfmann:<\/strong> First of all, I’d like to say that I studied business informatics in a very male-dominated environment \u2013 \u200b\u200bso I’m used to being in the minority as a woman, even though I wish it were different. If there’s one thing I’ve learned in my professional life, it’s that performance alone isn’t enough. Visibility and networks are essential. This is a crucial factor that women, in particular, could work on more.<\/p>\n

I’ve been fortunate that my previous bosses \u2013 both women \u2013 were very modern leaders. Just as one would hope, regardless of gender. Kirsten Schlemmer, my first manager at REWE digital \u2013 who asked me about two years ago if I would join her in the newly created Business Transformation department \u2013 \u200b\u200bis always looking at: How am I positioning my employees? What is their next step in their development? How do I make myself visible? It helps enormously when a manager notices you, supports your development, and encourages you. It takes that one “go-ahead,” that encouragement to persevere.<\/p>\n<\/div>\n <\/div>\n <\/div>\n<\/div>\n\n

\n
\n
\n
\n
\n \"Portrait\n<\/div>\n <\/div>\n <\/div>\n
\n

About:<\/h2>

\n Wenke Wei\u00dfmann <\/p>\n\n \n

\n Chief Project Manager at REWE digital <\/p>\n <\/div>\n <\/div>\n<\/div>\n<\/div>\n\n

\n
\n

Even though it really shouldn\u2019t be an issue anymore talking to female leaders, the question of compatibility still comes up in this context: As a mother in a full\u2011time leadership position \u2014 how do you manage it? What personal strategies, professional structures, or work models enable you to combine family and leadership?<\/p>\n<\/div>\n

Wenke Wei\u00dfmann:<\/strong> I shared this question with my husband in advance. He said: Your answer is clear: you need a strong partner to go along with you.<\/q> And yes, that’s absolutely true. When I started at REWE Group in 2016, our children were still very young. In addition to private support, there are three things that I believe are needed to reconcile family and leadership: <\/span><\/p>\n

    \n
  1. 1. c<\/span>larity about one’s priorities;<\/span><\/li>\n
  2. <\/li>\n
  3. 2. a leadership culture that values results over presence; <\/span><\/li>\n
  4. <\/li>\n
  5. 3. S<\/span>tructural flexibility in working models. <\/span><\/li>\n
  6. <\/li>\n
  7. The first point is individual, but the other two can be controlled by the company. In my opinion, the belief that only those who are on site can lead is no longer up to date. A management culture should always be geared primarily towards responsibility for results – not office presence. I don’t need to be physically present every day to empower my team.<\/span><\/li>\n<\/ol>\n

    I would like to see a more open and modern management culture and models such as part-time management becoming the norm. Just because a woman goes on parental leave and returns part-time shouldn’t be a no-go for management roles. Of course there are organizational challenges – I see that in my team too. But modern working structures actually offer everything we need. If we see ourselves as an open-minded company, this should also be reflected in our working models.<\/span><\/p>\n

    And yes, I agree: we shouldn’t actually be talking about “female leadership”, but about good and contemporary leadership.<\/span><\/p>\n<\/div>\n <\/div>\n <\/div>\n<\/div><\/div>\n<\/div>\n\n\n\n

    \n
    \n
    \n
    \n

    Work on your own mindset<\/span>:<\/span> actively use <\/span>network<\/span>es, for example <\/span>f.ernetzt<\/span>, <\/span>be visible, get support. <\/span>Mentoring programs<\/span> like Women’s <\/span>Drive<\/span> are<\/span> important.<\/span> Coaching is a sign of professionalism, not weakness.<\/span><\/p>\n<\/blockquote>\n <\/div>\n

    \n

    Wenke Wei\u00dfmann<\/p>\n <\/div>\n <\/div>\n

    \n
    \n
    \n \"Portrait\n<\/div>\n <\/div>\n

    Wenke Wei\u00dfmann<\/p>\n <\/div>\n <\/div>\n<\/div>\n<\/div><\/div>\n\n\n\n

    \n
    <\/div>\n\n\n\n
    \n
    \n

    What can executives<\/span>, whether female or male,<\/span> do, to target women for the IT<\/span><\/span>–<\/span><\/span><\/span>Area to win and support in their further development<\/span>?<\/span><\/span><\/p>\n<\/div>\n

    Wenke Wei\u00dfmann: <\/strong>In my view, women don’t stay away because they can’t do IT or don’t find it sexy. They stay away because certain framework conditions don’t suit their lives. And that’s exactly where senior managers should start. <\/span><\/p>\n

    Managers should recognize potential early on and develop people, not just when they are already performing. We could become even stronger in the promotion of women, for example through talent reviews that look less at the person in the narrower sense and more neutrally at skills and potential. And, here I come back to visibility, through role models: We need more female role models in which women can see themselves. <\/span><\/p>\n<\/div>\n <\/div>\n <\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n

    \n
    \n
    \n
    \n

    Read more<\/h2>\n \n <\/div>\n
    \n
      \n
    • \n
      \n \n \n
      \n \"rewe-group-bilanz-2025\"\n\n <\/div>\n \n <\/div>\n\n
      \n
      \n

      Press release<\/p>\n

      \n

      22 April 2026<\/p>\n

      Despite difficult conditions:
      REWE Group passes\u00a0
      100 billion euro\u00a0revenue mark in 2025\u00a0<\/h3> <\/div>\n <\/div>\n <\/div>\n <\/a>\n <\/button>\n<\/div>\n <\/li>\n
    • \n
      \n \n
      \n
      \n \"The\n <\/div>\n <\/div>\n
      \n

      Press release<\/p>\n

      \n

      25 March 2026<\/p>\n

      REWE opens test store with Pick&Go technology in Hanover<\/h3> <\/div>\n <\/div>\n <\/a>\n <\/button>\n<\/div>\n <\/li>\n
    • \n
      \n \n
      \n
      \n \"The\n <\/div>\n <\/div>\n
      \n

      Story<\/p>\n

      \n

      24 March 2026<\/p>\n

      “Counterquestion: Why should a woman hesitate?”<\/h3> <\/div>\n <\/div>\n <\/a>\n <\/button>\n<\/div>\n <\/li>\n
    • \n
      \n \n
      \n
      \n \"A\n <\/div>\n <\/div>\n
      \n

      Press release<\/p>\n

      \n

      24 March 2026<\/p>\n

      Drive-by shopping: REWE now also offers Drive&Go<\/h3> <\/div>\n <\/div>\n <\/a>\n <\/button>\n<\/div>\n <\/li>\n
    • \n
      \n \n
      \n
      \n \"Portrait\n <\/div>\n <\/div>\n
      \n

      Story<\/p>\n

      \n

      16 March 2026<\/p>\n

      “Encourage, support, ask questions”<\/h3> <\/div>\n <\/div>\n <\/a>\n <\/button>\n<\/div>\n <\/li>\n
    • \n
      \n \n
      \n
      \n \"Person\n <\/div>\n <\/div>\n
      \n

      Press release<\/p>\n

      \n

      12 March 2026<\/p>\n

      REWE and nahkauf customers show their heart<\/h3> <\/div>\n <\/div>\n <\/a>\n <\/button>\n<\/div>\n <\/li>\n
    • \n
      \n \n
      \n
      \n \"Portrait\n <\/div>\n <\/div>\n
      \n

      Story<\/p>\n

      \n

      9 March 2026<\/p>\n

      “Equal opportunities need visibility”<\/h3> <\/div>\n <\/div>\n <\/a>\n <\/button>\n<\/div>\n <\/li>\n
    • \n
      \n \n
      \n

      Press release<\/p>\n

      <\/div>\n
      \n

      19 February 2026<\/p>\n

      Early contract extension: REWE Group and Transgourmet continue successful partnership<\/h3> <\/div>\n <\/div>\n <\/a>\n <\/button>\n<\/div>\n <\/li>\n <\/ul>\n <\/div>\n <\/div>\n<\/div>\n<\/div><\/div>\n<\/div>\n\n\n\n
      \n
      \n
      \n
      \n
      \n

      Join the discussion on <\/h2>\n
      \n

      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

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

      In a male-dominated IT world, the example of REWE digital manager Wenke Wei\u00dfmann shows how women can get ahead – with potential, visibility and good support. A conversation about the importance of superiors, partners and modern working models for women’s career paths. And about the fact that leadership should be one thing regardless of gender: good and contemporary.<\/p>\n","protected":false},"author":38,"featured_media":27969,"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":"47584,43880,1694,43808,47256,43705","_relevanssi_noindex_reason":"","nl_adhoc_sent":1,"footnotes":""},"categories":[8],"tags":[],"sales_line":[19],"focus_theme":[142],"class_list":["post-28034","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-company","sales_line-rewe-group","focus_theme-undefined"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/posts\/28034","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=28034"}],"version-history":[{"count":11,"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/posts\/28034\/revisions"}],"predecessor-version":[{"id":28058,"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/posts\/28034\/revisions\/28058"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/media\/27969"}],"wp:attachment":[{"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/media?parent=28034"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/categories?post=28034"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/tags?post=28034"},{"taxonomy":"sales_line","embeddable":true,"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/sales_line?post=28034"},{"taxonomy":"focus_theme","embeddable":true,"href":"https:\/\/www.rewe-group.com\/en\/wp-json\/wp\/v2\/focus_theme?post=28034"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}