Relaxed mood among the Supervisory Board and Management Board How do we shape the working world of the future so that people enjoy working at REWE and PENNY and we are also perceived as an attractive employer by future employees? This question was at the centre of the Works Council meeting. The good news is that we are already very well positioned with regard to many future issues from the Works Council's perspective.

Helmut Göttmann and his successor Franziska Blumenthal. „Have more confidence in yourself and your colleagues.“Franziska Blumenthal

General Works Council Chairman Helmut Göttmann and his deputy (and designated successor) Franziska Blumenthal set the topics for the day at the beginning: taking colleagues on board with digitalisation, enabling flexible working hours, further optimising work-life balance, focusing even more on modern leadership that ideally takes into account all the strengths in the team and gives employees confidence: "It's great to see how people develop and realise their potential on the job if you let them. Have more confidence in yourself and your colleagues - in the store, in logistics and in administration," Franziska Blumenthal appealed to senior managers.

„The inflation discount is a blast.“Helmut Göttmann Much has already been realised in these areas. But there were also major challenges: The enormous workload was a major issue for employees in the stores and in logistics. The problems in logistics associated with the crises, combined with a shortage of staff, have placed great demands on the teams. In these times, employees appreciate bonuses and benefits: "The inflation discount is a real hit. If you ask around in the stores, it is still the case today that colleagues are enthusiastic about it and find it very appreciative," emphasised Göttmann.

„As a cooperative, we are not shareholder-driven. We will therefore reinvest a large proportion of our proceeds, for example in IT infrastructure and logistics.“Lionel Souque Inflation and its impact on the economy was also one of the topics scrutinised by our CEO Lionel Souque. High inflation and corresponding interest rate hikes have an enormous impact on German economic performance. As a result, even the first traditional companies are having to file for insolvency - and the trend is rising. The second effect is the declining consumer climate. According to the REWE Group customer barometer Kundenstimme, more than a quarter of all respondents stated that they could no longer afford almost anything. This is accompanied by a change in shopping behaviour. "During the pandemic, customers have increasingly done one-stop shopping and made bulk purchases. It was to be expected that this would change again. Now people are looking more at the price again, going to discounters more often and buying more private labels and promotions," says Souque.
This is also reflected in the development of full-range and discounters. Despite everything, REWE Group has developed positively so far in 2023. The decisive factor for our CEO is sustainable economic development: "As a cooperative, we are not shareholder-driven. That's why we will reinvest a large part of our earnings, for example in IT infrastructure and logistics. We want to expand our pioneering role in Sustainability, drive forward the digital transformation and further develop our business model. All of this is important to ensure our long-term success and to be number one for our customers every day."

„We should focus on our strengths.“Peter Maly Peter Maly, the Management Board member responsible for REWE and logistics, also emphasised the importance of investments: "This is the only way we can continue to develop as a company and as a cooperative." He looked back on REWE's key projects in recent months. The switch from print flyers to digital flyers and the NABU climate fund for the renaturalisation of moors are just two milestones. The own brands have been repositioned and now account for almost 30 per cent of the total. REWE Regional in particular is a truly unique selling point for the REWE brand, says Maly. That is why the focus in the coming year will be on regionality. Standing by the roots and at the same time driving forward changes such as digitalisation - these are the challenges for the coming years, according to the message. "We talk a lot about things that don't work. And it's normal that things don't work sometimes. However, we shouldn't focus on the problems, but instead concentrate on our strengths without resting on our laurels. And in all of this, we shouldn't forget that everyone in this company is doing a great job," summarised Peter Maly.

„Our colleagues in the markets are enthusiastic about the market hall concept.“Stefan Görgens Dr Stefan Görgens, COO PENNY, also looked back on a year with many highlights - from the 50th anniversary celebrations to the switch to the market hall concept: "Our colleagues in the stores are enthusiastic about the concept and also report enthusiastic customers. That's why we're moving forward and continuing to invest. Up to now, the focus has been on stores of 750 square metres or more. In 2024, we will therefore concentrate on smaller stores." 1,183 stores have already been converted to the market hall concept this year. The conversion of 1,318 stores is planned for 2024. The proportion of private labels is also being expanded - from organic products to "Food for Future".

The latter were also the focus of the "True Cost" campaign. "There was no getting around this topic during the campaign period. We also received harsh criticism for it. But it's an issue that affects us all and I'm proud that we at PENNY had the courage to organise such a campaign."

„We are determined to increase the proportion of female senior managers.“Daniela Büchel Standing out from the competition with bold projects - that also helps when it comes to recruiting. Finding skilled labour is a key challenge for the coming years, which is why the hurdle to applying to us has already been significantly lowered: Whether via chat and without a cover letter - getting started is as easy as can be. "As a result, the number of applications has risen sharply," says Dr Daniela Büchel, Head of Human Resources and Sustainability.
One of her key issues with regard to employees is the proportion of women in management positions: "Two thirds of our employees are female. We definitely want to increase the proportion of female senior managers. This is what we have set out to do as a Management Board. We need to do more to achieve this," she emphasised her mission.

One aspect is the strong empowerment of employees, embedded in a modern corporate culture: "The days of hierarchical structures are so over. We work in teams and make decisions together. This also includes knowing what we can do better. We need constructive feedback, praise and recognition, a focus on the strengths of individual employees and the courage to embrace a solution-orientated error culture so that our colleagues can work well in teams." All of this contributes to one goal: To retain and inspire employees.

On the topic of Sustainability, Daniela Büchel looked at successful projects such as the Special Olympics, but also frightening news such as the situation in Haiti. REWE Group continues to expand its pioneering role in sustainability and has joined the SBTI initiative with REWE and PENNY. "I am proud that we don't just talk, but also act," says the Management Board member.

Committed health management is a natural part of the working world today. The topic of health is now part of every mega-trend, according to Dr Philipp Merten, Head of Personnel Management. Together with those responsible for occupational health management and the works councils, he discussed what companies offer in this area today. According to Bianca van Wijnen, who is responsible for health management at the Cologne head office, it is no longer just a question of cheap gym memberships. Prevention programmes in particular are becoming increasingly important. According to Helmut Göttmann, however, it is important "that we publicise our great offer to all employees."

Scott McDonald would also like to see more attention paid to the many inclusion programmes offered by REWE Group. "We already do a lot and don't talk about it," said the representative for the disabled as a whole. As examples, he mentioned the regional inclusion teams or the Duoday, where people with mental, psychological or physical disabilities are given an insight into a company.