“At DMK we are in the midst of a cultural change. For us, New Work is more than just a trend - it is permanently changing the way we work. Our employees use and appreciate flexible locations and working hours. At the same time, our new office building in Bremen offers an environment that fosters collaboration and, in particular, cross-generational exchange. This is where innovation comes from: when experience meets fresh perspectives. A good example of this is our younger employees, who are growing up with digital tools. This approach was exemplified by a young colleague who came up with an idea when tools like Microsoft Teams were still new to us: instead of getting everyone together for a physical meeting, she suggested recording presentations and putting them online – so that everyone could participate and access them regardless of time or location. It was a simple but effective solution that quickly caught on. This is how we work together to develop solutions that are not only modern, but also practical.
This openness to new approaches shows why “80% is the new 100%”. Sometimes we wait too long for an idea to be perfected. But progress comes not from perfection, but from “just doing it”. We need to take the first step more often, try things out and then adapt them if necessary. We are moving towards a new world of work. And it is this mix of experience, new ideas and a willingness to just do things that will take us forward.”
„Just get started and keep going.”
Discovering strengths
We have found that the shift to agile working and a different management style – “less boss, more coach” – has significantly increased employee satisfaction. Teams are increasingly self-organising, with team leaders playing a more supportive role, keeping an eye on processes and providing targeted support. This new way of working not only increases engagement, but also identification with one's own work.
A key component of this development is what is known as the “strengths approach”: we help our employees to identify their individual talents and make the best use of them. With the help of an online tool and accompanying workshops, there have already been many “A-ha!” moments. For example, some colleagues have realised that they are particularly '”inquisitive” and ask a lot of questions. Others have realised that they prefer to work in deep, personal relationships rather than broad networks. These insights enable us to better match roles and responsibilities to individual strengths.
We are increasingly focusing on personal development advice and greater ownership of career development. A good example of this is our PASSION Programme, which offers employees the opportunity to get to know themselves and DMK better and to develop in a targeted way, for example towards a management position, depending on their personality and skills. We also offer coaching and mentoring programmes, which are very popular.
These targeted development measures are not only in demand internally – applicants are also increasingly looking for individual training opportunities. We are responding to this demand because we are convinced that people who know their strengths and use them in a targeted way are not only more successful, but also enjoy their work more.
Digitalisation is king
My goal is to provide training that is not only theoretically sound, but also truly needed and valued. That is why we listen carefully to feedback from our employees and adapt our programmes accordingly. A good example of this is our previous seminar on creativity techniques. Although it was well received in the past, we noticed that interest was waning over time. Rather than stick with an outdated concept, we revised the programme to focus more on current needs. Today, we focus on communication skills, which are becoming increasingly important in the workplace. That’s why we work with a theatre director who helps our employees use their voices more consciously and with greater confidence.
New technologies also play a key role in training. We will soon launch VR-based public speaking and presentation training, which will allow our employees to prepare for speaking in front of large audiences in a virtual environment – in a practical and personalised way. Digitalisation not only makes these innovative learning formats possible, it also makes it easier for us to deliver training. Thanks to Microsoft Teams and modern training platforms such as GoodHabitz, our offerings are more accessible and in greater demand. This ensures that our employees can develop in the areas that are truly relevant to them and our business.
Hybrid recruitment
combine digital and traditional approaches. Social media, especially Instagram, plays an increasingly important role in highlighting and presenting our job profiles. At the same time, we are simplifying the application process with digital solutions such as chatbots on our website and the option to apply directly via messenger services such as WhatsApp. This makes the application process as easy and intuitive as possible.
However, face-to-face meetings remain important –we continue to attend careers fairs to speak directly to young talent. In addition, we will soon be launching the “Apprentices Recruit Apprentices” campaign, as we have had very good experience with our “Employees Become Employees” programme. Ultimately, we are responding to the changing expectations and needs of our applicants and employees – and deliberately breaking new ground.”
Niklas Homfeld
Business Unit Private Label, Key Account Manager
“The PASSION development programme was a real turning point for me because it made me think hard about my own values, strengths and goals. The mix of self-reflection, practical input and inspiring exchange with others has noticeably advanced my personal development.”
Linn Klara Jirmann
Sales Assistant Cheese, Business Unit Private Label
“Passion has made me much more aware of my strengths and qualities. Especially in challenging situations, knowing my strengths gives me the confidence I need to overcome them. I am grateful to have had the opportunity to participate in Passion, otherwise I would not be where I am today!”
Rebecca Martins
HR Development Manager HR Development
“I quickly found a mentor who was a good fit for me – it was much easier than I thought. The regular check-ins give me valuable input and really help me with my personal development. I would recommend taking advantage of this opportunity to anyone – it's really worth it!”
Dennis Böse
A sales assistant at BU BRAND Retail, Dennis is currently being supported by the StepUp programme to further his education as a retail specialist.
“The StepUp programme has given me the opportunity to deepen my business knowledge and understanding of business decisions, to gain a more focused understanding of the links between retail and industry, and to apply my new insights directly to my work at DMK. Thanks to the programme and the part-time training, I have not only been able to expand my professional knowledge, but also to take a step forward in my personal development.”
