Creating Career Success Stories

In 2021, almost every second employee in Germany (48%) was interested in changing employers or was actively looking for a new position. That is more than it was recorded in any previous survey. Two years earlier, this figure was only 36%, and four years earlier, it was only 18%.  What is striking is that 34% of respondents can imagine a change if for better work tasks and 27% if there are better opportunities for further development.

These figures come from the EY Job Study Career 2021 and show a change in the way of working. 

We take these developments seriously and therefore are always on a mission to be an attractive employer for our team members (whom we also call “Remazians”). We want to share insights on how we want and can motivate our team for new tasks and responsibilities and further development.

Get to know some of our Remazians below, whose further development into new or more in-depth topics we have already been able to encourage and promote.

Position and Career Change at Remazing

Henrika worked at Remazing for two years as an E-Commerce Consultant, supporting various brands on Amazon and other online marketplaces. Her main focus was on interpersonal contact and close collaboration with her clients and team members. In particular, internal processes and HR topics have increasingly interested her beyond her primary job. After it gradually became clear to Henrika that her long-term career aspirations lay in People & Culture, she initiated an exchange with her Team Lead and HR managers to further discuss. The result? After successfully completing relevant projects and a structured handover in her consulting team, Henrika moved to our People & Culture team. Learn more about Henrika’s career change in her LinkedIn post.

Chris gained his first experience at Remazing two years ago as an intern in e-commerce consulting, and then finished his master’s degree. Now Chris is back, but in his dream job as an Operations Manager! This was easily done by following our development during his studies and actively approaching job opportunities. The result: a newly created position for Chris in Barcelona! Read more here.

Becoming an Expert Outside the Classic Job Profile

Francesco is a Content Manager for our clients from Italy and an absolute specialist when it comes to the written online presence of products on Amazon. Like all our e-commerce experts, he works with our in-house software Remdash, a performance monitoring tool tailored to Amazon. However, Francesco has become a Remdash expert within his team. On the one hand, this makes him the No. 1 contact person for both the team and our Italian clients when using Remdash. On the other hand, he cooperates closely with our developer team and ensures that the product feature pipeline is always filled.

Elisabeth is a Content Manager for our clients in Germany and, of course, a natural writing talent. Together with our Inbound Marketing team, she writes our monthly newsletter, which has given her an interface to the PR department. In addition, Elisabeth is very interested in the further development of team members. As a result, she is intensively involved in the professional onboarding of our new Remazians on the content side and helped initiate our internal buddy program.  This gives her responsibility beyond her classic role activities and allows her to expand her wealth of knowledge further.

We are delighted to be able to follow and support developments like these. To not only look at the results, let’s now take a look at what’s behind our examples: How do you encourage team members to address career goals openly?

Success Factors – How to Make a Career Change Work

Success cases like those listed above, have taught us that certain factors are important to make it happen.

Structures

Not everyone finds it easy to actively address their development and career planning and goals or desires. In the long term, however, this is required if further development is desired. We provide a framework for this process through regular feedback and career development meetings. Here, development areas and opportunities are also highlighted based on clear questions and topics. Through this regular examination of one’s own role and the subsequent exchange, action steps can be derived where necessary.

Communication

A not-so-secret ingredient in the recipe for success is communication. This takes place not only in structured conversations, as described above. Our team leads also pay attention to a regular and pronounced exchange with their team members in day-to-day business to identify possible problems and give each person the opportunity to address wishes or plans at any time. Appropriate actions can thus be implemented promptly and on an ongoing basis.

Feedback Culture

For communication to take place fully and effectively, an environment is needed that conveys to team members that they can openly address (career) wishes or goals. To create such an environment, we regularly involve our Remazians in important decisions. In addition, we constantly question the status quo concerning our employee engagement using a tracking tool, in which open feedback can also be provided. By evaluating the surveys, we can derive measures and give internal weight to the individual voices. In this way, we demonstrate openness to change and create personal touchpoints.

Process Optimization

There is hardly a day when we are not proactively working on optimizing our processes – always based on reflection and feedback from our Remazians. If you question the status quo, you must also be prepared to change it. As mentioned in the beginning, the area of further development must not be left out. We must adapt to developments and ideally already think one step ahead. Onboarding processes, feedback, and career development discussions, as well as our corporate culture and all related factors, are therefore regularly evaluated at our company and continually optimized with expert groups consisting of voluntary Remazians. This also creates transparency with regard to our openness to change and opportunities to develop in different subject areas.

Let’s Create Your Career Success Story!

We take this claim seriously, and by creating an appropriate environment, we are committed to ensuring that everyone can develop and realize their full potential at Remazing.

If you are looking for a job in Hamburg or one of our other locations where you can pursue your individual desires and strengths, we would love to see you stop by our Career Page! As a growing company with big goals, we have many open positions. If you don’t find a perfect fit for you among the positions listed, feel free to send us an unsolicited application. We are always looking for new Remazians and look forward to hearing from you!