Competence and career development

10.06.2026

At the K Group, attitude is what makes the difference. We ensure a smooth start through high-quality onboarding. In addition, we offer continuous learning opportunities, allowing you to build a career path that truly reflects you. This house never stands still — so why should your skills?

A strong onboarding experience to welcome you

At K Group, onboarding supports new employees in becoming part of the work community and their role, while strengthening motivation, commitment and high-quality performance.

During onboarding, new employees receive feedback and are also encouraged to share their own. The goal is an open and supportive atmosphere where everyone feels welcome and an important part of the team.

Onboarding may include, for example:

Shared onboarding sessions, such as the Welcome to K Group day and chain-specific onboarding materials
Store- or site-specific onboarding, using tools such as the House Rules guide and other local practices
Introductions to your own team and professional networks
Online training and videos related to job roles and ways of working
An onboarding checklists to support tracking progress
Continuous support, including follow-up on onboarding progress with your manager, for example through one-to-one discussions

Skills are developed every day

At K Group, developing competence is a shared responsibility. While every employee is encouraged to actively assess and grow their own skills in line with the changing needs of working life, team leaders play a key role in guiding development based on business priorities. A personal development plan is created annually for each employee as part of the development discussion.

We support continuous learning and career growth through a wide range of development opportunities, combining on-the-job, social and more formal learning methods. These include new projects and assignments, coaching and mentorship, as well as collaboration through teams and professional networks.

Our development offering includes a range of development programs and targeted learning solutions, such as leadership development programs, language and cultural training, and programs that strengthen digital capabilities. We complement our broad internal training offering with external training solutions as needed. In 2025, we invested an average of €144 per FTE in externally sourced training and competence development. We also provide support in career transition situations, such as retirement or the end of employment.

Our development programs are designed to be inclusive and extend, where applicable, to contractual and part-time employees within our own workforce.