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Thank you for taking the time to give us your feedback. We strive to offer a great work experience for every employee at Zalando and take comments by our former and current employees very seriously so we can continue to improve. I’d specifically like to address your concerns regarding our performance evaluation process and favoritism in leadership. At Zalando, our performance evaluation process is constantly evolving with the help of our employees’ feedback. We use 360 degree feedback as a basis for supporting the growth journey of every employee and for making decisions on promotions. People & Organization facilitates discussions following a structured approach based on our performance models and the 360 feedback, aiming to ensure a fair and objective performance evaluation. With our regular talent reviews, our leadership team is looking into our talent base to identify promotion ready colleagues and agree on concrete talent measures to foster growth and development. As talent mobility is very important for us, we have two performance evaluation rounds per year where employees receive all-round feedback and the opportunity to be promoted. We strive to build a culture in which our talents can flourish and leads take ownership of talent development, following our leadership principles outlined in Our Founding Mindset. We are doing our best to hold leads accountable and to role model these principles. In addition to that, we are investing heavily in leadership development. In Category Management, new leaders and leaders with approximately 1-2 years experience can participate in monthly training sessions and workshops on different leadership topics to strengthen their skills. Furthermore, we are currently rolling out various leadership development programs for managers with different levels of experience. We also believe in growth through meaningful feedback. Therefore, every lead in Category Management participates once a year in a Leadership Team Feedback session - a toolkit to have structured feedback conversations between leaders and their teams. This gives teams the chance to openly share their feedback and enables the leadership team to gain insights into the way they are perceived by their team members, derive concrete actions and create a basis for follow-up measures. We are sorry to hear about your experience with us but we wish you all the best for your career. If you'd like to have a further discussion, please feel free to reach out to me directly (Sandra Dobiosch, P&O Business Partner, via email sandra.dobiosch@zalando.de).