Carrefour wanted to be proactive in detecting high potential employees for future store management positions. The company’s goal was to identify individuals that have the ability to progress 2 levels in its management scale in under 5 years. Willing to lower the average age of its store managers, Carrefour was keen to focus this programme on assessing the potential of department managers with less than 2 years of experience in their roles.
SAFEGUARDING FUTURE SUCCESS BY IDENTIFYING HIGH-POTENTIAL PERFORMERS
Over 375,000 staff globally, across 12,300 locations
€78billion revenue per year
Spearheading environmental initiatives to tackle climate change
Carrefour aspires to recruit future store directors from among its department managers. For this project it was necessary to enlist a tool with the ability to identify young individuals who are capable of gaining competencies and progressing quickly within our hierarchy. Our potential assessment, which was created together with Cubiks, has proven to be a highly appropriate answer to our problem, enabling us to identify more than 90 young talents within the first two years.
Turning junior managers into future leaders
Carrefour needed an online approach that would assess a range of characteristics & qualities that are linked to an individual's potential to develop
Carrefour wanted an objective assessment customised to perfectly complement the company’s existing career management processes, offering valuable insight into the strengths and development areas of participants.
Current performance does NOT always predict future potential
There is always a risk when assessing performance
Some current high performers at a junior level may not thrive when given more executive responsibilities. And those who don't shine in a Junior role might be waiting to spread their wings at a more senior level. Cubiks needed to make sure that any assessment would take these risks and elemtns into consideration when designing a solution that would meet all of Carrefour's requirements.
A talent score for each participant...
...and a comprehensive perspective on the areas indicative of potential
Initially Cubiks ran a pilot with Carrefour to validate that the dimensions in the potential assessment were relevant for the company’s working environment and to establish a benchmark. Importantly, this trial also confirmed that the assessment could identify individuals with potential who were not necessarily current high performers. Once success metrics were established, Cubiks delivered an online potential assessment to equip Carrefour to objectively assess the potential of its Junior Managers, with a full suite of outcome reports.
Fully integrated talent management & development
Harnessing potential for accelerated development
The high potentials identified have since taken part in tailored training programmes that focus on developing their lowest scoring dimensions. Reports detail a reviewee’s score and provide personalised tips for their development. Cubiks also created tailored reports; including individual reports with development tips for the lowest scoring dimensions and group reports for use by HR. Lastly, Cubiks designed a training programme for Carrefour’s HR team to enable them to internally train managers in how to interpret the potential reports and improve their feedback skills.