HR Act For Change EN Locations Search go to store ... Menu Carrefour is committed TO ITS EMPLOYEES WITH ACT FOR CHANGE 01. Why Act For Change 02. Our 4 commitments 03. Our concrete actions Why ACT FOR CHANGE ? Act For Change symbolises the collaborative approach that we have adopted across the whole Group in terms of commitments, concrete actions and managerial initiatives. Act For Change is for all employees and managers and must enable us to move forwards and grow together, to provide our customers with ever better service, to act more efficiently and more straightforwardly and to transform what we do by innovating and experimenting. Because Act For Change ensures that our strategy is aligned with our culture, it is a factor that will speed up the transformation of our profession, giving us the opportunity to introduce new practices that will benefit our customers. Our FOUR COMMITMENTS Act For Change is part of Carrefour's very DNA, drawing on the strengths we have to successfully deliver our transformation. That's the whole point of our four commitments. These commitments are not values: they are highly concrete and operational. They are extremely rooted both in the operations that we perform on a day-to-day basis, as well as in the strategic priorities that we have now made our own. Growing and advancing TOGETHER Everyone must have every opportunity to succeed at Carrefour. We must take action for the women and men who make up our Group by developing their talents, encouraging diversity in our employees and by playing a team game through cooperation between departments and store formats. By serving customers WITH PASSION We need to get into the habit of thinking of our customers first, always, everywhere, in everything we do: in stores, at warehouses and in the various head office teams ! By acting WITH SIMPLICITY To do better and faster, simply trust us. Let's make decisions out in the field with those who are really concerned and learn how to prioritise. Our concrete ACTIONS Encourage internal promotion Internal promotion is one of Carrefour's pillars for development. Meetings are held in all of the countries in which we operate to support and develop our employees, reviewing each person's expertise and potential so that people can develop individually. More than 700 career committees have been set up across France. Internal promotion also involves setting up learning pathways so that employees can take up positions with more responsibilities. In Spain, for example, the Escuela de Líderes (School for Future Leaders) trains 180 participants over a six-month period to be store managers. Argentina has a similar programme whereby 260 employees are given the opportunity to acquire new technical and managerial skills. In Taiwan, the “Carrefour Taiwan Young Talents” programme is an opportunity for talented young people selected from head office and from stores to acquire a broader overview of what the Group does and to work on corporate projects. The “Customer 5.5.5” plan As part of the second commitment in its Act For Change programme, Carrefour is in the process of rolling out the Customer 5.5.5 plan – a straightforward improvement plan firmly focused on customer satisfaction. It involves listening to customers and anticipating and meeting their needs through simple and fast initiatives. The method is underpinned by three mainstays: trust, service and proximity, so that we can provide our customers with flawless service and serve them with a genuine love of what we do. Work / home life balance Through the new managerial skills set forth within the framework of the Act For Change programme, the Group is supporting its cultural transformation in the way in which work is structured – that is also what is meant by acting straightforwardly. For the past two years, most of the Group's countries have been offering employees at head offices, and/or depending on the particular job that they do, the opportunity to work remotely or to work from home. At the same time, the Group is encouraging the use of technology to increase people's flexibility and keep travel to a minimum. Other initiatives will be implemented to do with simplicity: in particular, more use is to be made of Google Suite tools internally. Training about fresh produce Carrefour is putting significant resources into training for its employees. Fresh produce and the food transition are priority issues in which the Group invested in 2019 in order to support roll-out of Act For Food. France has dramatically expanded its training programmes on issues to do with the food transition and now has new modules on Carrefour Quality Lines, organic, hygiene and quality. In Belgium, nearly 600,000 hours of training were devoted to the food transition and to fresh produce in 2019: training programmes in partnership with suppliers and Carrefour Quality Lines, training programmes about organic food and blockchain technology. 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