Transforming Corporate Culture to Support the SCORE Strategy
In 2021, Metro Group welcomed a new CEO, Steffen Greubel, who introduced an ambitious strategy named SCORE to guide the group until 2030. To achieve this transformation, a change in employees' mindset was essential.
Rather than relying on abstract values, Metro translated its strategy into 10 concrete behaviors to guide the daily actions of teams.
The 10 Key Behaviors to Adopt the SCORE Strategy
Simple, Aligned, and Actionable Behaviors
To embed this transformation in the daily lives of employees, the SCORE behaviors were defined by the COMEX. They aim to be easily understood, remembered, and reused, even outside annual reviews. Here are some examples:
“I complete the expected tasks.”
“I fight against unnecessary complexities.”
“I take risks.”
“I listen to my teams, my clients, and partners.”
“I make decisions and act quickly.”
These behaviors apply to all employees, regardless of their role, and are designed to reflect Metro’s strategic priorities.
Note: During the translation into French, the HR team ensured to maintain the simplicity and impact of the initial English formulations.
Steps to Embed the New Corporate Culture
Structured Communication to Maximize Engagement
The deployment of the 10 SCORE behaviors followed a clear communication strategy, with progressive steps to maximize employee engagement:
Introduction of the SCORE Strategy: Presentation of the new strategic objectives.
Contextualization: Organization of events to explain that this strategy requires a change in mindset.
Introduction of Cultural Fundamentals: Communication of the 5 guiding principles supporting the transformation.
Leaders’ Ownership: Leaders of various departments explored how these behaviors could be embodied within their team.
Communication with Teams: Presentation of the 10 SCORE behaviors, with participatory workshops to facilitate their adoption.
Review Campaign: Establishment of an employee/manager evaluation process to measure cultural alignment.
Infusing the SCORE Culture into Daily Practices
Adapting Corporate Rituals
To align with the SCORE strategy, adjustments were made to internal practices:
Meetings: Each meeting must be prepared, structured, and focused on efficiency. Internally, employees even evaluate meetings according to their level of SCORE alignment.
Management: Leaders and their direct reports must embody the behaviors to legitimize them among teams.
Measuring Cultural Gaps with Interviews
A review campaign enabled evaluating how employees position themselves regarding the desired behaviors. This process includes:
Self-assessment: Each employee rates themselves from 1 to 5 on each behavior.
Managerial Assessment: Managers provide complementary feedback to identify areas for improvement.
These results confirmed HR teams' intuitions and guided training actions to reinforce behavior adoption.
Example: In France, the behavior “I fight against unnecessary complexities” required specific support, as teams tended to favor perfection over pragmatism.
FAQ – Answers to Common Questions About the SCORE Culture
Why Introduce Concrete Behaviors?
Concrete behaviors translate abstract values into daily actions. They allow guiding employees in real situations and assessing their alignment with the strategy.
How to Ensure Behaviors Are Adopted?
Structured communication, regular evaluations, and manager involvement are essential to ensure the adoption of new behaviors.
What Are the Challenges of Fast Cultural Change?
The main challenges include resistance to change and adjusting to local cultural specifics. A participative approach and simple tools can reduce these obstacles.
Key Learnings
New Strategy, New Behaviors: Aligning employees' behaviors with the SCORE strategy ensured their engagement.
Simplicity and Clarity: Short and impactful sentences facilitate behavior adoption.
Measure and Adjust: Evaluation campaigns help detect cultural gaps and act quickly.
Exemplary Leadership: Leaders play a key role in embodying the behaviors.
Conclusion
Do you want to transform your corporate culture to align with an ambitious strategy?
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