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To align our employees’ passion to our organizational goals, our Global Talent Development team launched the Learning Map Experience, a Cielo-led Strategy activation process, delivered virtually to bring our long-term strategy to life with lively discussion, gamification, and group activities. The sessions were hosted as 3-hour slots as an engaging and interactive space to align our people with Cielo’s vision and purpose. By connecting our people to Cielo’s vision and strategic objectives, in partnership with stakeholders across the business, they can see how their role contributes to the overall success of the organization.

Our people are central to our culture, which is why with our recent brand refresh, we took the time to reflect upon what helps us craft our vision, and Cielo values are – PEOPLE (Partnering, Empowering, Original, Purposeful, Learning and Energizing). Going a step further, we celebrate people who are living and breathing Cielo values with the ‘Star PEOPLE’ awards, taking place in each of our Sector company calls, and Global ‘All Hands’ – an interactive and engaging meeting for all employees. These are intended to recognize individuals for going above and beyond in their performance and living our values.

Our CEO, Marissa Geist as well as our previous CEO and Founder, Sue Marks have continually led our passion for and commitment to equality and equity in the workplace, frequently commenting on gaps in the industry through whitepapers, reports and online articles. When our current CEO, Marissa Geist transitioned into her role last summer, she hosted in-person ‘Listening Sessions’ in each of our global regions. These served as a casual conversation to help Marissa understand what we can be doing to enhance employee experiences in these areas, and the feedback received was used as part of the organization’s strategic planning.

We have regular ‘touchpoints’ throughout to ensure all employees are aware of the organizational activities and news, as we continue to work as a global business. It’s important that these communications are not completely one-way and encourage our people to join our interactive ‘Global All Hands’ calls for business and sector updates. We have recently relaunched our ‘Coffee Chats’ series – an informal space for our leaders to listen to employee’s thoughts on what is working well, and to identify challenges. All feedback we receive helps us to deliver and curate an environment for everyone to shine.

Employee input from regular pulse surveys has helped us to drive our communication strategy, open opportunities for remote employees to be more engaged, inform many parts of our Learning & Development plans, and helps to identify where we have room to strengthen our tools and technology. Additionally, all employees are expected to have goals identified and reviewed quarterly at a minimum, along with an Individual Development Plan that helps to translate their learning activities into applied behaviors, skills, and capabilities in their role. This ultimately helps our people ‘have a say’ in their individual development and shape their own career.