The 100-day trick for happy HR

Adapted by Laura Beeston, Senior Writer

Global production powerhouse Cirque du Soleil knows a thing or two about putting talent centre stage. However, it’s their Chief Talent Officer Valérie Pisano – a pro at harnessing employee engagement – who’s taking care of the business of talent behind the scenes. And she has a unique method of doing it.

Valérie said she thinks most organizations tend to focus on policies instead of the “human” in human resources. Making sure your people are satisfied on the job comes down to supporting their personal development, she says, and building strong, trust-based relationships.

One way the Cirque does this is by keeping the lines of communication wide open. At C2 Montréal 2017, Valérie shared how the company practices “talent dialogues” which get to the heart of it:

Make the most of your next 100 days

At Cirque du Soleil, employees and managers meet up for some face time every four months for an open and honest discussion about how things are going. They reflect on the following five questions:

  1. Looking back on the last 100 days, what have been my contributions to my team and beyond?
  2. What was difficult? What were my struggles? Have I tried something that failed?
  3. How have I been showing up, energy-wise? What’s the impact on that on myself and those I interact with?
  4. Based on all this, what do I want to focus on going forward?
  5. What are the priorities we agree to for the next 100 days?

Generating peer-to-peer connection is how ideas collide – and nothing beats a human connection.

Want to know more? Listen to the new C2 Podcast

Valérie is our special guest on Episode 1 of the new C2 Podcast, which you can subscribe and listen to here. In this episode, she sits down with strategist, producer and TV host Tamy Emma Pepin to discuss workforce engagement and how the Cirque helps employees reach new heights.

Bonne écoute!

Dig even deeper
Valérie co-founded The Mobius Executive Leadership project, which explores the roles of unconscious bias in the workplace.

This article was excerpted from the C2 Montréal 2017 Minutes, which you can read in their entirety here.

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