⚡ TL;DR
- Air General runs 680+ employees across 35+ U.S. airport locations spanning 21 states.
- Without a dedicated engagement tool, HR couldn't measure sentiment or make data-driven decisions.
- CultureMonkey's People Science, manager dashboards, and driver insights gave HR one unified view.
- The first survey cycle delivered a 7+ engagement score, 68%+ highly engaged, and eNPS of 9+.
- A 4+ point manager score gap helped HR identify and prioritize leadership development with confidence.
Why did Air General need more than an internal survey tool?
Relied on existing internal tool
Air General used in-house tools to run engagement surveys, infrastructure that could distribute questionnaires but lacked the capability to process or structure what came back.
No mechanism to close the feedback loop
The internal setup offered no structured way to communicate findings back to employees or track whether feedback translated into meaningful action on the ground.
“The initial plan that Air General had when they rolled out their first employee engagement tool was to use some of the technology that the company already had on site. And that really didn't get what we were really looking for. It wasn't able to parse information. It wasn't able to find data that was going to be helpful for us to make some decisions moving forward.”
Constrained HR's capacity for evidence-based planning
Without reliable engagement data, HR and leadership operated without the visibility needed to assess workforce sentiment, surface problem areas, and build a people strategy grounded in evidence.
How CultureMonkey enabled Air General to build people intelligence at scale?
Built engagement measurement, people science methodology
CultureMonkey's people science foundation gave Air General the infrastructure to run engagement measurement consistently, establishing a structured, repeatable approach across a large, geographically distributed workforce.
Connected engagement data across teams, locations, and business units
CultureMonkey's driver-level and question-level insights gave HR and leadership a unified view of engagement across 35+ locations, multiple business units, and nine distinct teams, making cross-organizational sentiment comparison possible for the first time.
Equipped every manager with a team-level engagement view
Manager dashboard access gave each manager a deep breakdown of team sentiment across key drivers, providing the visibility needed to identify engagement gaps and take targeted action.
“With CultureMonkey, managers are using the data that comes back in ways to help them engage with their staff, re-engage with their staff, look forward to different opportunities to bring the staff together, and recognise them as well.”
Unlocked granular insights with People Science
With CultureMonkey's People Science team, Air General gained a deeper analytical layer on top of its engagement data, uncovering sentiment patterns and building customizable reports tailored to the organization's specific people priorities.
Measured engagement scores against industry peers
CultureMonkey's benchmark data gave HR a comparative lens to evaluate scores against cargo and logistics sector peers, moving beyond internal numbers to industry-relative intelligence.
Transform employee feedback with insights grounded in people science
Learn how CultureMonkey's people science approach gives HR the granular intelligence needed to prioritize interventions and drive meaningful change.
How Air General established its first data-backed view of workforce health?
Key engagement drivers like purpose alignment and meaningful work scored 8+, reflecting a workforce deeply connected to Air General's mission and values.
Identified leadership development gaps at the manager level
A 4+ point gap between the highest and lowest manager scores gave HR the granular intelligence needed to identify and prioritize leadership development interventions with confidence.
“The key benefit we found with CultureMonkey is that it was just so easy to use. Having used other products in my career, it didn't take long to get up and running. You didn't need a developer or an architect on hand to manage the technology. Once it was installed and the survey was live, it just ran. The CultureMonkey team is great to work with, and that makes the product easy to use as well.”
What HR leaders can learn from Air General's first organization-wide engagement program?
| Topic | What you'll learn | Applicable to |
|---|---|---|
| Building a first engagement baseline | Why a first-cycle survey on a structured platform delivers more strategic value than years of unstructured internal attempts | HR teams moving from informal to formal engagement measurement |
| Manager-level engagement visibility | How surfacing driver-level sentiment at the manager level enables targeted leadership development rather than broad, unfocused intervention | HRBPs and L&D teams at distributed organizations |
| Distributed workforce listening | How to run a consistent, participation-driven survey program across a geographically dispersed, operations-heavy workforce without technical resources | HR operations teams at field-based or frontline-heavy organizations |
| Identifying cultural strengths through data | How high scores in Purpose Alignment and Meaningful Work can anchor a people strategy and why knowing your strengths matters as much as knowing your gaps | CHROs building long-term engagement strategy |
| Prioritizing interventions with precision | Why engagement data at the driver and team level removes guesswork from HR's action planning and how to focus on 1–2 high-impact areas per cycle | HR leaders managing post-survey action planning |
| People Science as a strategic lever | How dedicated People Science support transforms raw survey data into customized, decision-ready intelligence for HR and leadership | HR teams without in-house people analytics capability |
Give every manager the visibility to lead with confidence
See how CultureMonkey's manager dashboards help people leaders across your organization identify engagement gaps and take targeted action at the team level.