Aero Simulation Inc., a rapidly growing aviation company that scaled from 100 to 300+ employees in three years, successfully transformed their employee engagement approach by implementing PerformYard's integrated performance platform to replace informal feedback methods with sophisticated pulse surveys and cohort analysis.
How a Growing Company Used PerformYard to Transform Team Engagement
Aero Simulation Inc used PerformYard Employee Engagement to deliver a remarkable transformation
Aero Simulation Inc., a rapidly growing aviation company that scaled from 100 to 300+ employees in three years, successfully transformed their employee engagement approach by implementing PerformYard's integrated performance platform to replace informal feedback methods with sophisticated pulse surveys and cohort analysis.
- Regular pulse surveys every 3-4 weeks
- Combination of standard PerformYard questions and custom queries
- Department and demographic-specific analysis
- Work arrangement categories (remote, compressed schedules)
- Union vs. non-union employee analysis
"I just looked at one department's engagement score for the last 30 days and... it's increased 91 points." — Dr. Sherry Mathews, HR Manager
About the Company
Aero Simulation Inc. is a dynamic aviation and aerospace company with a rapid growth success story. In just three years, ASI has hired nearly 200 employees, scaling to a substantial enterprise with diverse workforce categories including direct employees, union workers, consultants, and subcontractors.
What sets ASI apart is its commitment to employee engagement even during periods of explosive growth. The leadership team had always prioritized listening to employees, using creative approaches like suggestion boxes and informal polling to stay connected with their workforce as they scaled.
When ASI recognized the need for its first dedicated HR professional, it brought in Dr. Sherry Mathews as HR Manager to build upon its existing foundation while implementing more sophisticated systems to support its continued expansion. ASI’s investment in proper HR infrastructure demonstrates their understanding that engaged employees are essential for sustainable growth.
The Challenge
"I started here in January of '22 as the first HR person that they had here... HR was being done by the CFO so it was just basically payroll and and other basic human resource functions." — Dr. Mathews, HR Manager
When Dr. Mathews joined as the company's first dedicated HR professional, she inherited an approach to employee feedback that had served the company during its early growth phase:
- Informal engagement measurement - Use of Microsoft Forms for "question of the week" polls
- Physical feedback collection - Break room suggestion boxes with handwritten responses
- Basic data analysis - Manual processing of feedback without specialized analytics tools
- Multiple employee tracking systems - Separate lists maintained for employees, union workers, consultants, and subcontractors
- Resource allocation challenges - HR responsibilities handled alongside other duties during rapid growth
As ASI expanded dramatically, hiring nearly 200 employees in three years, it became clear that more sophisticated systems would be needed to maintain the same level of attention to employee engagement while supporting continued growth.
The Process
Dr. Mathews selected PerformYard's integrated performance and engagement platform to address both immediate needs and long-term scalability. The comprehensive implementation included:
Strategic Survey Design
- Regular pulse surveys every 3-4 weeks
- Combination of standard PerformYard questions and custom queries
- Strategic initiative-specific questions
- Supervisor and HR-focused questions
- Department and demographic-specific analysis
Advanced Cohort Analysis
- Extensive segmentation by functional groups
- Demographic breakdowns (gender, education, tenure)
- Work arrangement categories (remote, compressed schedules)
- Recruitment source tracking
- Union vs. non-union employee analysis
Unified Employee Database
- Single system of record for all worker categories
- Integration of employees, union workers, consultants, and subcontractors
- Comprehensive reporting capabilities across all groups
The Result
When referring to one group in the company that was struggling, Dr. Mathews stated, "I just looked at their score for the last 30 days and... it's increased 91 points."
The implementation of PerformYard's engagement platform delivered a remarkable transformation:
Dramatic Turnaround
- One group’s eNPS improvement: 91-point increase in one department’s eNPS scores.
- Consistent participation: 50 employees per survey cycle
- Real-time trend analysis enabling proactive intervention
- Board-level reporting with actionable insights
Advanced Analytics
- Comprehensive cohort analysis across multiple dimensions
- Trend tracking rather than single-point-in-time snapshots
- Targeted interventions based on specific group performance
- Professional data analysis without requiring specialized skills
Enhanced Operational Efficiency
- Streamlined processes building on existing feedback systems
- Unified employee database consolidating multiple tracking systems
- Regular board presentations with comprehensive insights
- Scalable systems designed to support continued rapid growth
"I look at it more, not just the last survey, but I look at trends like, are we trending up, trending down? I also created a ton of cohorts in PerformYard."
About the Company
Aero Simulation Inc. is a dynamic aviation and aerospace company with a rapid growth success story. In just three years, ASI has hired nearly 200 employees, scaling to a substantial enterprise with diverse workforce categories including direct employees, union workers, consultants, and subcontractors.
What sets ASI apart is its commitment to employee engagement even during periods of explosive growth. The leadership team had always prioritized listening to employees, using creative approaches like suggestion boxes and informal polling to stay connected with their workforce as they scaled.
When ASI recognized the need for its first dedicated HR professional, it brought in Dr. Sherry Mathews as HR Manager to build upon its existing foundation while implementing more sophisticated systems to support its continued expansion. ASI’s investment in proper HR infrastructure demonstrates their understanding that engaged employees are essential for sustainable growth.
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