What does it take to hear 680 employees spread across 35 airports in 21 states, most of them in frontline operations roles, for the very first time?

Air General Inc. is a third-generation, family-owned air cargo and ground handling company founded in 1961 and headquartered in Portsmouth, New Hampshire. Operating across the United States, Air General handles over 548 million lbs of cargo annually, serving the world's major international and domestic air carriers.

With a workforce that is majority operations-based and geographically distributed, structured employee listening was not just an HR goal, it was an organizational necessity they had never been able to execute on.

In this testimonial, Kevin Laurendeau, Vice President of Human Resources at Air General, walks through why their internal survey tools fell short, what the decision to partner with CultureMonkey looked like, and what happened when they finally had the data infrastructure to match the scale of their people operations.

Key outcomes from Air General's first organization-wide engagement program:

- 7+ engagement score established as the organization's first structured workforce health baseline

- 67%+ of employees classified as highly engaged in the first survey cycle

- eNPS of 9+ reflecting a largely advocating workforce

- Purpose alignment and meaningful work scored 8+, confirming deep mission alignment across frontline teams

- A 4+ point gap between highest and lowest manager scores gave HR the intelligence to prioritize leadership development with precision

What you will learn from this conversation:

- Why distributing a survey and being able to act on it are two completely different problems

- How People Science methodology transforms raw engagement data into decision-ready intelligence

- What manager-level dashboards make possible in a geographically distributed, operations-heavy workforce

- How a 65-year-old family-owned business built a repeatable, scalable engagement program without technical resources

- Why engagement benchmarking against logistics and cargo sector peers changes how HR interprets its own numbers

This conversation is relevant to HR leaders, CHROs, and people operations teams in logistics, transportation, field operations, and any organization where the majority of the workforce is non-desk and spread across multiple locations.

Learn more:

Full Air General case study → https://www.culturemonkey.io/case-studies/air-general/

Employee engagement for frontline and distributed workforces → https://www.culturemonkey.io/employee-engagement/worker-engagement-through-text-message-surveys/

How manager dashboards work in CultureMonkey → https://www.culturemonkey.io/enterprise-survey-software/

Employee engagement drivers and People Science → https://www.culturemonkey.io/employee-engagement/drivers-of-employee-engagement/

Speaker: Kevin Laurendeau, Vice President of Human Resources, Air General

LinkedIn: https://www.linkedin.com/in/kevinlaurendeau/

#employeeengagement #FrontlineWorkforce #PeopleScience #HRTechnology #LogisticsHR #EmployeeFeedback #CultureMonkey #WorkforceManagement #ManagerDashboards #PeopleAnalytics #EmployeeExperience #HRLeadership #DistributedWorkforce #CargoIndustry #EngagementScore

How does a global AI company hear the voice of 1,200 employees spread across the US, Canada, India, China, and Germany, in 20 different languages?

Elizabeth Egan, Global HR Business Partner and Talent Management Director at Cerence AI, shares how the organization built a structured employee listening program with CultureMonkey that spans engagement, onboarding, and exit surveys across its entire global workforce.

Rather than sending separate communications for each language or choosing languages on behalf of employees, Cerence AI uses CultureMonkey's multilingual survey platform to let each employee select the language they're most comfortable responding in.

The system translates survey questions contextually, not just linguistically, preserving meaning across cultures.

Elizabeth also explains how CultureMonkey's AI-powered action plans helped managers move from feedback to action without reinventing the wheel, and how benchmarking against competitors, industry, and company size gave leadership the context they needed to act with confidence.

Key outcomes and insights from this conversation:

- Achieving 86% survey participation across 1,200 global employees.

- Running multilingual engagement surveys across 20+ languages with employee-chosen language selection.

- Using AI-suggested action plans to reduce complexity for managers.

- Benchmarking engagement against industry, company size, and competitors.

- Deploying lifecycle surveys including onboarding and exit to understand the full employee journey.

- Targeted reminder logic that only reaches employees who haven't yet completed the survey.

- Focusing action planning on 1 to 2 priority items per cycle for measurable progress.

- Supporting anonymity and third-party privacy to build employee trust in the process.

In this video, you'll learn:

- How to run employee engagement surveys across a multilingual, global workforce.

- Why employee-chosen language selection improves response quality over assigned translations.

- How AI-powered action plans reduce the burden on managers.

- Why focusing on fewer action items per survey cycle produces stronger results.

- How lifecycle surveys across onboarding and exit give a fuller picture of the employee journey.

- What drives 86% participation in a global technology company.

This is especially relevant for HR leaders in technology, AI, and SaaS companies, as well as organizations managing engagement across multiple countries, languages, and distributed teams.

🔎 Learn More

1️⃣ Explore multilingual and omni-channel employee surveys → https://www.culturemonkey.io/multilingual-and-omni-channel-surveys/

2️⃣ Understand employee lifecycle surveys from onboarding to exit → https://www.culturemonkey.io/employee-life-cycle/

3️⃣ Employee engagement for the technology industry → https://www.culturemonkey.io/industries/technology

🤝🏼 Connect With Us

LinkedIn → linkedin.com/company/culturemonkeyhq/

X (formerly Twitter) → x.com/CultureMonkeyHQ

Instagram → instagram.com/culturemonkeyhq/

👤 Speaker

Elizabeth Egan, Global HR Business Partner, Cerence AI

linkedin.com/in/elizabethsegan

#EmployeeEngagement #EmployeeSurvey #MultilingualSurveys #HRTech #GlobalWorkforce #PeopleAnalytics #EmployeeListening #EmployeeExperience #LifecycleSurveys #AIinHR #TechHR #WorkplaceCulture #EmployeeFeedback #ManagerEffectiveness #CultureMonkey

After LINKBANK’s merger, rebuilding alignment across teams became a critical priority.In this conversation, Beverly Wise (Chief Impact Officer at LINKBANK) shares how the organization approached employee listening during a period of transformation, where understanding employee perspective was essential to rebuilding trust and culture.Rather than relying on generic survey models, LINKBANK brought its own engagement framework into the process, aligning its seven key drivers with a structured, research-backed methodology.“What stood out about CultureMonkey was their willingness to truly partner with us. Together, we created a customized, data-driven experience that reflected who we are as an organization.”This approach helped LINKBANK move beyond surface-level feedback and build a listening system that enabled leaders to act with clarity across teams during a high-stakes transition.Key outcomes include:- Achieving 90%+ participation during a critical post-merger phase.- Empowering 50+ managers with real-time team-level insights.- Reaching an engagement score above 8 through structured listening.- Aligning internal engagement drivers with a research-backed framework.- Strengthening trust through anonymous, action-oriented feedback systems.In this video, you'll learn:- How to rebuild employee engagement after a merger.- Creating alignment across newly integrated teams.- Why custom engagement drivers matter more than generic surveys.- How manager-level visibility improves engagement outcomes.- Turning employee feedback into direction during organizational change.This is especially useful for HR leaders, banking and financial services organizations, and teams navigating mergers, restructuring, or large-scale cultural transformation.🔎 Learn More1️⃣ Explore leadership during organizational change →https://www.culturemonkey.io/cultureclubx/s06-e02-leadership-during-change-empathy-confidence-sustained-engagement-in-2026/2️⃣ Understand what drives employee engagement →https://www.culturemonkey.io/employee-engagement/drivers-of-employee-engagement/3️⃣ Explore enterprise employee engagement software for complex organizations →https://www.culturemonkey.io/enterprise-survey-software/🤝🏼 Connect With UsLinkedIn → linkedin.com/company/culturemonkeyhq/X (formerly Twitter) → x.com/CultureMonkeyHQInstagram → instagram.com/culturemonkeyhq/

👤 Speaker LinkedIn → https://www.linkedin.com/in/beverly-wise-sphr-pcc-66615915/#EmployeeEngagement #EmployeeListening #PostMergerIntegration #HRTech #WorkplaceCulture #PeopleAnalytics #EmployeeExperience #OrganizationalChange