⚡ TL;DR
- 4,500 employees across 14 locations, 80% in frontline manufacturing roles
- Most employees lacked company email or daily laptop access
- Engagement score improved from 7.5 to 8.7 over three years
- eNPS quadrupled from 9.21 to 38.11
- Actively disengaged employees dropped from 11.1% to 3.2%
- 249 managers received self-serve AI dashboards
Why Robertshaw needed a better frontline engagement strategy
No scalable way to reach frontline employees
Before CultureMonkey, Robertshaw relied on manual survey coordination at each site. HR teams had to physically group workers and guide them through paper-based or desktop-based surveys. At larger plants with 1,400+ frontline workers, this process took weeks and significantly disrupted manufacturing workflows.
Surveys in a single language for a multilingual workforce
Operating across 14 locations with employees speaking up to 9 different languages, running surveys primarily in English meant large segments of the workforce were excluded from the listening process entirely.
No framework to connect feedback to action
The company had never run a structured engagement program before. In the baseline year, Communication scored 6.5, Recognition scored 7.0, and 11.1% of employees were actively disengaged. Leaders had no repeatable process for interpreting feedback or driving local action.
“The problem CultureMonkey solves is getting to a mostly frontline workforce in nine different languages — half a dozen of which aren't common. It makes it really easy, so we can spend more of our time on the output that actually matters.”
How CultureMonkey transformed their approach
Mobile-first, self-serve survey access
CultureMonkey helped Robertshaw move from guided participation to self-serve participation. QR code surveys, intranet screen integrations, and email-based distribution gave the frontline workforce flexible access. Break-room kiosks and scannable codes reduced disruption and made participation easier during the workday.
Multilingual surveys across nine languages
Surveys were rolled out in 9 languages across all 14 locations. Employees could respond in the language they were most comfortable using, making feedback collection more inclusive and representative of the actual workforce.
AI-powered analytics for 249 managers
Robertshaw rolled out CultureMonkey's AI-powered manager dashboards to 249 leaders, giving them direct access to team-level engagement data, driver performance, and specific improvement opportunities. Over time, engagement language became part of daily management conversations — signaling deep organizational adoption.
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The results: a 3-year transformation
3-Year Driver Progression
| Driver | 2024 | 2025 | 2026 | Change |
|---|---|---|---|---|
| Communication | 6.5 | 7.4 | 8.4 | +1.9 |
| Recognition | 7.0 | 7.6 | 8.3 | +1.3 |
| Management | 7.6 | 8.1 | 8.9 | +1.3 |
| Leadership | 7.5 | 8.0 | 8.7 | +1.2 |
| Growth & Development | 7.2 | 7.6 | 8.3 | +1.1 |
| Work Life Balance | 7.5 | 8.0 | 8.6 | +1.1 |
| Meaningful Work | 8.0 | 8.5 | 9.0 | +1.0 |
| Involvement | 7.9 | 8.2 | 8.8 | +0.9 |
| Autonomy | 7.8 | 8.2 | 8.7 | +0.9 |
| Work Environment | 7.9 | 8.2 | 8.8 | +0.9 |
Communication — the lowest-scoring driver in 2024 at 6.5 — improved by nearly two full points to 8.4 after Robertshaw launched an auto-translating intranet and built a dedicated feedback-loop communication model. Recognition climbed from 7.0 to 8.3 as managers used CultureMonkey's AI dashboards to identify and act on specific gaps.
eNPS: 3-Year Trajectory
| Metric | 2024 | 2025 | 2026 |
|---|---|---|---|
| Overall eNPS | 9.21 | 16.72 | 38.11 |
| Promoters | 1,622 | 1,693 | 2,057 |
| Detractors | 1,230 | 1,036 | 654 |
| Actively Disengaged | 11.1% | 5.6% | 3.2% |
“From day one, the CultureMonkey team adapted the platform's functionality and got creative to help us overcome challenges unique to our business — they didn't just help us launch a survey, they helped us think through how to truly engage managers and people leaders.”
The bottom line
In three years, Robertshaw went from no engagement program to a score of 8.7, quadrupled its eNPS, cut active disengagement by 71%, and improved every single driver — every single year. They built more than a survey program. They built a listening culture.