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Gather employee feedback

to drive team performance

Leverage metrics and coaching to improve your team's performance
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Receive insights on your team's sentiment and productivity

Join the many companies that are using the executive mastermind group like

Thermo Fisher
Mission Health Communities
Ernst & Young
Northwest Rubber
Walbec Group
CRM Workforce
Association for Equipment Managing Professionals
Society for Marketing and Professional Services

Elements of AIM Insights

Gap Analysis

Measure the gap between team members' sentiment and their leaders' perception of their sentiment. Closing the perception gap between what a leader thinks of their direct reports and what the team members think of themselves is critical to helping that leader understand where they need to create clarity for their direct reports.

Goals Report

Document and track individual team members' goals. Measure impact and whether a goal is SMART (Specific, Measurable, Attainable, Relevant, and Time-bound). AIM\’s Goals Report gives leaders the ability to assess and align their direct reports' goals and focuses. AIM’s Goals Report also helps leaders overcome subjectivity and recency bias when reviewing their direct reports.

Executive Coaching

Connect each leader with a personal executive coach to interpret their team's monthly metrics and work through their teams' challenges. AIM's certified executive coaches can be curated for industry and department-specific functions.


Maintain awareness of each leader's performance from the perspective of their direct reports. Discover how your leaders' performance stacks up to leaders at similar companies.

We (my executive team and I) were looking at the tool and were taken back at the feedback we were receiving. People were willing to reveal more in your tool than they were when chatting with them face-to-face. We were impressed with the fact that we could have a deeper discussion with our team members based on the data and have already seen our team’s morale improve because the team feels like their individual goals are now aligned with the goals we are working towards as a company.

Burt Tellier

Vice President

North West Rubber

Image of Burt Tellier
Why is it important to gather employee feedback?
Even the best leaders have room for growth and feedback. Whether you are managing your team, your board, your boss, or fellow colleagues, how you handle the challenges you encounter has an effect on those working relationships.
Regular employee feedback ensures your leaders are aware of the challenges your employees face. This awareness can help your leaders alleviate those challenges, making your employees more productive, happier at work, and more resilient when challenges arise.

Challenges of gathering employee feedback

Trust: Gathering employee feedback via in-person conversations or in-house surveys is never going to net companies the information they need to improve the employee experience because the natural hierarchy of an organization may cause employees to fear losing their jobs if they share the truth.
Lack of Time: Employees are expecting their leaders to anticipate their challenges and create a growth path for them. This takes time to carefully evaluate an employee's work and their feelings about that work and significant self-awareness and introspection to identify what those feelings mean and how they play into an employee's career plans.
Lack of a Strategy: If you do collect data on your employees via pulse surveys, building a strategy catered for each leader for each employee is difficult, time-consuming, and typically done without an executive coach to help craft the way the feedback is delivered.
Bias: The feedback that team members report back to you as to how their team is performing, consciously or unconsciously, is going to possess some form of bias when the feedback is given to you.
Lack of Guidance: When managers receive feedback that their perception of their team doesn't meet reality, they typically lack the executive coaching resources to better understand the feedback and implement solutions to close the perception gap.

How AIM Insights works

Schedule an evaluation meeting to see if AIM Insights is right for you.
Set up a kickoff session to inform and onboard your team.
Leverage AIM Insights to collect monthly pulse surveys from your team.
Meet with your executive coach to identify challenges and analyze your results.


Trust: Having a 3rd party like AIM Insights gather this information gives employees more comfort in being fully transparent and honest in their responses because they are less fearful of the repercussions of delivering criticism.
Time: Having your entire base of direct reports and skip-level direct reports in one place can help you quickly and easily get caught up on how every team member is feeling about work and help you quickly identify challenges
Strategy: Every manager using AIM Insights receives monthly executive coaching guidance to help them better digest the data they have received through AIM Insights and execute a strategy to help them improve their results
Overcoming Bias: By having a consistent process for gathering feedback and utilizing consistent metrics for success across all teams, executives can get a clear, unbiased perspective as to how everyone in their reporting structure feels about their work
Consistent messaging: Every leader receives monthly executive coaching guidance so the strategy that is created with you at the executive level is then brought into the executive coaching guidance to all of the leaders

At first I was a little nervous getting started (using AIM Insights) because I didn't know how my team would receive the survey. But after using the tool, I am learning so much more about my team that I didn't know from our previous 1:1 conversations and it is helping me connect with my team on a deeper level.

Kari Ardalan

Vice President of Scaled Success


Image of Kari Ardalan

Everything you need to know

What is the first step to getting started using AIM Insights?

What is the time commitment?

Is there a limit to the number of leaders or team members that can use AIM Insights?

Can AIM Insights be used with non-traditional teams (e.g. project-based teams, contract workers, matrixed teams, or flat organizations)?

Who are the executive coaches?

Can I start and stop using AIM Insights anytime?

Drive your company's results by equipping your leaders with AIM Insights
Leveraging metrics and coaching to improve leadership performance

Our VISION is a world where the vast majority of people are EXCITED to go to work!

When they are at work their EXPECTATIONS MEET REALITY, and when they come home they feel FULFILLED