flydocs is the leading asset management solution provider for the aviation industry with a vision to revolutionise the commercial aviation asset lifecycle through digital solutions and services. Recognised as a global leader in digital records management, flydocs was founded in 2007, and with over 300 employees globally, flydocs is trusted by over 75 airlines, lessors, and MROs.
Being a partner to the communities that we live and work in, flydocs plays an active role in the transformation of society towards diversity and inclusiveness by creating a workspace where employees feel safe, respected, and treated equally, irrespective of their gender and identity, ethnicity, religious affiliation, and sexual orientation.
Tamworth, United Kingdom
Aviation & Aerospace
0 - 1000
…using an agile organisation-wide framework of objectives and key results (OKRs) which promote cross-functional teamwork. This framework helps to remove silos so our teams can join forces on strategy development, product innovation and culture building in connected ways through technology and human touchpoints. Less structured workspaces are also encouraged to allow teams to check in, share experiences, and also to have some fun. Our agile approach supports our employees in being more self-organised so they can deliver on their collective goals virtually and in other ways they deem fit. Collaboration is one of our core values, driven by diversity in thought, common ideals, and smart working practices.
…they help us influence and shape what that future looks like. We have open communication, which is delivered across multiple channels, giving everyone a transparent view of our strategy, business success, and customer feedback to ensure alignment. Our OKRs provide clarity on roles so everyone knows how they fit into the flydocs vision, and more importantly how they can contribute to making the vision a reality. By sharing their feedback on our strategy, employees are able to positively influence the future of the business through continuous improvement of the team and individual performance against each OKR area – ensuring that we recognise and celebrate the positive contributions to performance. This clarity in purpose and the performance, moving from protecting the business (due to the impact of COVID-19 in 2020) to rebuilding in 2021 and starting the journey of growth, is motivating employees for the road ahead.
…encouraging a speak-up culture to proactively and sensitively create space for honesty and directness, opinion and feedback, and even aspirations and fears. On this partnership journey, we continue to leverage digital tools like the Workday Peakon Employee Voice platform to drive robust dialogue and provide valuable insight into the real drivers that support engagement, enablement, growth, reward, and management support for all our teams. We love the platform because it is anonymous, so it gives room for our employees to be courageous and radically honest to tell us the truth and share their views on what they believe will foster a better working environment, and ultimately a better business. All this feedback is transparently shared with our teams and helps us give shape to our employees’ voices and initiatives.
…investing in our people so they can drive their own development journey and creating opportunities for continuous coaching for more structured development. As the workplace evolves, we continue to implement practices and policies that cater to a balanced personal and professional life. All of us learn and grow together, we give our employees the space and opportunity to develop their individual aspirations by providing L&D budgets, allowing employees to own their development, and providing tools to enable professional growth. Enabling our teams with relevant tools, processes, and procedures provides our people partners with legitimate data points to decrypt and transform them into a meaningful business outcome. We believe in continual mentoring of our employees between the managers/leaders and their subordinates keeping our core values intact. Our eNPS score for growth of 56 points (12 above the benchmark) is evidence of this as along with the eNPS score for meaningful work at 71 points (21 above the benchmark).
…they are a catalyst to cultivate the best efforts out of everyone. We show up every day by living our core values of respect, transparency, and collaboration. Being open and honest helps in creating trust, everyone deserves respect and our collaborations are the bedrock of our current and future success. The pandemic really brought our values to the forefront when we had to make difficult decisions like reducing our headcount and adjusting salaries to keep the business going. Throughout, we transparently shared every step in our decision-making with sensitivity and worked closely with our teams to support them as much as we could. As we slowly recovered, we redeployed almost 50% of teams as contractors and also paid back employees for their salary sacrifices. Without meaningful collaboration, navigating this arduous journey would not have been possible.
…constantly evolving to meet the needs of our employees as we grow. We continue to foster a culture that is flexible and agile, ensuring that we prioritise activities that keep our employees engaged consistently. Our hybrid work culture and the flexibility to work from home and/or the office are core areas that our people partners love. We have regular team stand-ups where teams come together to discuss work as well as check in on each other’s wellbeing. For professional development, we have Leadership Cohort programs and give teams access to a self-learning portal focusing on employee growth and development. All these have been small but important steps to maintain good levels of engagement as the company continues to evolve.
…through his core ethos of “It’s a people-first business, always!” This is the ethos that drives every single decision made by our CEO, André Fischer. André has an excellent ability to listen first and with the utmost attention. He leads by example always and is the biggest advocate of our core values where he makes himself available to every member of the flydocs organisation. The Chat Space forum which he initiated, has been a critical platform to connect the Leadership team with employees where they have the opportunity to listen and learn from each other in an informal way. Being transparent in his approach, he communicates with employees coherently and can simultaneously conduct difficult conversations with employees. His collaborative skills establish healthy partnerships within flydocs as well as the wider industry.
Over the last few years, we have been working to transform flydocs into a truly people-centric organisation by prioritising initiatives that actually matter to our employees. This has been a journey with many lessons and triumphs, but ultimately we focus on creating an environment that is perfect for those willing to become change agents and take ownership of our success. People love flydocs because it fosters flexibility, we have a hybrid working culture you choose to work from home or a collaborative space. We protect our teams and their loved ones through accident, medical and well-being policies that allow them to focus just on being the best at work. Our compensation model is driven by three tiers: inquisitive learner, collaborative ambassador, or a game-changer where each contribution is valued with complete transparency. As the business becomes more successful, we always share that success back with our employees in the most appropriate way for that period.
As a business that primarily serves the aviation industry, we felt the impact of the pandemic immediately. Our priority was to ensure that we offered the right support system for our employees to help them navigate the unprecedented times. Vaccinations were offered to employees and their family members, along with life-saving assistance in the form of oxygen concentrators, masks, sanitisers, and reimbursement of COVID-19 tests. For employee welfare, sick leave restrictions were removed at a personal level but also for close loved ones who tested positive for COVID-19. When working from home, we offered teams equipment so they could set up home offices with minimal additional investment. Throughout, we had a COVID-19 digital portal with all the support information detailed so employees could access it at any time.