Nearly 1,000 colleagues worldwide have helped to reveal our shared foundation:
our strengths, our values, and our aspirations.
Phase I of the Montana Aerospace – Aerostructures EVP Project has been successfully completed.

Montana Aerospace brings together employees from UAC, Asco and the holding — with locations worldwide and a diverse, dedicated workforce. 7,600 people give their best every day — even though most of them have never met, they all work together towards a common goal:
To shape the mobility of tomorrow — in the air and beyond — with our high-tech components, creating a safe and sustainable world where people are seamlessly connected. And all this as a truly unique, worldwide team.

In order to grow together and fully leverage our strengths, it is essential that we first take a closer look at ourselves — to better understand what defines us:
our strengths, our common ground, as well as our differences and areas for development.

That’s why we launched the Employer Value Proposition (EVP) project last fall. With the support of nearly 1,000 employees from all Asco, UAC, and Montana Aerospace locations, we successfully completed Phase I through analyses, surveys, interviews, and focus groups, clarifying how we see ourselves, what defines our corporate culture, and what potential we see for Montana Aerospace’s future.

The Result:

There are values that define us & connect us all worldwide

Performance orientation
— the drive to achieve the best possible results is our shared motivation.

Learning orientation
— curiosity, experimentation, and continuous improvement shape our work culture.

We also share common wishes for the future

- Clearer & more transparent communication.

- Stronger cross-divisional collaboration.

- More appreciation and recognition.

Info box:

What is an EVP and why is it important?

An Employer Value Proposition (EVP) defines what we stand for as an employer – what our employees can expect from us and what we expect in return. It forms the basis for consistent communication and helps us to attract, retain, and develop talent in an authentic way.

It's about more than just image: it's about aligning our self-image as an employer with the reality of our workplace – and developing this identity together.

These insights provide a strong foundation for our ongoing development as an employer and as a team.

Thank you!
A heartfelt thank you to everyone who contributed — your input is actively shaping the future of Montana Aerospace.

What’s next?

Based on these findings the goal is to translate the identified strengths, values, wishes, and potential into concrete approaches and actions.

We will be back!

The Harvard Culture Model – explained

We did our survey according to the Harvard Culture Model, which divides organizational values into 4 areas, based on how people interact with one another and how they react to change.

Different, yet the same:

Looking at the outcome of our survey regarding company culture, there are values that we all share, no matter our company or location.

- Agile / Individual (Top-Left)

- Joy – People feel happy and fulfilled at work.

- Learning – People are encouraged to grow, improve, and try new things.

- Agile / Together (Top-Right)

- Purpose – People feel connected to a bigger goal or mission.

- Relationship – Building strong connections and teamwork is important.

- Stable / Together (Bottom-Right)

- Order – Clear rules and processes guide how things are done.

- Security – People feel safe, supported, and protected.

- Stable / Individual (Bottom-Left)

- Authority – Leaders have clear power and are respected.

- Performance – Achieving results and doing high-quality work matters most

WE ASKED. YOU ANSWERED.AND THIS IS US!