Insitu Debuts ScanEagle3 at Xponential 2018


Insitu Debuts ScanEagle3 at Xponential 2018


Insitu Debuts ScanEagle3 at Xponential 2018


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What we’re about

Unmanned Systems have challenged the notion of “possible” since the industry was born circa World War I. Like our agile industry, Insitu has changed and grown constantly since our inception in the early 1990s. Though we have outgrown the garage from which our first UAVs were produced, our passionate team strives to embody the original entrepreneurial spirit, ethics and vision that our founders established two decades ago and continue to drive our innovation and vitality today and onward.

We empower our global customers to make the best, most informed decisions possible. We do this by creating industry-leading integrated systems that collect, process and distribute information for decision-makers.

Team Insitu is driven by four pillars.


Our pioneering spirit is derived from a genuine passion for what we do and an intention to remain at the forefront of change in this dynamic industry, constantly raising the standards and pushing the boundaries. For our blog, this pillar represents leading technology developments that drive the Unmanned Systems industry.


This category encompasses industry developments that inspire and challenge our team to deliver the most effective and efficient solutions possible, and pivot quickly when our customers need us to.


Our team stands together, made only stronger by our diversity in thought and location. This synergy encompasses not only those within our company, but also our customers, aviation regulators, industry thought-leaders, and countless others whose contributions collectively and constantly drive us to think bigger.


As a global company, we are fortunate to be a part of many diverse communities. Some of these communities revolve around where we are, while others are inherent to what we do. Regardless of how we relate, Team Insitu values and supports each community member, and embraces the uniqueness that each one brings to our culture and industry.



Opinions expressed in blog articles and in any corresponding comments are the views and opinions of the original authors, and do not necessarily reflect the views of Insitu Inc. or The Boeing Company as a whole. All Insitu names, copyrights and trademarks are the property of Insitu Inc. or its subsidiaries in the United States and other countries.


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“I’m so excited for my Annual Review!”...Said No One Ever

​By Gaylyn Sher-Jan, Chief People Officer/Vice-President, Enterprise Services

Forms Don’t Accomplish Goals

Insitu’s leadership gave the green light for our HR leaders to create a new approach to performance management in the summer of 2017. When I announced “no formal reviews due by the end of December,” I received ZERO angry emails, only resounding applause.

As a team, we agreed it’s impossible to change the course of history if we prioritize our time on filling out forms versus having meaningful conversations about business outcomes and employee development. I’ve watched the trend of growth companies eliminating ratings and formal reviews. Insitu’s new approach will put our people in the driver’s seat, allowing them to manage their goals, document progress and capture feedback in real-time to support their accomplishments and initiate those meaningful tete-a-tete’s.

On-going Feedback = Development

Research shows that ratings don’t inspire development and achievement. Respectful and constructive feedback does.

At Insitu, it is our cultural bedrock understanding that our people can do the jobs that they were hired to do. We want to encourage a culture of continuous feedback that helps each employee achieve. Employees accomplish great things with the support of direction, re-direction, and feedback from their managers, peers and direct reports – more than they ever thought possible. It’s how we care and help each other.

Most employees report that they don’t get enough feedback. Our new tools will allow people to request feedback and adjust approach and goals as needed. Our new Performance and Development application will enable timely dialogue.

Managing and Respecting Differences

Respecting our differences is a significant manifestation of Insitu’s Care Pillar. I challenge our managers to create an atmosphere of rich feedback relevant to each person. For example, it makes sense that you would provide feedback to a new engineering graduate differently than you would to an engineer of 20 years. The constant is to be respectful and give relevant feedback at a cadence appropriate to the situation.

Lose the Ratings & Gain Clarity

Without ratings, check-ins become less about judgment and more about the opportunity to collaborate, solve problems, track progress and get better. Managers will have a more accurate understanding of actual performance because they are meeting with their team members regularly throughout the year.

Care for One Another

Asking for and providing honest, candid feedback is one of the most important commitments we make to one another. Frequent, on-going feedback will ensure that programs keep on-track and re-directs occur promptly.

Using purpose-built technology to enable more frequent coaching conversations will free us from time-consuming forms and ineffective processes. Our HR Business Partners and our Employee Life Cycle Team will be providing training and examples to support our employees through this transition.

We recognize that we are pioneering something very different from our past Performance Management programs. Trying something bold is core to who we are at Insitu.

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