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Building a positive company culture with feedback

Tired of hearing the phrase “feedback is a gift”? It’s a common phrase that gets used a bit too much and seems to be losing its meaning. However, we still hold this adage to be true and work hard to encourage a sustainable feedback culture.

At Runtastic, we’re passionate about our jobs, eager to learn new things, and always striving to improve. In short, we strive for one A culture of open and constructive feedback.

But what does an “open” or “constructive” feedback culture really mean? In a team made up of diverse people, each with their own personality and background, and communicating with each other mostly online, it can be easy to misunderstand someone else’s message or intentions.

Therefore, we organized many subtle and not-so-subtle steps to enable constructive feedback at all levels.

What feedback means to us.

Feedback is more than just a buzzword to us. To ensure a shared understanding of how we practice our feedback culture in daily interactions, Our inclusion agents Produced by a Feedback Manifesto.

Here are simple guidelines for what kind of communication we value, regardless of the situation:

  • Constructive is better than destructive.
  • Better direct than subtle
  • Better open than defensive.
  • Better constant than sporadic
  • Be careful about context

This is a simple but effective guideline on how we should exchange feedback with each other in Runtastic.

How do we make it a habit?

Feedback can only help someone if they are open to it and willing to improve. This is actually one of the criteria we look for when. Hiring new people for our team. However, we know that these skills can be developed with training, support and practice.

We consciously work to integrate feedback into our daily lives. Every new Runtastic Gets a guideline. To refer to his first few months with the company, including regular feedback check-ins with his team lead.

In addition to these feedback check-ins with leaders, the team also has the opportunity to receive formal feedback from their peers during our 360° feedback conversations.

“Make Feedback a Part of Your Everyday Work Life.”

Feedback Manifesto

But it’s not just during formal settings that feedback is important. At Runtastic, we use Kudo Cards and our Slack # Appreciation Channel To express our appreciation and appreciation. These little notes are an easy and informal way to give positive feedback. We try to never underestimate the motivational power of highlighting the great work our Runtastics do and the effort they put into everything they do.

For most of us, the hardest part is suggesting improvements and giving critical feedback, which most likely requires face-to-face and constructive interaction. We now include feedback training in our standard training opportunities for all Runtastics to learn the skills needed to give and receive feedback, practice challenging feedback sessions, and reflect on our own behavior. .

Company wide feedback

Feedback should not stop at the individual level. Our Quarterly Engagement survey Helps us learn about any issues that are troubling team members, informs us which systems are working well and what challenges we need to address at the company level. We have also introduced our Q&A section. Monthly All Hands Meetings where everyone is encouraged to ask questions and share feedback.

In short, feedback occurs on many different levels. The only way we can successfully help each other grow is if we, as a company, encourage feedback at all levels, including feedback from applicants. If you are currently in our application process or have previously applied to Runtastic, we would also greatly appreciate your feedback. or,


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