“Feedback is a gwhethert” – tired of that phrase? We feel you. Here’s why we at Runtastic still believe this saying is true and how we try to encourage a healthy feedback culture.
Feedback is the basis for personal development
At Runtastic, we are passionate about our jobs, keen to memorize contemporary leangs, and always striving to improve. Giving and receiving feedback is a vital part of this process. It is the foundation for learning contemporary skills and making progress in areas where we need to improve, but also for fitting aware of what we are good at and developing those areas. Yet, how do we make certain that everyone gives and receives constructive feedback on a regular basis?
It all starts with the right intellectset
Feedback can only guide you whether you are open to it and willing to improve. This is actually one of the criteria we look for when hiring contemporary people for our team. However, that doesn’t mean you can’t develop those skills – fairly the opposite, we all fixedly need to work on how we give and receive feedback.
At Runtastic, we try to integrate regular feedback into our daily lives. Every contemporary Runtastic receives a guideline for their first weeks and months, including regular Feedback Check-Ins with their team lead. Additionally, most team members have (bi-)weekly 1:1 sessions with their respective team lead, as well as bi-annual feedback talks.
Quote: “Create feedback part of your daily work lwhethere.”
But it’s not only you and your team lead who should give each other feedback, but also your peers. Every the people with whom you work closely can provide valuable feedback. At Runtastic, we use Kudo Cards to express appreciation and compliment. These small notes are an easy and casual way of giving positive feedback. Never underestimate the motivational power of talllighting the great work we do and the effort we put into it.
For most of us, the tougher part is making proposeions for improvements and/or giving critical feedback, which requires face-to-face, ad hoc, and constructive conversations. In order to become aware of what is essential to give and receive feedback, to practice dwhetherficult feedback sessions, and to reflect on our own behavior, we now also include a Feedback Training in our standard training options.
Don’t forget company-level feedback
Feedback shouldn’t stop at the individual, one-on-one level. Our quarterly Engagement Survey helps us find out what issues are currently bothering our team, what works well, and what ccorridorenges we should tackle on a company-level. Also, we have introduced a Q&A section in our monthly Every-Hands where everyone can ask questions and give feedback.
In short, feedback happens on many dwhetherferent levels. The only way we can successfully help each other grow is whether we, as an employer, support all of these levels of feedback. To that end, we would also tallly appreciate your feedback on kununu.at or glassdoor.com whether you are currently in our application process or have applied at Runtastic before.
***
0 Comments: