Feedback: Why It’s More Than Just Another Buzzword

People writing on a whiteboard

“Feedback is a gift” – 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.

Two women talking in front of a computer

Feedback is the basis for personal development

At Runtastic, we are passionate about our jobs, eager to learn new things, and always striving to improve. Giving and receiving feedback is a vital part of this process. It is the foundation for learning new skills and making progress in areas where we need to improve, but also for becoming aware of what we are good at and developing those areas. Yet, how do we make sure that everyone gives and receives constructive feedback on a regular basis?

It all starts with the right mindset

Feedback can only guide you if you 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, that doesn’t mean you can’t develop those skills – quite the contrary, we all constantly need to work on how we give and receive feedback.

Three men talking in the office

At Runtastic, we try to integrate regular feedback into our daily lives. Every new 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.

“Make feedback part of your daily work life.”

But it’s not only you and your team lead who should give each other feedback, but also your peers. All the people with whom you work closely can provide valuable feedback. At Runtastic, we use Kudo Cards to express appreciation and praise. These little notes are an easy and informal way of giving positive feedback. Never underestimate the motivational power of highlighting the great work we do and the effort we put into it.

Kudo cards on the table

For most of us, the tougher part is making suggestions 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 necessary to give and receive feedback, to practice difficult 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 challenges we should tackle on a company-level. Also, we have introduced a Q&A section in our monthly All-Hands where everyone can ask questions and give feedback.

People hugging

In short, feedback happens on many different levels. The only way we can successfully help each other grow is if we, as an employer, support all of these levels of feedback. To that end, we would also highly appreciate your feedback on or if you are currently in our application process or have applied at Runtastic before.



Human Relations Team Human Relations strives to continuously strengthen the Runtastic team. On the blog, they share insights into the international work environment. View all posts by Human Relations Team »