"Feedback, for us, is a key value. And it's what makes us able to grow as a company in such a critical stage." Valeria Rosati, HR Operations Lead
Berlin & New York-based Taktile is a fast-growing B2B SaaS startup on a mission to empower decision-makers worldwide to make smarter and safer decisions at scale.
The company was founded in 2020 and has been growing rapidly ever since.
Up to a certain point, managing HR processes on the spot worked just fine.
But as Taktile grew, so did their need for more structure.
"Now that we are a series A company, now that we are growing, it's more important to structure our HR processes," Valeria Rosati, HR Operations Lead, stresses.
Growing by 145% in a year does bring some natural challenges:
As a company highly valuing a growth mindset, regular feedback check-ins had been essential to the onboarding puzzle early on.
New hires were already getting feedback from their managers:
Managers would go to Notion, copy the feedback guide, and ask the right questions.
While this worked for a while, it was not the most scalable solution:
Plus, company-wide feedback was still happening informally. Not ideal if you want to use it as a base for people development.
"Feedback, for us, is a key value. It's what makes us able to really grow as a company in such a critical stage. Thanks to Zavvy, we have made it a central part of every employee's experience. And I'm saving around 8 hours every week."
Valeria reflects on the journey to achieving this result:
“Diving into a new topic often means you have no idea where to even start. The templates were a great help there. This way, we already had a good first version to launch.
“We later refined the journeys more and more, based on what new Taktilians really needed to know and Zavvy's engagement analytics.
The result is way more structured than what we had back when I joined the company.”
Concretely, this means:
The onboarding journey goes deeper. It takes new hires, buddies, and managers by the hand over the course of weeks.
Next to giving new hires all relevant info and concrete tasks they need to be successful, it introduces them to the “mutual development agreement”:
The manager and the new joiner set up actionable goals – goals that then form the basis for…
Feedback is vital to steer new hires in the right direction. But how do you make sure that it's done properly?
Here's how Taktile does it:
To keep things simple, managers directly appoint the peers. And peer ratings are optional, so nobody feels pressured to answer.
Based on the development agreement, managers, and peers share actionable pointers following the start/stop/continue format.
Growing as a company did not only raise the need for proper onboarding, but also a more structured company-wide feedback process as a baseline for development and progression.
Performance reviews at Taktile are not occurring on the same date throughout the company – but they run based on each person’s starting date.
“Without automations, you’d need an Excel sheet to track starting dates and always make sure you’re appointing all cohorts in time. The smart assignments are taking away a lot of the manual work.”
“Doing this via Zavvy makes people feel more comfortable. Knowing that their input is being shared anonymously and in a firm process, answers are more open and honest."
Performance review questions are more diverse. They include areas like:
“Overall, our performance reviews are quite detailed, because feedback is a key value for us”.
Additional learning journeys teach both people managers and employees how the tool works and how to properly give feedback.
Feedback is most meaningful when it's closely aligned with individual roles and competencies.
A clear career framework is the basis for role clarity, and understanding what it takes to reach the next step.
We wanted to provide a clear answer to: “What do I need to get to my next career level?”.
"The career ladder had to be progressive, transparent, predictable and strongly align incentives with our growth strategy, our company values and the culture we are building."
“We've grown a lot. Our processes are now already way more structured than in other small companies.”
Overall, Zavvy helps Taktile make everybody's work more efficient:
“Especially automations have saved a lot of time on my end. No more checking Excel sheets to see who starts when, what to send them, and preparing managers to do feedback sessions.”
“It's great to see so many features added. We don't need all of them yet – but it's good to know they are there once we grow further and the topics come up.”
“I am a very organized person. I like that I can set up everything in the way I want. Nothing is set in stone. And it's really easy to improve processes based on feedback from new hires or managers.”
“We have weekly meetings, which help me a lot and which are a great chance to share any new ideas with the team.”
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