Changing a business can be easier with Seedback

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Sebastian Koerber and Gabriel Heiml always receive enthusiastic responses to their corporate courses. However, they also repeatedly state that it is not easy for the participants to implement the change processes in their daily work. Another complicating factor is the lack of a feedback culture in companies, which often leads to misunderstandings. That makes the change processes long and difficult, says Gabriel Heiml. In this episode of the Start-up-of-the-Day series, he explains how Seedback’s software can solve this problem.

So what’s the problem with feedback in companies?

“A fundamental problem is that almost no one can distinguish between constructive-negative feedback and destructive-negative feedback. With constructive negative feedback, you can do something even if it hurts. Destructive-negative feedback, on the other hand, only hurts. What is missing is the right motive. Attitude makes the difference. If I am serious, I contribute to the other person’s growth and progress. Even two feedbacks that are identical in content can go in both a constructive and a destructive direction due to the differences in the feedback provider’s attitude. We determine the attitude based on criteria such as wording, word choice and emotions. ”

Feedback Culture in Business, Seedback, Organizational Development,
Gabriel Heiml (v) & Sebastian Körber (c) Seedback

“At the management level, we often notice that people do not want to help each other at all and misuse feedback to touch each other. This attitude is eliminated by our software Seedback. The concept is based on criteria that everyone can become better at and that contribute to the positive culture in a company. When Seedback is used repeatedly, the development becomes measurable and visible. ”

What drives you?

“We want to achieve a sustainable development of employees in companies. Every employee deserves to be supported in the best way and to realize their full potential. This also leads to greater employee satisfaction. Many companies are proud of a good corporate and feedback culture, but it is rarely put into practice. In fact, only 20 percent of employees are satisfied with the feedback culture at work. This leads to conflict. With Seedback, we create more transparency and enable positive development. Our software can be managed internally. To enable companies to derive concrete actions from the results, we have also put together additional packages for personal process support. ”

Have you ever thought about giving up?

“Two issues come to mind. We collaborated with an external project partner on programming the software without mapping the corresponding IT competencies internally. The collaboration was therefore a great challenge and in the meantime also led to an escalation. In the end, however, the project was “Successfully implemented. Since then, we have known that internal IT competencies can significantly optimize the outcome of such a collaboration. Therefore, we have now acquired the IT competencies.”

The second critical moment came in the collaboration with my co-founder Sebastian. We had a conflict that I had not given the necessary relevance – until it escalated. We were also able to solve this problem – by shortening the feedback loop cycle by a few months so that no more misunderstandings could arise. This also strengthened our confidence. Especially because we have learned not to break communication even in stressful and conflict situations and to constantly give each other feedback. ”

What are you proud of?

“We created the software from scratch. It’s a beautiful thing – especially if it’s accompanied by satisfied customers who see an added value in it. I was particularly impressed with a process support session where I wanted to change the criteria for feedback sessions. It was the participants against “because otherwise they would not be able to see if they had actually developed further. From this I read the interest in our software – and the willingness to develop it further. The latter is what we ultimately want to see.”

Where do you want to be in five years?

“In five years, we want to be the focal point for cultural development and feedback in Europe.”

What makes Seedback unique?

“We provide not only the software, but holistic support. This means that we have the expertise in cultural development and psychology funds. We can make concrete recommendations for action so that companies can begin to develop and take end-to-end responsibility for the entire process and make visible and measurable changes. With Seedback, we focus on the employees’ personal development. Our results are therefore not abstract, but very concrete. In a nutshell, customers find one point of contact for all our needs with us: IT tools, strategy advice and coaches. ”

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