Customer Success Story

Babbel learns inside out with feedback

700 Employees 

700 Employees 

2 Locations

2 Locations

Education industry

Education industry

The most innovative company in the education sector

Founded in 2007, Babbel is the world's most successful language learning app, with well over a million paying customers. A team of more than 700 employees from more than 50 nations work in Berlin and New York to make language learning possible for all. Everyday dialogues, mother tongue speakers and a simple grammar mediation make Babbel exceptional. 

Babbel's success is based on six values:

  • Diversity makes us stronger
  • Learning company inside out
  • What matters to learners matters to us
  • Bold and humble
  • We make the complicated simple
  • We love what we do

Our feedback culture has improved. We assure all employees to receive regular feedback. And we keep that promise.

Linda Pavlic

Head of HR, Babbel

Fast growth requires consistent feedback

Before Babbel started using Loopline, each department handled feedback in a different way. Some have used Excel or Word documents for this, others have provided feedback only verbally. There was no documentation for the HR department, so it was not clear who the top performers in the company are or if there are problems. In addition, some employees have proactively approached the HR department, announcing that they have not received enough feedback and are dissatisfied with the current situation. 

"It's just not nice when employees do not know how their performance is perceived. It should be standard practice to provide feedback on a regular basis - also to managers.”, explains Linda Pavlic, Head of HR, Babbel. When faced with rapid growth, Babbel’s HR department and management have jointly decided to solve this problem. 

New format: performance & development dialogues 

Each employee should not only regularly receive feedback, but also define development goals for themselves. Babbel wants to support employees in their learning goals. With Loopline, Babbel has found a modern, digital solution for that. Babbel uses Loopline first of all as a development tool, and not for only rigid top-down feedback. 

Internally, this new format is called "Performance & Development Dialogues" (PDD). Babbel encourages employees to speak regularly with their manager. These talks are not just about project goals but also about personal development goals. 

The "Performance & Development Dialogues" take place twice a year. Since its introduction about three years ago, the "Performance & Development Dialogues" have become a solid, integrative part of Babbel's corporate culture. 

I like the philosophy behind Loopline. Both sides must agree on the assessment: managers and employees.

Linda Pavlic

Head of HR, Babbel

A good personal relationship

When selecting a feedback tool, Babbel deliberately did not choose a big provider with servers located in the US or UK. It was very important to Babbel that there is a local team who can come by in person when needed. This personal relationship still plays a very important role. At Loopline Systems, Babbel had one contact person right from the start. "With many providers - especially from overseas - you have a lot of change when it comes to key account managers. That's different here.", adds Linda Pavlic, Head of HR, Babbel. 

Since the introduction of Loopline, the HR department has a good overview thanks to the documentation. The documentation is also very helpful, if e.g. there is a change of management: Then the new manager can get all the necessary information from Loopline right away. 

The contact with Loopline Systems has always been very personal. We could call anytime and were looked after quickly. That's very good.

Linda Pavlic

Head of HR, Babbel

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