Therabody reviews

We appreciate your feedback and concern around executive management. As a fast growth company we are always looking to solicit employee feedback on what we can do better for them. Therabody has tripled in size year over year since our first, fully operational year in 2017. With growth of that size, our team members are constantly challenged with new opportunities every day. This type of pace and growth can be difficult to navigate for many highly skilled employees. Long hours are oftentimes the reality in high growth startups like Therabody. With that said, we do not support after hours phone calls or weekend work, however we are a global organization and may need to connect with our colleagues in other countries - if business critical - outside of our core hours. We understand that certain communication styles aren’t effective, we are always working to improve. We have identified areas of professional growth within our leadership and organizational structure, and have put programs in place to help our leadership further develop the right tools to effectively communicate and cultivate an inspiring work force for our team. We also foster an open communication pathway between managers, employees, and HR to discuss negative or worrisome conversations. Therabody strongly encourages our employees to reach out to HR, their manager, or anyone on the leadership team to discuss concerns.

Thank you for your feedback. We are sorry to hear your experience at Therabody as a Senior Manager has not been positive. I’d like to address some of your concerns. As a fast growth company we are always looking to solicit employee feedback on what we can do better for them. We have made a concerted effort to expand our HR operations and implement employee engagement tools to solicit regular feedback. In addition to weekly pulse surveys, we have twice yearly review cycles in which the entire company participates. During these reviews we gather self, peer and manager feedback for every employee. The outcome of these reviews often result in promotions, raises and bonuses; while some result in necessary conversations about performance, opportunities for improvement, or if there may be a better fit in another part of the organization. We hope that employees can feel comfortable sharing what leadership styles inspire their best performance and what doesn’t. We understand that certain communication styles aren’t effective and we are always working to improve. We have identified areas of professional growth within our leadership, organizational structure, and we are putting programs in place to help our leadership further develop the right tools to effectively communicate with employees. The type of behavior you mentioned is not consistent with Therabody’s Core Values and is not tolerated. Employees with concerns of this nature have many avenues to express them, to their managers or any member of leadership, to a member of the Talent team, or through our anonymous Employee feedback form. We are hopeful that current and future employees will feel comfortable using one of these avenues so that we can look into their specific concerns and take any appropriate steps to address them.