As organizations and human resources strive to grow and develop their staff, 360-degree feedback has become a crucial tool in the modern workplace. By offering a comprehensive view of performance, it drives employee growth and development more effectively.

This guide delves into everything you need to know about the 360 review process, from understanding the steps to exploring its impact on leadership development. Additionally, we’ll demonstrate how tools like Camtasia and Snagit can streamline your feedback processes, making them more engaging and actionable.

How does 360 feedback differ from traditional performance reviews?

In a traditional performance review, feedback usually comes directly from the supervisor or manager, based on their observations or information shared with the manager about the employee. 360 feedback contains insights gathered from various sources, including team members, subordinates, peers, senior leaders, and sometimes customers. This multi-rater provides a comprehensive view of the employee’s performance, considering all the different interactions they have.

Traditional performance reviews often focus on specific tasks and whether the employee achieved the desired outcomes. They may not thoroughly evaluate leadership skills such as communication, problem-solving, accountability, and emotional intelligence. 360 feedback helps identify areas for improvement and support effective action plans, making it particularly useful for employee leadership development.

According to a Culture Amp article, a study found that people who participated in 360 feedback reported that it became easier to discuss previously tricky issues. This was because of removing barriers to open conversations. It also aids in collaboration by increasing trust with each other and helps make expectations more transparent. This leads to better outcomes for the team as all individuals get better-rounded feedback to aid their learning and development. That does not tend to be the case in traditional performance reviews.

The 360 feedback process: step by step

Step 1: Define the objectives of the review process

Before starting the 360-degree review, you first need to decide what you want to achieve with the review. Are you focusing on leadership skills, improving teamwork, or identifying gaps in performance?

Step 2: Select reviewers

Select the appropriate participants to provide feedback, ensuring a diverse group of raters who interact with the employee in different capacities like peers, subordinates, supervisors, and even clients. This will provide a well-rounded view of the employee’s strengths and weaknesses.

You will need to inform the reviewers of the 360 feedback process’s purpose and ensure they understand the importance of honest and constructive feedback. Set expectations around timelines, confidentiality, and how you will use the feedback provided. Snagit is a great tool for quick visual information sharing to eliminate any confusion.

Step 3: Create the feedback survey

Create or customize the survey, ensuring your questions cover key competencies and behaviors expected of the employee’s role. Include a mix of rating scales and open-ended questions to gather both quantitative and qualitative insights.

Step 4: Ensure anonymity

Ensuring anonymity while both collecting and sharing feedback helps guarantee reviewers can provide honest and constructive insights without fear of repercussions. You may have a reviewer who asks to have their information shared with the employee, but there should be no expectation or pressure for any reviewer to do so.

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Step 5: Collect feedback

Use a centralized platform to gather feedback, making sure the process is easy and accessible for all participants. This could be an online survey tool, specialized 360 feedback software, or a simple form. Send the survey to the selected reviewers with clear instructions on how to complete it.

Snagit can help you create step-by-step, easy-to-understand visual instructions for reviews on the platform you choose. You will want to follow up with reviewers to ensure a high response rate and reinforce the importance of input for the employee.

Step 6: Analyze the results

Gather the feedback and put it into a single dataset. Review the feedback to identify common themes, trends, patterns, strengths, and areas for improvement in employee performance. Focus on areas like problem-solving and leadership potential. Look for feedback that is consistent across all reviewers. 

Summarize the feedback in a report for the employee that ensures the anonymity of the reviewers. These reports can include visual aids like charts and graphs to highlight key points. Using Snagit annotations can enhance these visuals significantly, guiding employees on where to focus and highlighting key areas of the visual for greater emphasis.

Step 7: Deliver feedback

Schedule a one-on-one meeting with the employee with a clear agenda to discuss the 360 feedback you have collected. Prepare the employee for how to receive feedback. Humanergy, a leadership development company, shares the SARA model for processing feedback. This model could be useful for employees ahead of the meeting to give them a tool to process the feedback that will be shared with them.

During the meeting, share the feedback constructively, giving both strengths and areas of improvement. The employee should be encouraged to ask questions and share their perspective. The employee does not need to agree with the feedback but does need to understand the feedback they are being given.

Step 8: Develop an action plan

Based on the feedback, create an action plan that targets key areas for improvement, supports employee growth and development, and leverages their strengths. The action plan should set specific, measurable, achievable, relevant, and time-bound (SMART) goals. Identify resources and support, like training or mentoring, the employee may need to achieve their goals. 

Step 9: Follow up on action plan

Set up regular check-ins with the employee to monitor progress towards the goals in their action plan. Ensure you are offering ongoing support and resources as needed. Depending on the severity of any improvement needed, you should consider following up with reviewers to assess progress and make any needed adjustments to the action plan.

Benefits of 360 feedback

Improved performance management:

360 feedback provides a more complete understanding of an employee’s performance, making it easier to develop performance management strategies and set goals for improvement. It reduces bias by utilizing multiple sources of feedback to minimize a single individual’s bias.

Encourages self-reflection:

Employees can compare their self-evaluations with feedback from others, fostering self-awareness and guiding leadership development. This will help them gain a better understanding of their strengths and areas of improvement from several perspectives. It increases accountability by allowing employees to feel more responsible for their performance and development.

Strengthens team dynamics:

By encouraging team members to provide feedback on each other’s performance, 360 feedback can improve open communication, teamwork, and collaboration across departments. It builds trust and fosters a culture of transparency and openness.

Enhanced leadership development:

According to a Humanergy article, it is recommended that it’s best to use 360 feedback in the context of development, and it allows raters to contribute meaningfully to a person’s continued growth. For senior leaders and managers, 360 feedback provides insights into how their leadership style is perceived, helping them refine their approach and grow as effective leaders. The feedback allows companies to make better informed decisions regarding promotions, training, and development needs.

How to give and receive constructive 360 feedback

Tips for giving constructive feedback:

It can be challenging to give constructive feedback but is a necessity to facilitate development. To effectively provide feedback to an employee, you need to be specific and focus on observable behaviors.

Make sure you are focusing on the behavior and not them as a person. For example, instead of saying “You’re not a good listener,” say, “During team meetings, I’ve noticed you tend to interrupt others before they finish speaking.” Balance positive feedback with areas for improvement so employees feel supported in their growth.

Combining empathy and respect in your feedback helps create a positive and constructive environment where the recipient feels valued and motivated to improve. You can use Camtasia to create training videos that explain how to give constructive feedback during the review process, helping team members develop better feedback skills.

Tips for receiving feedback

Receiving constructive feedback can be difficult, but it is a valuable opportunity for personal and professional growth. Approach feedback with a positive attitude, an open mind, and a willingness to learn. Remember that the goal of the feedback is to help you improve. That is why all the reviewers took their time to provide you with the feedback.

Pay attention to what is being shared without interrupting to ensure you hear what is being said. Avoid being defensive, and instead, ask clarifying questions to help you understand the feedback and show that you are engaged and interested in it.

Take time to reflect on the feedback and how it applies to your work and/or behavior. Consider how you can improve. Use the feedback as a tool to create an action plan for improvement, focusing on areas where you can develop new skills or enhance existing ones. Be appreciative of the feedback, even if it is hard to hear.

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How 360 feedback supports leadership development

360-degree feedback is a valuable tool for evaluating and developing leadership potential because it provides a comprehensive view from multiple perspectives, including peers, subordinates, and supervisors. This feedback helps identify key strengths and areas for improvement in communication, decision-making, and problem-solving while also recognizing behaviors and traits leaders might not be aware of, allowing them to address potential blind spots.

Leaders can leverage this feedback to create personalized action plans to enhance their skills. Using tools like Snagit to capture key points and action items from feedback sessions can streamline the review process and help track progress effectively. Regularly receiving feedback encourages leaders to maintain a growth mindset and continuously improve their leadership style, ultimately fostering stronger relationships, better team dynamics, and alignment with organizational goals.

Common challenges with 360 feedback (and how to overcome them)

One common challenge with 360 feedback is the fear of negative feedback. Some employees may hesitate to participate or provide honest feedback for fear of retaliation or conflict. To overcome this, it is crucial to ensure that the feedback process is anonymous and to emphasize the goal of constructive feedback.

Another challenge is misinterpreting feedback. Without context, employees may misunderstand the feedback they receive, leading to frustration or confusion. To address this, pair feedback with clear examples and suggestions for improvement. Additionally, using tools like Camtasia to create video guides can help explain how to interpret and apply feedback effectively.

Lastly, a lack of follow-up can diminish the value of feedback and leave employees feeling disengaged. To prevent this, develop a clear plan for addressing feedback and schedule regular check-ins to monitor progress and discuss any additional support needed.

How to use 360 feedback to create actionable development plans

Step 1: Prioritize areas for improvement

Focus on critical areas that will significantly impact the employee’s growth and the company’s success. This involves using feedback from multiple sources, such as peers, supervisors, and self-assessments, to identify these critical areas. By prioritizing these areas, you can ensure that efforts are directed toward the most significant opportunities for development and improvement.

Step 2: Set specific goals

Once the key areas for improvement are identified, set specific goals using the SMART framework. This means creating Specific, Measurable, Achievable, Relevant, and Time-bound goals. For example, instead of setting a vague goal like “improve communication skills,” a SMART goal would be “attend a communication workshop and practice active listening techniques in team meetings over the next three months.” This approach ensures that goals are clear and attainable, providing a concrete path for employees to follow.

Step 3: Create a timeline for development

Establish a timeline for reviewing and reassessing goals. This involves planning regular performance review sessions to check progress and make any necessary adjustments. Setting milestones along the way can keep employees motivated and on track. For instance, you might schedule monthly check-ins to discuss progress, address challenges, and celebrate achievements.

Step 4: Provide resources and support

To help employees meet their goals, offer the necessary resources and support. This could include training programs, mentorship opportunities, or additional tools. For example, you can use Camtasia to create leadership training videos or tutorials that employees can refer to while developing their skills. Providing access to these resources demonstrates a commitment to their growth and helps ensure they have the support needed to succeed.

The role of technology in facilitating 360 feedback

Technology is crucial in facilitating 360 feedback by streamlining the collection of the feedback. Modern tools like survey platforms make distributing, gathering, and analyzing multi-rater feedback easier. These platforms can automate the feedback collection process, ensuring that feedback is collected from various sources in a timely manner.

Additionally, tools like Snagit can be used to visualize the results, capturing and sharing key insights from feedback reports in an easily digestible format. This helps in presenting the feedback in a clear and concise manner, making it easier for employees and managers to understand and act upon.

Creating training materials is another area where technology can significantly enhance the 360-feedback process. Camtasia, for instance, can be used to create training videos or onboarding materials that explain the 360 feedback steps, how to give constructive feedback, and how to act on the feedback received. These videos can serve as valuable resources for employees, helping them understand the importance of feedback and how to use it effectively for their personal and professional growth. By leveraging technology in these ways, organizations can ensure a more efficient, transparent, and impactful 360 feedback process.

Why 360 feedback is essential for employee growth and leadership development

360 feedback is invaluable for fostering employee growth and development. By offering comprehensive insights into an individual’s strengths and weaknesses, it provides a well-rounded perspective that is often missing from traditional feedback methods. This holistic approach highlights areas for improvement and recognizes and reinforces positive behaviors and skills. As a result, employees receive a balanced view of their performance, which is crucial for their personal and professional growth.

Moreover, 360 feedback serves as a roadmap for improvement, guiding employees and leaders on their journey to reach their full potential. Identifying specific areas that need development allows for targeted training and support, ensuring that efforts are focused on where they are most needed. This targeted approach helps build a more competent and confident workforce, ultimately contributing to the organization’s overall success.

Ready to implement 360 feedback in your organization? Consider using tools like Camtasia to create engaging training materials that explain the feedback process and how to give and act on constructive feedback. Additionally, Snagit can capture and share feedback results, making it easier to visualize and understand key insights. By integrating these tools into your performance management process, you can enhance the effectiveness of your 360-feedback system and drive continuous improvement within your team.

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Communication is a cornerstone of civilization. Its roots can be traced back to early cave paintings created by distant ancestors. Throughout the thousands of years that have followed, it has proven to be a catalyst for change, growth, and expansion. 

It’s a neural network that connects humans, ultimately creating and shaping communities. Today, we live in a world where a person can communicate with the entire globe with the simple click of a button. 

With communication now happening faster than ever, it’s important to understand that regardless of its form, the fundamental styles of communication remain the same. It’s critical that individuals can recognize and understand the various styles and how they can influence intended meaning. Without mutual understanding, projects stall, outcomes miss the mark, relationships suffer, and things can easily begin to crumble. 

The different communication styles to focus on are:

• Passive
• Aggressive
• Passive-aggressive
• Assertive. 

Each of these can impact workplace dynamics, some having detrimental effects on working relationships and potentially on outcomes. Something that seems so simple can cause both big challenges or big successes. 

Communication can hinder group collaboration, lead to confusion, damage coworker relationships, and affect the dynamics of the entire workplace culture. Or it can enrich relationships, foster trust, and positively influence the overall well-being of an organization, even those with remote teams. 

TechSmith’s Snagit is a tool that can help individuals express themselves more clearly, regardless of their communication style. This levels the playing field, ensuring that messages are sent and received with their intended information and meaning intact. 

What are the different styles of communication? 

The way in which people communicate is influenced by internal and external factors. Emily Marsh said it well in her article about personality and communication:

Personality impacts how we prefer to communicate with people, as well as how we ourselves respond to information. The more we understand our own communication styles and those of the team members we work with, the more effective we can be as leaders, teams, and colleagues.

Emily Marsh

Forbes identified culture as a key influencer on how we communicate, in both aspects of giving and receiving. When considering what culture implies, it can include everything from the macro level, for example, a person’s country of origin, all the way down to the micro level, such as an employee’s working team. 

Understanding that people communicate in different ways is the first step to adjusting and improving the approach taken to sharing information. 

Taking a deeper look at passive, aggressive, passive-aggressive, and assertive communication styles, it’s easy to identify key characteristics that could hinder or help the sharing of information. 

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The University of Toledo has defined the different types of communication styles as the following: 

Passive communication 

This type of communication occurs when someone avoids expressing their opinions, needs, or values. Often, the person focuses on the needs, values, and opinions of others over their own. A substantial motivator for relying on this type of communication is to avoid confrontation and conflict. 

According to this LinkedIn article, passive communication can also:

• Lead to feelings of resentment and helplessness
• Harm self-esteem and self-confidence
• Cause lack of satisfaction in relationships due to unmet needs
• Result in being overlooked or taken advantage of

Snagit can assist passives by helping them communicate effectively using visuals. It can easily convey a person’s needs or opinions in a straightforward and neutral manner with screenshots or video messages. It lends itself well to asynchronous communication, which removes the pressure that might come with a face-to-face interaction. This reduces the urge to engage in avoidant behaviors since the immediate risk of confrontation or conflict is greatly diminished. 

Aggressive communication 

Conversely to passive communication, aggressive communicators are very comfortable expressing their needs, values, and opinions. Often, they might struggle to see the needs, values, and opinions of others. Aggressive communicators can dominate conversations, forcefully express their opinions, or even come across as dismissive of others. 

According to this LinkedIn article, aggressive communication can also:

• Lead to confusion and conflict
• Harm relationships and alienate others
• Foster a negative environment of fear and hostility
• Lead to bad behavior, further escalating conflicts

Snagit creates visuals to paint a clear picture of the messenger’s information, helping to limit aggressive verbal and non-verbal language. Both the sender and the receiver can reduce possible damage to their relationship that might otherwise take place in an in-person setting. 

Passive-aggressive communication 

This style combines passive and aggressive communication traits. The communicator appears passive but communicates in subtle or indirect ways that show anger. In addition to the sender’s passive aggressive style, individuals may also display resentful behavior or a failure to be direct. 

According to this LinkedIn article, passive aggressive communication style can also:

• Annoy and frustrate others
• Lead to an overall neglect of responsibilities
• Precipitate future poor performance

Snagit removes barriers and clarifies communication by capturing exact details and creating annotated visuals. Ultimately, Snagit can greatly decrease unintended narratives that can evolve into passive-aggressive communications and behaviors between individuals and within teams. 

Assertive communication 

This style, like aggressive communication, involves being comfortable with expressing opinions, needs, and values while still respecting the values and needs of others. Ideas are often expressed confidently, with respect, and are clear and direct. 

According to this LinkedIn article, assertive styles of communication can also:

• Promote self-confidence and increase self-esteem
• Help decrease stress and anxiety
• Result in more satisfying and respectful relationships
• Encourage mutual understanding and respect

Use Snagit to complement and amplify assertive communication with visuals, such as diagrams or annotated screenshots, to enhance clarity and ensure the message is understood. 

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Simple ways to improve communication and avoid conflict

Now that we’ve identified the different communication styles we will encounter, you can apply some simple techniques to improve your effective communication style and avoid conflict in specific situations. 

Practice active listening

Communication is a two-way street, and we can’t simply focus on the points we want to make or the words we want to convey. When engaging in a conversation where sides are at odds, we can easily find ourselves listening to respond, not actually listening to understand. Neglecting to truly engage with the meaning of what’s being said often leads to confusion and conflict. 

By practicing active listening, we work to create a mutual understanding of what is being communicated. Active listening also helps build trust by making people feel like their thoughts and feelings are heard, understood, and valued. 

Watch body language

When a person communicates, it’s not just the words they use that express a lack of satisfaction or delight. According to the University of Texas, Albert Mehrabian, a researcher of body language, found that 55% of communication is nonverbal, 38% of communication is vocal, and 7% of communication is words only. 

Reading body language is more difficult to achieve in a remote work environment, compared to face-to-face discussions, but it still can be achieved in specific situations that include on-camera meetings. Pay attention to body language, eye contact, and facial expressions. It is an easy way to add more context to the conversation. With passive-aggressive communication, it is likely their body language does not match the words they are speaking.

Be mindful of the mode of communication

We need to pay attention to how communication is happening, as most of the workplace is now mixed with in-person, hybrid, and remote coworkers. Many of the face-to-face communication elements that can paint a broader picture don’t translate with text in emails, chat, and remote meetings. 

It’s important to be clear and concise. Avoid unnecessary jargon or complex language. Get to the point while ensuring your message is comprehensive. Using videos and visuals like screenshots can help add more context to the conversation without adding unnecessary verbiage. 

Why use Snagit to enhance communication styles? 

Visual clarity

Snagit helps users create visuals like annotated screenshots and videos, improving communication for all styles. It allows the user to have absolute control over what information is being shared, reducing confusion and enhancing understanding. This is especially key for analytical communicators. 

Avoid miscommunication

Visuals captured with Snagit can reduce misunderstandings, especially for passive and passive-aggressive communicators. Misunderstandings can have a tangible cost effect on businesses. 

It reduces efficiencies, erodes trust, and, at its worst, can create manipulative communication styles severely impacting relationships. Snagit also removes any unintended communication components, such as body language or facial expressions, that the messenger might not even realize they are conveying. 

Enhancing assertive communication

Snagit can empower assertive communicators to create visual guides or presentations that support their clear and confident communication. Employees empowered to share their knowledge with others can become more engaged in the workplace and create impacts outside their scope of responsibility, whether with other teams, departments, or even senior leadership. 

Ready to improve your communication skills with Snagit? 

Communication is an integral part of our everyday lives. The effects of poor communication can have a lasting influence, well after the incident has taken place. It is such a critical factor in the success of organizations that, according to an article on Expert Market, 86% of employees cite lack of workplace collaboration for workplace failures. A key component of effective collaboration is communication.

Additionally, 97% of employees believe communication impacts their task efficiency every day. A company’s costliest asset is usually its workforce, and employees who can’t communicate effectively may unintentionally wreak havoc on the bottom line. 

Let’s also consider the new normal. After the pandemic saw entire workforces transition from in-office to fully remote on the flip of a dime, companies have had to become accustomed to communicating in new ways while still trying to maintain original intent and successful knowledge transfer. 

Without quality face-to-face interactions, it left room for confusion of tone in written communication, causing additional misunderstandings. For those individuals who display challenging communication styles, this became an additional obstacle. This is where Snagit can make a positive impact. 

Regardless of where an employee is working in the hybrid-friendly corporate world, Snagit provides an avenue for employees to communicate with anyone at any time. It reduces barriers for effective knowledge sharing and problem solving, further enhancing connections between individuals, teams, and departments within an organization. More importantly, Snagit provides a consistent communication experience, regardless of an individual’s typical communication style. Consistency and clarity are fundamental to reducing misunderstandings that could prove costly in the future. 

Snagit’s ability to share visual information across multiple platforms makes it an essential tool for any company. Whether your corporation uses email, Slack, Teams, or any other communication channels available today, Snagit is adaptable to meet your needs.

Its screenshots and videos can be sent using just about any communication method, ensuring consistency, even across multiple organizations. This is particularly important if you need to effectively communicate your point of view with clients, vendors, consultants, or any other third party who may not be part of your corporate network. 

In the end, corporate leaders are responsible for removing obstacles and providing resources needed for employees to complete their jobs effectively. Snagit is a solution for many of the communication problems faced every day. Although it’s highly unlikely anyone can fully eradicate all miscommunications, it is critical that companies explore and implement tools that allow employees to mitigate pitfalls as much as possible. Snagit can be the answer. 

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