360-Degree Feedback Overview
In the past half-century, 360-degree feedback has had a growing influence in the development of effective workers and fine leaders. But it is successful only when both the organization and its people ...
Remote and hybrid work aren’t just trends anymore — they’re a big part of how we work now.
As of early 2025, about 10% of U.S. employees work fully remotely, and another 30% split their time between home and the office. That means roughly 40% of the American workforce is logging in from somewhere other than a traditional office — at least part of the time. In Canada, nearly one in four workers (24.3%) work primarily from home.
So what does that mean for how we assess performance, give feedback, and grow as teams and leaders?
Let’s dive into how remote and hybrid work are reshaping the leadership skills we need — and what it means for 360-degree feedback.
7 Leadership Skills That Look Different When You’re Remote
1. Communication Gets a Spotlight
When you’re not bumping into people in the hallway, communication becomes everything.
Leaders need to balance tools like email and chat with more personal video or phone calls. Clear, timely messages are essential — there’s less room for assumptions or reading body language.
✅ Tip for feedback: Ask how clearly a person communicates across platforms, not just in meetings.
2. Trust Is Built on Outcomes, Not Hours
In a remote world, you can’t just “see” who’s working hard.
Strong leaders shift from managing time to managing results. It’s about empowering people, not monitoring them.
✅ Tip for feedback: Explore how well someone delegates, supports autonomy, or follows through without micromanaging.
3. Emotional Intelligence Needs Extra Intention
It’s harder to pick up on emotions like stress, disengagement, or excitement over text-based communication. Without nonverbal cues — like tone of voice or facial expressions — those signals can easily be missed. That’s why leaders need to proactively check in, ask deeper questions, and listen between the lines. Teams should also feel safe speaking up when something’s off.
✅ Tip for feedback: Consider how someone shows empathy or supports well-being in a digital environment.
4. Coaching and Development
Growth conversations can’t be casual.Gone are the days of spontaneous “got-a-minute?” mentorship moments.
In remote settings — where people can easily feel stagnant or overlooked — leaders need to schedule growth conversations, and team members should actively seek feedback and clarify their development goals when in-person mentorship is limited.
✅ Tip for feedback: Assess how actively someone supports development or seeks feedback, even when it’s not served up naturally.
5. Adaptability Becomes a Daily Skill
With new tools, changing workflows, hybrid team structures, and different meeting rhythms, everyone needs to stay flexible. Leaders should model openness to change and lead calmly through uncertainty. Teams need to adapt to new tech, new norms, and evolving expectations — often without much warning.
✅ Tip for feedback: Evaluate how someone responds to change and helps others adjust.
6. Inclusion and Team Culture
Remote work can unintentionally exclude or isolate certain voices.
Leaders must intentionally create space — and foster psychological safety — for everyone to contribute and feel heard. Teams should support a sense of community and look out for one another in shared digital spaces.
✅ Tip for feedback: Ask how well someone includes others, facilitates collaboration, or nurtures a strong team culture.
7. Strategic Thinking Matters More Than Ever
Without the energy of a buzzing office or visual cues of what’s happening, teams can lose sight of the big picture.
Leaders need to paint that picture often and clearly — communicating the vision frequently and helping others see how their work contributes to broader goals. Team members, in turn, should actively connect their day-to-day efforts to that bigger purpose.
✅ Tip for feedback: Consider how well someone communicates vision and helps others align with it — even remotely.
The Bottom Line:
Remote work changes how we show up — and how we see each other.
360-degree feedback remains one of the best tools we have for capturing these evolving behaviors from multiple perspectives. The key? Ask the right questions, frame them in today’s context, and keep the conversation going — no matter where people are working from.
If you would like more information on how to tailor your 360-degree feedback questionnaire for remote settings, please contact us. We would be happy to assist.
