Employees reflect in Mirror 360 weekly—but in a rhythm that feels natural, not overwhelming.
– Every Friday, they receive a short self-reflection prompt around how they’re feeling at work that week.
– Mondays, they may be invited to reflect on a teammate—anywhere between every 3 to 8 weeks per colleague, based on how closely they work together.
Most teams start seeing meaningful insights within 2–3 weeks:
– Self-reflections quickly show leaders how people are feeling and why.
– Individuals will start seeing their mirror images and perceived strengths and weaknesses.
– Within a month, trends may start to surface in the Fulfillment Dashboard.
– The continuous 360 reflections will be gradually "light up" the Impact Dashboard.
Leaders get two live dashboards—updated automatically each week.
– The Fulfillment Dashboard shows how employees are feeling over time, with the reasons behind that.
– The Impact Dashboard reveals how team members are being perceived by their colleagues. This helps to highlight frictions on teams without exposing voices.
No complex filtering or analysis is needed—just clear, continuous insights as reflections continually come in.
Absolutely—it’s usually employees who choose their “reflectors.”
That’s what makes Mirror 360 such a powerful and personal feedback mechanism.
Each person builds their own mirror by selecting colleagues—or even clients—whose feedback they value.
Managers also have editing rights, but since Mirror 360 isn’t a formal review system, any changes are made solely to support the employee’s growth and development.
No—and that’s intentional.
Mirror 360 uses a standardized, research-backed question set for everyone that is universal to all job descriptions and seniority levels.
Research-backed standardization keeps feedback simple, fair, and comparable across teams—without jargon or complexity.
Consistency also helps to surface clear patterns leaders can intuitively understand.
Mirror 360 delivers measurable impact—fast.
• Teams can act on issues 10x faster, reducing costs and risks.
• Managers cut feedback-related time by 50%, freeing up hours for high-value work.
• Productivity improves as employees feel seen, managers are in sync, and there are new incentives to collaborate.
Mirror 360 is a great fit for:
– Fast-moving or hybrid teams that need to stay aligned without added process
– Leaders who wish to be in sync with their team without extra effort
– Culture-driven organizations that value honest, ground-level insight
Mirror 360 cuts feedback-related busywork dramatically—for both managers and employees.
No chasing people. No awkward prep. No digging through scattered notes.
Short reflections flow in automatically, giving managers clear insights without the admin load.
And for employees, sharing feedback takes seconds—so it's never a burden.
The Fulfillment dashboard highlights strengths and opportunities across 10 themes like recognition, autonomy, support, and purpose. It also includes real-time, anonymous input from employees on issues, ideas, and concerns.
The Impact dashboard helps managers spot rising talent, struggling employees, and shifts in team energy—with clear context behind every signal.
Dashboards update automatically, so managers spend less time digging for insights—and more time managing.
Yes—and it’s one of the things Mirror 360 does best.
It’s like turning on the lights to address anything that may currently remain hidden.
Anonymous feedback makes it safe to surface the real issues—without fear or complications.
It's the best way for managers to spot tensions early and act before they spiral.
Yes—Mirror 360 is fully anonymous, by design. All reflections, both self and 360, are submitted anonymously:
– No identifying details are ever shown—regardless of role or permissions.
– Reflections are only displayed once five or more unique responses are collected.
– Qualitative 360 feedback is private—only the person receiving it can view it, never their manager.
Anonymity is built into every layer of Mirror 360, so people can speak up honestly—without fear or pressure.
Yes—because Mirror 360 removes the risks that usually hold people back.
Feedback in Mirror 360 is always anonymous, never tied to performance reviews, and kept private—no competitions, or broader exposure.
Over time, as people see their voices are heard—not punished—trust starts to rebuild.
Even in low-trust cultures, Mirror 360 can create a safe space for truth to surface—and change to begin.
Mirror 360 is designed to protect honesty while minimizing misuse.
– Feedback is anonymous but guided - structured prompts prevent rants or venting
– Comments stay private, shared only with the recipient
– Outlier responses are diluted by the overall pattern - no single voice can define a reputation.
For small teams, you can do it today in under an hour. You'll need your teams' names and emails. Then just turn it on and reflections will start flowing automatically.
For larger organizations, we provide expert-led program management, including: onboarding, hands-on training, and optional integration support.
This is to ensure a smooth rollout and continuous support at scale.
Whether you’re 10 people or 10,000, getting started is simple—with the right support built in.
Rollout is fast and lightweight. For smaller teams it could be done in minutes:
– Step 1: Add your teammates—just names, emails, and a few optional fields
– Step 2: Activate the system—welcome emails are sent automatically
– Step 3: Employees set up their mirrors and select who they want feedback from (managers can assist if needed)
– Step 4: Reflection invitations are sent automatically by our algorithm
Most teams are live within minutes, with the first insights appearing in just a couple of weeks.For larger organizations, expert-led workshops, onboarding, and hands-on support are available through our certified partners.
No integrations are required—Mirror 360 works over email, text, and a web browser.
That means it runs smoothly from day one, without needing access to your internal systems.
Integrations with HR platforms or comms tools are available, but often unnecessary. Most teams are fully up and running without them.
It’s designed to be easy, flexible, and fast—no IT tickets, no delays.
No formal training is required—Mirror 360 feels more like a consumer app: intuitive and human-centric.
People receive a simple welcome email and can start sharing reflections in seconds—no logins, no apps, no learning curve.
For larger organizations, our program managers run town-hall style meetings, provide onboarding support and leadership training to support smooth adoption at scale.
If you call it an HR tool, know that it’s from a new generation.
Mirror 360 does what traditional tools can’t: it reveals what’s really going on.
While surveys and performance reviews are tied to cycles, forms, and hierarchy, Mirror 360 runs quietly in the background—delivering continuous, anonymous feedback people actually trust.
It doesn’t replace your existing tools—it fills the blind spots they leave behind.
Mirror 360 isn’t just a feedback tool—it’s a shift in how teams can share information, align, and grow.
Most tools capture feedback in bursts—through forms, reviews, or surveys. Mirror 360 creates a habit of reflection that happens naturally and continuously.
It empowers employees to take ownership of their growth, and gives managers a real-time pulse on what’s working—and what’s not.
It’s not a tool you use. It’s a feedback culture you ignite.
Mirror 360 removes the pressure to say it perfectly—or say it face-to-face—by making feedback anonymous, automatic, and low-stakes.
No awkward meetings. No buildup. No fear of conflict or retaliation.
People share quick reflections in the moment, and over time, feedback becomes a normal habit—not a high-pressure event.
The result? A culture where honesty comes naturally.
In fast-moving teams, there’s no time for politics or sugarcoating.
Anonymous feedback cuts through fear and filters—giving you honest insights, fast.
It surfaces what people actually think and feel, without the noise of hierarchy, ego, or hesitation.
That clarity drives better decisions, faster alignment, and a healthier culture—without slowing anyone down.
