The complete solution
  • ON-LINE SOFTWARE
  • TRAINING & DEBRIEFING
  • CONSULTANCY & DESIGN

We offer everything you need to ensure your 360 Degree Feedback and Performance Appraisal processes are efficient and effective.

Scroll down to find out how...

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BEST PRACTICE TIPS ON 360 DEGREE FEEDBACK

Learn how to:

  • Design a 360 degree questionnaire
  • Choose the best rating scale
  • Decide on the most effective style of report
  • Conduct face-to-face debriefs

DOWNLOAD OUR FREE GUIDE

BEST PRACTICE TIPS ON PERFORMANCE APPRAISAL

Learn how to:

  • Design your appraisal form
  • Tackle the links to performance related pay
  • Include competencies
  • Reflect your overall objectives

Some of our clients

bowland solutions client list

conducting debriefs

The recipient needs to come away with a balanced understanding of their feedback – the debriefer needs to be curious and exploratory in their questioning; it's not enough that there is a conversation, it's the quality of that conversation which counts; we can conduct face-to-face debriefs or can train your own people to conduct them effectively.

×

training for employees

Performance Management conversations are an opportunity for two-way, open and honest conversation, so ensuring your employees are also prepared is a key factor for success; we can build their confidence and capabilities through our large-scale 'Coffee Conversations' facilitated events.

×

appraisal form design

One that is fit for purpose and serves the needs of the individual and the business; we design performance appraisal forms that focus on the areas you really want people having conversations about.

×

training for line managers

A performance appraisal conversation is only one part of a cycle of performance management conversations throughout the year and Line Managers need to be skilled at all of these –

  • Setting Objectives
  • Giving Feedback
  • Coaching
  • Appraisals

We can build these capabilities and the confidence of your Line Managers through our suite of 'Meaningful Conversations' training programmes.

×

providing insightful reports

  • Software can generate lots of graphs, charts and stats, but does it provide insight? Our Matrix report is ideal in supporting a conversation about development.
  • If we have conducted the face-to-face debriefs then we can provide even greater insight; we get a lot of information about your organisation; we bring these individual, group and strategically important themes together with the aggregated data from the 360 programme into a summary analysis which we then present to you.
×

questionnaire design

Too long and fatigue sets in, comments fall away and people don't get the best feedback they deserve; we design 360 questionnaires that focus on the behaviours you really want people having conversations about.

×
×
Andrew Giles, HR Business Partner and Training Manager, RCI Financial Services Ltd (Wholly owned subsidiary of Renault S.A)

We engaged Bowland Solutions to support our Account Manager Development programme. We found working with Bowland Solutions to be professional and informal which resulted in a good working relationship.

The tools on offer suited our criteria and the transition from paper to the finished working platform was easy and to a high standard. The implementation was well managed and the delivery and support was excellent.

RCI FS benefited from an outstanding piece of work which enabled us to build our next step in our Account Manager Development programme. RCI FS would recommend Bowland Solutions as an excellent partner in 360 degree/180 degree feedback.

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Richard Emanuel, Chief Operating Officer, RPC

We recently returned to Bowland for a landmark programme involving over 200 of our most senior people worldwide.

The firm obtained 3 very valuable outcomes from it: robust management data that told us where to focus our investment in learning and development, so we put every £ where it will do most good; an uplift in personal skills – not just from the recipient group but from over 400 people who practised giving constructive feedback; and finally the target group found the one-to-one debrief meetings to be milestones in their professional development.

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Anita Williams, Head of Leaning and Development, LeasePlan UK

Having contacted numerous 360 providers, Bowland Solutions were the only people that were able to design and develop a bespoke platform from which we were able to support our robust performance management process within timelines and budget.

They did an excellent job to the point that we are now partnering with them for further enhancements to our online 360 system.

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Jennifer McCanna, Learning & Development, VSO International

VSO have had a very positive experience working with Bowland Solutions to introduce a performance management system that works for all our colleagues, many of whom work on a low band width, experiencing frequent IT challenges.

I have been particularly impressed with Bowland’s solution-focused approach, flexibility and a unique combination of IT and HR expertise, which means I often rely on them for ‘sense checking’ our own thinking, as well as building a system that supports it.

The team are friendly and responsive to work with, and I would recommend them to organisations in all sectors.

×
MARIA ANDERSON, EMEA Learning and Development Director, Momentum

Bowland Solutions provided us an absolute professional service from beginning to end. Their advice, support and personal approach was invaluable as well as their flexibility to work towards and around our business needs. A pleasure to work with and I would highly recommend.

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Jayne Barrett, Learning & Development Manager, Elmwood Design

The people at Bowland Solutions are think-ers and do-ers. I needed people to help me think through the content of our online 360 appraisal leadership programme, and I needed people to build the system and get it up and running. Bowland are experts in both areas. And nothing is ever too much trouble, which makes it a pleasure to work with them.

×
Nicholas Stockley, Learning & Development, Revlon

Bowland came to Revlon tasked with designing a 360 Feedback tool for use in three of our EMEA office locations. Not only was the project flawlessly executed against tight deadlines, but it also culminated in a bespoke, user-friendly system that perfectly matched our requirements. Their collaborative approach meant the design and implementation of the system was painless.

×
Gabriela Hammond, Human Resources Manager, VEKA PLC

Initially we contacted Bowland to find out what 360 was all about, they talked us through the process to help us determine if it was for us, helpful discussions such as this with no obligation are something you don't often find these days!

All our contacts from Sales, Training, Admin and Design/Set-up, talked us through the process and allowed for a very smooth and stress free set up, responding to any query helpfully and promptly.

We recently undertook training for our Director Team on giving 360 feedback. The training was excellent, taking the members through several scenarios which they might encounter and gave practical advice on how to deal with potentially difficult situations; the role play exercises gave the opportunity to try out different approaches and the resulting feedback was constructive and insightful. At the end of the training the Directors felt fully equipped and confident to be able to undertake the debriefing sessions with their team members. We have now used Bowland Solutions for over 2 years and we look forward to continuing with our ongoing 360 development improvements

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Rachel Shadwell, Head of Learning & Development, Digicel

I contacted Bowland Solutions to help us build a bespoke multi-lingual 360 feedback tool with a Johari Window...there was a 3 month turnaround timeline and Bowland were absolutely great. I found them to be very creative, flexible and efficient even when dealing with our many changes.

They have been extremely professional in terms of the system implementation and support, and no request was ever too big or too difficult. We have now been able to introduce a very professional, trustworthy feedback tool to support our leadership development in Digicel as a result. Thank you to all who helped in Bowland Solutions.

×
Pascale Goy, Head of Performance Management & Learning Service, HR Division, WTO

Following a tendering process WTO procured the services of Bowland Solutions to implement an online performance management system.

The professionalism, expertise and flexibility of the team has been instrumental in planning, organizing, testing and implementing this new system within deadlines.

Introducing an online tool for performance management in the WTO was a real challenge in many ways : IT approach, different look from former paper versions, a rigorous process based on managerial accountability, etc. With the continuous assistance and guidance of Bowland solutions, the HR team successfully achieved this objective.

The online system is simple, clear with a clean look. Its implementation took place in very smooth conditions over four months. Its user friendliness has been the most attractive element for the staff, some comments include : "the work and feel of the product matches very closely the needs expressed by the WTO senior management", "an excellent design, straightforward and self-explanatory". It has been easy to customize the layout and the process according to WTO preferences.

The system supports a multiple language feature which is fundamental in a public international organization like ours. Supporting staff enquiries about the system in an autonomous way has been made possible with only half an hour training with the HR team.

Extracting multiple reports to meet organizational needs can be done on a regular basis or at any time. As a result, choosing Bowland Solutions was just a perfect match for the WTO !

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Jennifer Mead, HR Manager, D Young

Bowland Solutions worked with us to implement a 360 degree Partner feedback programme. I found them to be extremely knowledgeable, very professional and relied immensely on their valuable advice and guidance on making this programme a success.

I would highly recommend Bowland Solutions.

×
Sarah Purkis, Group HR Director, World Duty Free

World Duty Free has worked with Bowland Solutions recently to create our on-line 'bespoke' appraisal & 360 tool.

Having known the team for some time I can honestly say that it was excellent to work with them again in creating a solution, that now several months on, has created a simpler and more efficient way to record development and objectives for our total business.

I cannot recommend Bowland solutions enough

×
Antony Heaven, Director of HR, Westminster Drug Project

WDP has successfully used Bowland Solutions for 360 feedback on a number of occasions, most recently for our senior management team. We come back to Bowland Solutions because they are skilled and flexible and because they take the time to understand our needs. They host a branded 360 site for us which makes electronic completion of the 360 survey itself simple and straightforward.

Most effective and most valuable, however, has been the debriefing process. Each member of the SMT has had a confidential one-to-one debrief with John Rice from Bowland Solutions to consider their individual strengths and areas for development. This year at the end of the process we added an SMT group debriefing, also facilitated by John. The purpose of this group debrief was to identify key team and organisational themes coming out of the 360 process.

I would definitely recommend this additional stage as it adds value to the whole process and enables the SMT to focus on its core strengths.

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Janet Orgill, Learning and Development Manager, Browne Jacobson

The greatest value added for us of using Bowland Solutions for the 360 feedback process is in the quality of the coaching support we receive which really helps our senior managers to focus on the strengths they display as well as creating a platform for their future development.

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Lisa Martin, Training & Development Manager, East Midlands Trains

I organised for Bowland Solutions to deliver an in-house 360 degree feedback debriefs training session. I found the session to be very rewarding and it gave me clarity on the best practice approach to conducting debrief sessions.

John put me at ease and related the training to my personal needs and fully answered all the questions I had. He made great use of his materials and I must say the training has given me peace of mind and confidence to deliver debriefs to people within my organisation.

×
Paul Robinson, Director of Human Resources, Trowers & Hamlins LLP

The team at Bowland Solutions are a pleasure to do business with. They understand their client and demystify a sometimes jargon filled area with clear practical advice and pragmatic solutions.

On each occasion I have worked with them they have gained instant credibility with the senior partners and have demonstrated a personal commitment and pride to see the project through to a successful completion. Most notably, their support in conducting the face-to-face 360 degree feedback debriefs with all our partners was very well received and a significant component in the overall effectiveness of the programme.

I would not hesitate to work with them again.

×
Maria LaMonaca Sr. OD/Training Consultant Legal & General America

We had the opportunity to work with Bowland Solutions to assist us in introducing core behaviors to our entire workforce of 500 people. Bowland’s design solution of "Coffee Conversations" assisted our employees in embracing the new way of behaving. All facilitators were skilled in leading our teams through the session and bringing forth salient points from the conversations. The concrete take away of "storyboards" with a visual picture of conversations was a wonderful take-away for our employees. It was a great pleasure for us to work with the Bowland Solutions Team.

we make it effective

we make it effective

conducting debriefs

The recipient needs to come away with a balanced understanding of their feedback – the debriefer needs to be curious and exploratory in their questioning; it's not enough that there is a conversation, it's the quality of that conversation which counts; we can conduct face-to-face debriefs or can train your own people to conduct them effectively.

training for employees

Performance Management conversations are an opportunity for two-way, open and honest conversation, so ensuring your employees are also prepared is a key factor for success; we can build their confidence and capabilities through our large-scale 'Coffee Conversations' facilitated events.

appraisal form design

One that is fit for purpose and serves the needs of the individual and the business; we design performance appraisal forms that focus on the areas you really want people having conversations about.

training for line managers

A performance appraisal conversation is only one part of a cycle of performance management conversations throughout the year and Line Managers need to be skilled at all of these –

  • Setting Objectives
  • Giving Feedback
  • Coaching
  • Appraisals
We can build these capabilities and the confidence of your Line Managers through our suite of 'Meaningful Conversations' training programmes.

providing insightful reports

  • Software can generate lots of graphs, charts and stats, but does it provide insight? Our Matrix report is ideal in supporting a conversation about development.
  • If we have conducted the face-to-face debriefs then we can provide even greater insight; we get a lot of information about your organisation; we bring these individual, group and strategically important themes together with the aggregated data from the 360 programme into a summary analysis which we then present to you.

questionnaire design

Too long and fatigue sets in, comments fall away and people don't get the best feedback they deserve; we design 360 questionnaires that focus on the behaviours you really want people having conversations about.

we make it efficient

online performance appraisal

  • Forms designed to your requirements
  • Workflow set by you
  • Multi-lingual capability
  • Central administration
  • Integrates with 360 degree feedback

online 360 degree feedback

  • Simple administration
  • Your competencies and questions
  • Various reporting options
  • Integrates with Performance Appraisal
cog cog cog cog cog cog cog cog cog
we focus on the conversation
we focus on the conversation

About us

  • Experienced
    Estabished 2002
  • Knowledgeable
    HR, IT and L&D expertise
  • Business focused
    Deliver ROI to the organisation
  • Pragmatic
    Solutions which are fit for purpose

What our clients say...

click the box with the quote mark to see what they said...

We can help ensure your 360 Degree Feedback or Performance Appraisal project is efficient and effective, contact us today
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What we're talking about

25 Sep 2014
14 principles of management - Henri Fayol
As part of some research for an upcoming whitepaper,  I came across "Fayol's 14 principles of management".  He produced these in around 1916!  A century later, I can't help but comment on their relevance and in many parts how management has struggled to deliver against them. The wording is of its day (and translated from the original french) and it reflects a command and control style of management that would not be accepted by many in the modern workplace.  But much of it holds, particularly the latter points, and is a good reminder of enduring principles and values that apply to the management of businesses and people.
  1. Division of work -. Fayol presented work specialization as the best way to use the human resources of the organization. [note, historically ...

24 Sep 2014
How to get over a 95% completion rate on your 360 - advice that survives
We first published this blog post in 2007!  We have just completed a series of 360 debriefs for a US based client's executive team and they hit a 99% completion rate which had me reflect on completion rates again.  The advice that follows is exactly as it was in 2007. "A number of our clients approach us because they have had a poor experience with 360 feedback and yet they still see it as a tool that will offer effective feedback for their team or organisation. One of the key issues they face is that they cannot get enough people to complete the feedback. Here are some of our hints and tips that we provide people on ensuring they hit a high completion rate. Let me get the "you would say that, wouldn't you" one out of the way. We recommend you put the 360 online.
22 Sep 2014
Final call on free webinar - How to effectively conduct a 360 Degree Feedback Debrief
Friday 26th September 2014@1pm (BST)  Final call - limited seats left available - No cost to attend Join us for our next webinar which looks at how to conduct an effective 360 Degree  Feedback Debrief. "As 360 Degree Feedback becomes ever more part of the performance management and employee development cycle, Line Managers need to become adept...

12 Sep 2014
The 360 degree feedback your organisation and team are ready for
John sent me over a link to an article from Australia where a consultant/coach lambasts anonymous 360 degree feedback. You can read the article here - be warned, he is unusually angry! We often read highly principled articles on 360 feedback (and for that matter performance appraisals). The implication of such articles is that there is a right way and no other way. And, if you are incapable of performing the process in the right way then you should be ashamed of the muddled thinking you are now following. Here is the way we approach it. Feedback is a good thing. If you already have truly open feedback between all parties through strong, regular, meaningful conversations...

11 Sep 2014
Busting Urban Myths - Beware the danger of averaging ratings in 360 Degree Feedback
...

09 Sep 2014
Trying hard to not know the answer
Seen the same problem before? Thought through how the conversation is going to go already and can't see why we don't just shortcut to the end? Unable to see why someone is seeing such a difficulty in a situation? You already know the answer. Anyone who has performed a management or coaching role; or, more often for me now, debriefed a 360 feedback report, will recognise the burning instinct to give someone the answer. People with problems or questions themselves often wish to get that answer too and it can feel great to give them what they are looking for. If you are biologically predisposed to provide solutions as I appear to be then holding back, listening, exploring, asking questions can be very difficult. Yet it is critical. While there is no need to overcomplicate unnecesa...

01 Sep 2014
Mind your language; gender bias in performance appraisals
An interesting article on Fortune regarding a pattern which emerged in the use of language in performance appraisals in technology roles for women as distinct to men. Broadly, the study was to see if the language was different dependent on gender; the findings were that it was - women tended to receive more critical feedback and less constructive feedback. The headline was that women were signific...

29 Aug 2014
Free Webinar: "Meaningful Conversations - How to conduct an effective 360 Degree Feedback Debrief"
Friday 26th September 2014@1pm (BST) Join us for the fourth in our series of webinars which are covering all of the key performance management conversations which Line Managers have to conduct with their team. Following the first three webinars which looked how to set objectives, how to give feedback, and    conduct coaching conversations, this next session looks at how to conduct an effective 360 Degree  Feedback Debrief. "As 360 Degree Feedbac...

27 Aug 2014
Guest Post - Listening for Success
It's always a delight to have some of our close partners & associates write a guest post to share on our blog - This week it's by Tony Phillips of  The Coaching Approach. In this post, Listening for Success, Tony considers how important listening is,  how poorly it is often afforded to others and what we can do to create transformational change in the way we do listen in all spheres of life. ----------------------------------------------------...

14 Aug 2014
Twitter or annual review - which feedback do we want?
Type of feedback Example
Immediate reaction
  • Short
  • Emotion driven
  • "Shallow"