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How to deliver a great 360° feedback project

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Extracting maximum

value from 360 Degree Feedback
and Performance Appraisal...

By making these processes not only efficient through on-line software but also effective by focusing on the conversation at the heart of these processes.

skilled debriefers

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.

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confident & capable 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.

×

well designed appraisal form

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.

×

skilled 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.

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insightful reporting

  • 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.
×

focused questionnaire

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.

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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.

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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.

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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.

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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.

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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.

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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

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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.

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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.

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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.

making it effective
How?...
by making it efficient and effective

skilled debriefer

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 ofwn people to conduct them effectively.

confident & capable 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.

well designed appraisal form

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.

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

insightful reporting

  • 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.

focused questionnaire

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.

How?...
with our quiet online software

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

How?...

by putting conversation at the heart

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

22 Apr 2014
Answer to the Ultimate Question of Leadership, The Universe, and Everything...
....is not "42" but rather "Self-Awareness" - this article in Forbes is a neat reminder of both the critical importance of self-awareness as a route to effectiveness and how 360 degree feedback is one of the most effective means of developing such self-awareness. Naturally I am biased, but I do find myself vigoro...

16 Apr 2014
Making progress, being positive
Eventbrite - Webinar - Meaningful Conversations - Giving Feedback I've picked up a few ways of working over the years.  Some have come from classic management books I have read, some from observation of others and many just from knowing what works for me.  I still sometimes use Covey's "Urgent-Important" matrix to help make sure I'm doing the right thing each day- and David Allen's "Getting things done" is a masterclass in how to organise yourself. Whatever the techniques we use for getting through the workload, there is one attitude and one instinct I observe in ...

14 Apr 2014
Free Webinar - "Meaningful Conversations - Giving Feedback"
Friday 9th May 2014@1pm (BST) Join us for the second of our series of 'Meaningful Conversations' webinars which will cover all of the key performance management conversations which Line Managers have to conduct with their team from setting objectives through to the performance appraisal. Eventbrite - Meaningful ...</div><br><div class=
10 Apr 2014
Why sometimes taking your eyes off the prize may be the best strategy
I ran the Brighton Marathon last weekend, and as in common with I imagine most runners, I had a time in mind - that was my goal or target - and if I could beat it, then all the better. As I neared the latter stages of the race,  I found myself thinking about my time - how much faster could I go? How far under target could I achieve? If at that point I had pursued the fastest possible  time, believing it to be the only prize, I had every chance of blowing up, injuring myself and enduring the race rather than enjoying it. I took my eyes off that prize and considered the other desired outcomes - I wanted to enjoy the race,...

04 Apr 2014
A graphical reminder of our 360 degree feedback seminar
During our seminar last Friday, we were lucky enough to have the graphic facilitation talents of Vanessa Randle from Thinking Visually. We have worked with Vanessa now for a few years, most notably for a recent 'Coffee Conversations' large group facilitation project, where we ran over 50 workshops both in the UK and US, with Vanessa producing a unique visual record of every event. It's quite something to see a vibrant, technicolour picture emerge from a blank canvas, representing all the conversations happening in the room, rich in imagery, symbols and words. We thought it would be a neat idea to have Vanessa capture the essence of our
02 Apr 2014
Do goals/targets limit high performance?
I am a member of a cycling club.  Every now and again a topic will come up which can be summed up as .... "if I know I am cycling 50 miles then I tend to be exhausted at mile 48.  If I know I am cycling 75 miles then I am fine at mile 48.  Why is that?".  With modern technology recording every pedal stroke I can assure you this isn't simply a matter of the pace you cycle at.  There is something about how the mind starts to feel as it approaches a goal - a relaxation and a tendency to prepare for the end.  It would be devastating to be told to cycle another 25 miles if you had been told the distance was only 50.  You just wouldn't be "up for it". In a similar vein, Peter (our head of technology delivery) is training to run the Edinburgh marathon.  He recently ran the Stafford hal...

31 Mar 2014
Unearthing myths and speaking truth to power with 360 degree feedback
We ran our seminar, entitled 'Using 360 Degree Feedback to bust through urban myths', for the first time last week and were very pleased with how it was received. The essence of it drew attention to the power of 360 degree feedback as something that can not only help individuals explore their own stories, myths, str...

24 Mar 2014
Final call for free seminar - Using 360 Degree Feedback to bust through 'Urban Myths'

Date/Time

Friday 28th March@9am

Venue

RPC, Tower Bridge House London , St Katharine’s Way, E1W 1AA, London

REGISTER HERE FOR LAST 3 REMAINING SEATS

Summary

The use of 360 degree feedback, particularly in support of senior leadership teams, continues to grow rapidly; yet the real value of the insight it can deliver often fails to materiali...

21 Mar 2014
At what time of day do people complete 360 feedback?
Friday topic here.  As part of an analysis of our data, we have been taking a look at when is the best time to send a 360 feedback invite, which date gets the best completion rate, when is it best to send a reminder, etc.  All helpful and we have a lot of data that we can work from.  From the information we can establish best practice on the administration of 360 degree feedback and let our clients know. During the exercise we came across less useful but fun/interesting stuff. The chart below shows at what time of day people complete feedback.  This is a very large sample size; tens of thousands. Can't think of one practical use but it sort of...

18 Mar 2014
Guest post : choosing when to give feedback
Here is a blog post from Jennifer McCanna.  We know her as learning and development manager at one of our clients; VSO.  Her full biography is at the bottom of the post. Choosing when to give feedback Imagine this scenario, you walk into the kitchen at work and you meet the one person who you really have a problem with. Your heart sinks. They always manage to upset you/offend you/ frustrate you and frankly you can do without it. What do you do? The chances are, you grin and bear it as you make your cup of tea, then you go back to your desk and email your best mate to rant about how this person really gets your goat. Fair enough, this is life. But what happens when it turns out you've been put on a project team with this person? Or they become your new boss? ...