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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.

DOWNLOAD OUR FREE GUIDE

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

bowland solutions client list

WHAT WE DO

our services

Training for line managers

A performance appraisal conversation is only one part of a cycle of performance management conversations throughout the year.

We offer 'Meaningful Conversations' training modules so Line Managers are skilled in all of these

  • Setting Objectives
  • Giving Feedback
  • Coaching
  • Appraisals

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.

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.

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.

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.

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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.

THE SOFTWARE

our 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

ABOUT US

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

We believe that performance appraisal and 360 degree feedback processes need to be both efficient and effective.

Through our experience we have found that efficiency comes about with a well thought out process, good form & questionnaire design and a move online.

Effectiveness comes through ensuring the quality of the conversations at the heart of these processes go well.

OUR CLIENTS

our clients

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

Renault
Legal & General
RPC

Pantheon
Trowers and Hamlin
sky
VSO
WWF
momentum
JCB
Elmwood

cbre

revlon
Manx telecom
VEKA
efinancial

Digicel
jersey electrical
World trade organisation
Westminster Drug Project

World Duty Free

crown agents
Surrey Police

East Midlands Trains

CONTACT US TODAY

contact us

OUR BLOG

21 Nov 2014
360 Degree Feedback in the US military
A fascinating short article in the 'Foreign Policy' website regarding a former serving soldier's experience in the US Army in which he wishes how the promise of 360 degree feedback could have been better delivered upon in the assessment of leadership. He highlights many of the pitfalls we see when implementing 360, particularly those which make it a process which is merely ticking boxes, rather than genuinely acting as a useful catalyst for individual change; a 'toothless tiger' as he would call it. He goes on to ...

18 Nov 2014
There are many truths
Over the course of a year we find ourselves reading a large number 360 feedback reports and research or survey results.  Often we hear the same event, conference, or conversation described by people in very different ways.  Indeed, often it can take a little while to realise you are hearing about the same situation or message due to the level of contradictory perspectives.  Everyone has honestly given an account but they have unconsciously applied filters, biases, values, and experience to form their own view.   There are many truths. This can be intensely frustrating within an organisation.   There are two solutions that I see working.  One is acceptance that there will be many truths and to allow for that variety.  The other is to realise that important messages require repet...

17 Nov 2014
Top 5 tips in how to conduct a meaningful conversation
Our ongoing series of 'Meaningful Conversations' webinars concludes this Friday 21st with a look at conducting effective Performance Appraisals. (Register here if you haven't already!) What underpins this and all the other preceding modules is the concept of a 'meaningful conversation'; we defined this as a conversation which: - delivers agains...

14 Nov 2014
Busting Urban Myths - Failure to see the big picture
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10 Nov 2014
Can 360 Degree Feedback help you rewrite your story?
A brief, but as always noteworthy post from Seth Godin on plasticity - can you change? It's sometimes the case when we debrief individuals around their 360 degree feedback report, that familiar themes emerge; there are no surprises for them, it's expected, they have heard this feedback before. If the primary aim of 360 degree feedback is to be a catalyst for change, then one might argue that there is the truth of i...

04 Nov 2014
Leadership - some problems need a good long soak
We ate macaroni cheese last night.  As I loaded the dishwasher I looked at the dish it had been cooked in.  The bowl was not a pretty sight with the burnt bits brazed to the side of the bowl.  What to do? Option 1 - put it in the dishwasher.  We all know it won't work and half of the stuff will still be stuck to it.  At which point we can just send it round again knowing at some point we'll have to really tackle the really tough bits or hope that someone else will empty the dishwasher and clean it properly for us.  Tempting. Option 2 - see if someone still sells Brillo pads and work really hard to clean it.  It's going to take a while.  I might ruin the pot with the effort I put in.  I'll get very frustrated and I'll be put off macaroni cheese for life.   Not tempting. ...

03 Nov 2014
Busting Urban Myths - Johari Window in a nutshell
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31 Oct 2014
Free Webinar - Meaningful Conversations - Conducting effective Performance Appraisals
Meaningful Conversations - Conducting effective Performance Appraisals Friday 21st November 2014@1pm GMT Join us for this final webinar of the year as many Line Managers approach their year-end performance appraisal conversations with their team. "Effective Performance Management is the bedrock of sustainable organisational success and the main vehicle by which line managers communicate what is required from employees and give feedback on how well they are achieving job goals; it is essential to do it well."  
29 Oct 2014
My daughter doesn't use facebook any more
My daughter is 16 years old and doesn't use facebook any more...she hasn't updated her status "in months".  "None of my friends do really".  I'm not sure this is the death knell of facebook just yet (by all accounts it has 50% of internet users worldwide...it will soon run out of humans) but it brought home some thoughts I had been having of the pace of change in our world.  A few short years ago my wife and I were facing the standard parenting dilemma of whether to allow access to facebook before our daughter's 13th birthday.  Now among her friends it is old hat.  At that time I had to get up to speed on facebook, how it was used, privacy all that stuff.  Now my 11 year old son is not bothered about facebook (may not be the death knell but you can see a trend here) and like my daugh...

28 Oct 2014
Getting my own feedback
In line with being a director of business that focuses on feedback I was looking to get some of my own.  Rather than pick my own questions I asked Peter and Vicky, who report to me, to take a look at our generic competency framework that our clients can use and pick out the competencies that they would like to give me feedback on.  I asked them to pick 6 or 7 and said I would pick ones that I think are relevant as well.  My idea is that I will then sit down with them and discuss their feedback on me on these competency areas. So, I opened up our competency framework and started working my way through.  Almost immediately I wanted to ask Peter and Vicky to give me a few months before I get their feedback.  The simple act of reading over behaviours - most relevant in some way - remin...