Vibe Launches a second year of 360 Assessments for HR Executives Across 20 NHS Trusts

At Vibe, we’re delighted to announce the successful launch of year two of our collaboration with HPMI and Cheryl Lee Associates, an ambitious, large-scale initiative targeting 20 senior HR executives working across 20 NHS trusts. This comprehensive programme is designed to deliver nuanced insight, informed data and tailored support to strengthen HR leadership across the entire trust network.

The world of HR in public-sector institutions and trusts is uniquely complex, shaped by regulatory pressures, varied stakeholder groups, and evolving responsibilities. Traditional performance reviews alone often fall short of capturing the full picture. That’s why we deliver the 360° feedback methodology, a multi-rater, multi-perspective assessment system that gathers anonymous input from a range of sources: peers, direct reports, supervisors, and, where relevant, cross-functional partners or stakeholders.

This approach isn’t simply about gathering feedback. It’s about building a deeper, holistic understanding of each HR leader’s strengths, blind spots and opportunities. By casting a wide net and using data rather than assumptions, we help create actionable insights that can feed into personal development, leadership effectiveness, trust-wide HR strategy, and overall organisational performance.

What We Are Doing — The Deep Dive Approach

• 360° assessments for 20 HR leaders: Each HR executive participates in a full multi-rater feedback process. receiving anonymous evaluations from colleagues, subordinates, peers and supervisors — plus self-evaluation, to offer a fully rounded view of performance, skills and leadership behaviours.

• Partnership with HPMI & Cheryl Lee Associates: By combining Vibes’s data-driven methodology with the proven expertise of HPMI and Cheryl Lee Associates, we ensure that the feedback is analysed rigorously, interpreted thoughtfully, and translated into clear, practical recommendations.

• Tailored reports & development plans: Rather than generic feedback, each executive receives a personal report breaking down strengths, growth areas, behavioural patterns, leadership style feedback, and suggestions for development.

• Informing trust-wide HR strategy: By aggregating learnings across the 20 trusts, we are able to identify common trends, recurring development needs, and systemic opportunities enabling trusts to build better-aligned, more effective HR strategies across the network.

Key Benefits — Why 360° Works for HR Leaders

Implementing 360° feedback in this context brings a range of advantages:

• Holistic and balanced perspectives: By enlisting multiple viewpoints (not just managers), the 360° review offers a more comprehensive, unbiased picture of performance and interpersonal dynamics.

• Increased self-awareness and leadership growth: HR executives often discover blind spots or hidden strengths — leading to deeper self-understanding, improved interpersonal skills, and more effective leadership.

• Better alignment with organisational and trust values: With trust-wide aggregated data, HR strategy can be shaped to reflect real needs rather than assumptions — aligning leadership behaviour with organisational priorities.

• Enhanced transparency, accountability, and trust culture: Anonymous and multi-source feedback helps foster openness and trust, demonstrating that leadership performance is not just a top-down matter but a shared, transparent commitment.

• Foundation for continuous development and improvement: As part of a longitudinal programme, the Deep Dive assessments lay the groundwork for ongoing growth, coaching, and strategic talent development across all the trusts.

Looking Ahead — What This Programme Could Unlock

This Year Two Deep Dive marks more than a milestone; it’s a stepping stone to a more mature, evidence-based HR culture across a network of trusts. With robust data in hand, decisions around leadership development, succession planning, training priorities and inter-trust HR alignment can be made on fact, not conjecture.

We anticipate that this initiative will:

• Elevate leadership quality across multiple trusts, improving HR service delivery and strategic impact.

• Foster a shared culture of transparency, continuous learning, and cross-trust collaboration.

• Provide a replicable model of HR development using 360° feedback — potentially expanding to other departments, roles, or future cohorts.

• Help embed best practices around feedback, growth, accountability and human-centred leadership across a complex institutional landscape.

At Vibe, we believe that the true value in organisations lies not just in policies or processes, but in people. By empowering HR leaders with honest insight, courageous feedback and supportive development infrastructure, we are helping shape a future of stronger, more responsive, and more human-centred organisational leadership.

We look forward to sharing further insights, lessons learned, and successes from this programme as it develops.