Apologies for delayed response, holiday time an all that. Thank you for your observations, I think the combination of tech discomfort and self conscioiusness could well be addressed through practice as you say.

Fascinated by the recordability point - isnt it interesting that we may be self conscious about video and recordabilty yet some of the stuff that is written on social media eg facebook/twitter can be so inappropriate.

Perhaps its  a bit like the concept of being in your car and feeling invincible or like no one can see you picking your nose on the M25 (you know who you are) on social media but on video you have to look at yourself when you put video on so you are more self aware?

I am just about to launch a training programme with a core aspect being about collaborating via video between modules. I would be really interested to hear any other top tips from those in the know.

Thanks

Hi there

We have a selection of free best practice manager guides - including manager's guide to appraisal, also employees guide to performance management. You can access them here:http://actus.co.uk/free-performance-management-resources/

However, the main emphasis needs to be around ensuring that the managers have the right mindset and recognise the paretos law of appraisal is that it is 80% about the conversation, only 20% about the form. Having effective performance management or appraisal conversations is a skill that many managers haven't devleoped yet, it requires high empathy and high clarity, the ability to listen and coach. It also requires objectivity and courage and they need to want to do it well.

So while I disagree with the headlines another contributor about banning appraisal, I agree with the point that there is much that can be improved about it, if managers are motivated and rewarded for developing the right skills