Furnishing a Positive Reference

Providing a positive reference for an employee is not only done for the obvious purpose of endorsing the worker to new management, it also serves as a “pat on the back” for a job well done during his or her stay under your administration. This article would help you – the boss – to go about the duty (or privilege, however you see it) of making that recommendation in behalf of your former employee.

First of all, if you belong in a company, check out first the policies concerning recommendations. There could be restrictions on the amount of information you are ed to provide. When you ascertain just what you may or may not divulge, you can now go on from there.

It’s entirely your choice if you want to write the letter of recommendation yourself or leave it to the former employee requesting one. Either way, make sure to check the letter before ultimately signing it. You don’t want errors on a correspondence that has your signature on it. Your contact number is almost always specified in the letter and thus, expect a call from the would be employer. When s/he finally calls, focus your verbal comments on the employees overall performance. Basically, the “new employer” would want to hear what you yourself wanted to know: Is the employee effective? For that reason, put a spotlight on your assessment on his/her contributions to the company.

Lastly, don’t close doors, especially if the former employee is an esteemed co-worker. Sometimes, the circumstances of separation would make an employer apprehensive in dishing out a letter of recommendation. That’s understandable, the situation often varies and there isn’t one solution for all types of setting. Hence, some letters of recommendation would be left to you – the employers – discretion.