Comprehensive, truthful and benevolent
By law, employees are entitled to a reference at any time. Even advertising agencies sometimes struggle with the wording. You should pay attention to the following points.
Writing references is a tricky task, especially if the departing employee did not perform well in all respects or the working relationship was difficult. As a general rule, references should be complete, truthful and benevolent.
Complete means that the reference - in its function as proof of employment and competence - must provide comprehensive information about the nature and duration of the employment relationship as well as the employee's performance and conduct. The reference should also include transfers, promotions and completed further training. In the performance appraisal, the work attitude, commitment and work successes should be recognized. Behavior is about the relationship with employees, superiors, customers and business partners. In the case of superiors, leadership qualities should also be assessed.
The following also applies: truth comes before goodwill. Employees cannot demand a "good" reference in every case. Negative assessments are permissible if they are true and essential to the employee's performance or conduct. An employer who issues a completely incompetent or even dishonest employee with a whitewashed reference may be prosecuted by a future employer. However, individual episodes or performance weaknesses that have long since been overcome do not belong in a reference. Illnesses also have no place in a reference. According to the Zurich Labor Court, there may be an exception if the illness had a serious impact on the employee's performance or conduct or was an objective reason for terminating the employment relationship.
But what does benevolent mean? Employers have a legal duty of care towards their employees. They should therefore not make it unnecessarily difficult for the departing employee to progress in their career. In concrete terms, this means
- Think about the specific strengths and skills of the departing employee. What successes has he or she achieved? What makes them stand out?
- Focus the performance and behavioral appraisal on the things where the employee is good and thus support them in their professional development.
- If possible, substantiate the reference with convincing examples.
- If you were satisfied with the employee, indicate that you (very) regret his or her departure - or give a personal recommendation.
Please note: Well-written references are letters of recommendation for the departing employee. However, they are also a business card for your company. References not only say something about the employee, but also about the person who wrote them.
You can request a checklist from the Observer on the assessment of employment references at: [email protected]. Enter "Advertising week" in the subject line.
Complete means that the reference - in its function as proof of employment and competence - must provide comprehensive information about the nature and duration of the employment relationship as well as the employee's performance and conduct. The reference should also include transfers, promotions and completed further training. In the performance appraisal, the work attitude, commitment and work successes should be recognized. Behavior is about the relationship with employees, superiors, customers and business partners. In the case of superiors, leadership qualities should also be assessed.
The following also applies: truth comes before goodwill. Employees cannot demand a "good" reference in every case. Negative assessments are permissible if they are true and essential to the employee's performance or conduct. An employer who issues a completely incompetent or even dishonest employee with a whitewashed reference may be prosecuted by a future employer. However, individual episodes or performance weaknesses that have long since been overcome do not belong in a reference. Illnesses also have no place in a reference. According to the Zurich Labor Court, there may be an exception if the illness had a serious impact on the employee's performance or conduct or was an objective reason for terminating the employment relationship.
But what does benevolent mean? Employers have a legal duty of care towards their employees. They should therefore not make it unnecessarily difficult for the departing employee to progress in their career. In concrete terms, this means
- Think about the specific strengths and skills of the departing employee. What successes has he or she achieved? What makes them stand out?
- Focus the performance and behavioral appraisal on the things where the employee is good and thus support them in their professional development.
- If possible, substantiate the reference with convincing examples.
- If you were satisfied with the employee, indicate that you (very) regret his or her departure - or give a personal recommendation.
Please note: Well-written references are letters of recommendation for the departing employee. However, they are also a business card for your company. References not only say something about the employee, but also about the person who wrote them.
You can request a checklist from the Observer on the assessment of employment references at: [email protected]. Enter "Advertising week" in the subject line.
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