How to Write a Reference Letter for an Average Ex-Employee by Erin Schreiner - Updated September 26, As an employer, you may eventually find yourself charged with the task of writing a review for an employee who, while passable, wasn't as stellar as others. If an ex-employee who performed within the average range approaches you to write a letter of recommendation, doing so is an upstanding and ethical thing to do.
But if you're in a small company that doesn't have such guidelines, you may have to address this dilemma on your own using good business sense and complete honesty with the employee who wants the recommendation letter. Conversation Before you begin writing what you believe is one of the toughest letters in your career, schedule a private meeting with the employee for whom you're writing the letter.
Refrain from rehashing the employee's poor performance or workplace behaviors. Instead, the purpose of your meeting should be to express concern that you could be doing a disservice to her and future employers. If she's looking for another job and needs a glowing recommendation, you could be putting yourself in an uncomfortable spot by overlooking performance issues.
Review Obtain copies of the employee's performance appraisals to determine where you or another manager rated her performance above average. If she's still employed by your company, she's obviously doing something right or she would have been terminated.
And if her performance ratings have dipped recently, she might not be a "bad employee," but rather an employee who's going through a rough patch. As her manager, this presents an opportunity to explore possible reasons why her performance isn't up to par.
Nevertheless, find the areas where she excels and style your recommendation letter so that it includes her strengths. But don't ignore the areas where she needs improvement because they may become part of your letter if the employee decides she actually wants a letter that's percent truthful.
Counsel Give the employee an opportunity to withdraw her request for a recommendation letter, which might very well happen when you explain that you cannot embellish her performance nor can you, in good conscience, write a one-sided letter.
You have an obligation -- based on your personal ethics and your professional role -- to be candid with her and about her. You can write a letter that presents a balanced view of her strengths and weaknesses or you can give a recommendation that contains her job title, position, department, length of employment and, if permissible and authorized, her salary and bonuses, if any.
Alternative You might feel that by writing a recommendation letter, your employee will get another job and leave your company. That strategy will almost always backfire because you'll have to fabricate statements that she's a stellar employee.
Dishonesty can ruin your reputation and your company's standing. In this case, it's a disservice to the employee and her future employer. If the employee is in danger of losing her job, based on poor performance, give her an opportunity to resign in lieu of termination, and offer to provide a letter that verifies her employment and indicates "resigned" as the reason for her departure.Administrative Behavior, 4th Edition: A Study of Decision-making Processes in Administrative Organisations - Kindle edition by Herbert A.
Simon. Download it once and read it on your Kindle device, PC, phones or tablets. Use features like bookmarks, note taking and highlighting while reading Administrative Behavior, 4th Edition: A Study of Decision-making Processes in Administrative .
Administrative Behavior, 4th Edition: A Study of Decision-making Processes in Administrative Organisations Subsequent Edition, Kindle Edition. Mention how you know the student. At the beginning of the recommendation letter, explain how you know the student and state how long you’ve known the initiativeblog.com you’re a teacher, state how many courses he or she has taken with you.
If you are an employer, explain the student’s role in your organization. Mar 23, · Be specific in providing feedback on improvement areas during employee appraisals. The more specific examples you can provide, the .
It’s likely that you will be asked to write an employee reference letter when a valued member (or former member) of your team is making a job change.
If you feel that you can write a glowing recommendation, you should accept the opportunity to support your colleague. There's a big difference between getting fired and getting laid off.
Most of what you read in the papers is about people getting laid off due to a 'reduction in force,' or RIF as many companies call it nowadays. Getting fired is almost always due to cause. You may have sent out a blast e-mail with company secrets by mistake.
Or perhaps you said some .