Dusty and superfluous
Dirty on the one hand, superfluous on the other because many personnel departments issue complaints, so the popular opinion about the benefits of tools today. Some of the instruments sound so dusty that one feels the scratching of the pencil on the stenoblock of Miss Hermann when she takes up the director's diligence with awe.
The actual benefit is therefore considered to be very low, especially for staff, but without the employees' work is not - one Casting without certificates? Inconceivably. A contradiction that perfectly introduces into West German working reality. You could also say that we have a Bonn post-war relic that really overslept the move to Berlin.
Biggest mistake: legal claim to a good report
Ignorance, little experience, and most of all, time deficits ensure that a large proportion of the work products are subject to complacency.
According to a study by the Federal Labor Court, almost 90 percent of all certificates with the grade “very good” to “good” were issued, which seems to confirm the suspicion.
Why are certificates of convenience issued or unwelcome employees “praised”?
The behavioral uncertainty results from the assumption of some kind of legal claim on a good testimony. So you could once again exemplary in the ZEIT read from 18.9.2015:
"The legal claim to a good job reference makes it lose its meaning." This is simply wrong! It would be correct: “Through the erroneous belief in a legal claim a good job reference loses its meaning. ”
Need for Action - 4 truths about work references
Because everyone is doing so, make it all so. How do we leave the emerged paths of the stuff politics?
It is very helpful to first of all make the difference between the teaching practice and the legal basis conscious and position itself accordingly. There are:
- only one Entitled to a simple certificate, not to a qualified. The simple testimony merely provides information on the nature and duration of an employment relationship.
- a claim for a satisfactory assessment of the employer. So the note 3 is set first and if the judge does not find it, he has to prove that he is better. If an employer rates worse than 3, he / she will be required to provide evidence as an employer.
- an already existing intermediate certificate can not be ignored because the final certificate must be written in accordance with the previous assessment and must not deviate significantly from it.
- a duty of truth and benevolence on the part of the certificate issuer, which the Federal Labor Court puts it simply but well: a certificate should be “benevolent in the context of the truth”.
Overall satisfaction formula overestimated
However, the qualified certificate has established itself as the standard, in addition to five individual performance criteria, a summary assessment is also given. The core element in this sense is the so-called “overall satisfaction formula”: “Always to the fullest satisfaction” with the grade “very good”, “always to full satisfaction” with the grade “good” etc., from which the overall grade is supposed to be read .
Anyone who issues a qualified certificate must use the full range of options so that they do not “fall on the nose” with the overall satisfaction formula. There is hardly a statement in the testimony that is overestimated more than this. Most of the time, the satisfaction formula even contradicts the other statements and is therefore unbelievable.
The obligation to meet the requirements
Work should be documented annually! What is already common in larger companies in the form of assessment sheets is also worthwhile for SMEs and saves a great deal of time and effort in the case of testimonials. As a rule, the estimation of extraneous and self-assessment is carried out with the employees and is communicated in the so-called annual target agreement meetings or employee / supervisor interviews.
In analogy to the testimony components, information about the professional knowledge, further training, motivation, work-ability, working methods and results can be given. In addition to the positive effect for personnel development and performance control, this documentation can be a welcome by-product for the fair production of certificates, as it is extremely conflict-prone and transparent from the outset.
Major failures are, however, still a testament
The assessment of the regular performance of the work must not differ significantly from that of the interim report. However, if there has been gross misconduct, such as theft in the workplace, this must be communicated.
But not in the form of a devaluation of the performance assessment. A possible “place” in the certificate would be, for example, social behavior (relationship between superiors and employees) or the termination initiative on the part of the employer, from which a termination without notice can be read.
It can also go without secret codes
There is no question that jurisprudence has given us a very real dilemma in practice through the “true but benevolent” command; Reacting with certificates of convenience or secret codes alone is not a solution. Because there are a variety of ways to adequately include “real” information about actual work performance in a certificate.
If, for example, a person is leaving the company, where the work performance was satisfactory, there is no reason not to present it as already mentioned above.
Intermediate tones are difficult
More difficult is the case when assessing notes between 3 and 4, if the conflict of the employer is not to be risked by the employer.
A benevolent solution in a “true framework” could, for example, be a rather passive description of the task, which definitely represents the person's limited ability to perform. The individual performance criteria could then correspond to grade 3, as could the satisfaction formula. If, in addition, the regret about the employee's departure is not expressed, the overall grade is 3 to 4.
The good news to the end
Writing good, fair and transparent testimonies is possible and feasible. The goal should be to achieve as little time as possible to a good result, because sophisticated literary certificates do not have to produce HR departments.
In this sense, it does not preclude the use of ready-made building blocks based on the company's internal assessment sheets. One or other good software can be found on the market. Please also buy expertise or develop a standardized procedure, everything possible, please do not write any complaints!
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