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Here writes for you:

Tanja rememberTanja Merkens is an appraiser at Arbeitszeugnis-valu.de Tanja Merkens completed her Masters in Human Resource Management at the University of Hamburg and has been an appraiser for job references at Arbeitszeugnis-bewerten.de (a product of PMSG Personalmarkt Services GmbH) since 2006. In addition, she is an expert on topics related to recruiting and advises employees on a successful application process. As the portal manager for the salary comparison gehalt.de, she is also responsible for the content of the website.

Leadership Manual: 6 Tips for Managers

The basic structure of a general certificate also applies to management products, but there are two essential conditions which must be met in order to give an appropriate impression. AZ_Leaders

6 Tips for Professionals and Executives

Anyone wishing to change their employer should have an up-to-date intermediate certificate, or be given a qualified work certificate after leaving the company, which gives an impression of activity, performance and personal behavior to future supervisors.

The work certificate is a central career document. This applies to professionals as well as to executives with disciplinary and / or professional management responsibility. Nevertheless, there are some relevant differences that managers should pay attention to when they receive their testimony and the personnel in the analysis.

1. General requirements for a work certificate

A work certificate must correspond in principle to certain formal and substantive claims.

The problem-free formulation of the content is absolutely essential: Avoiding mistakes in spelling, grammar or punctuation has top priority. Nullities and generalities, the responsible personnel should save themselves in the preparation of the certificate. In exceptional cases, the extent of the work-item can be three DIN A4 pages, but only for a long-term internal career with changing tasks.

The description of the performance and the personal behavior should be completely, but above all, without contradictions readable.

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2. The structure

The contents of the work products always follow the same structure. After naming the personal data (name and position), a brief introduction with information on the employee and a description of the company follows. Subsequently, the tasks and activities of the employee are listed. These should be described in a comprehensible and informative manner so that third parties can also follow them directly. The company-internal technical vocabulary should be dispensed with, as it is precisely in the case of corporations that these own language creations are to be applied, which are no longer comprehensible for outsiders.

In the list of tasks, the principle most important first and secondary activity or tasks with little responsibility last.

3. The performance

In the following module, the employee's performance is assessed. This is done on the basis of five different criteria: the specialist knowledge and further training (willingness to learn), work ability (intelligence, analytical thinking), willingness to work (commitment and motivation), working method (diligence, independence) and of course the result of the work (quality and Quantity). The section ends with the so-called overall satisfaction formula, which is the cut of the individual ratings spiegeln should. If this contradicts the individual evaluation, it loses credibility.

In the assessment of personal behavior, the dealings with superiors and colleagues are critically examined. It is also possible to highlight peculiarities in social behavior - for example, when the employee emphasizes a particularly high level of loyalty to others.

4. Special features in management references

The blocks described above also apply in the form of executive staff, but with some additional information. In particular, tasks with appropriate responsibilities, such as the possession of a procurator or the administrative power of a particular budget, should be listed as relevant activities.

Since managers have a disciplinary and / or professional leadership of employees, the assessment of personnel responsibility should be part of the employment certificate. How many employees does the employee lead (directly / indirectly)? And above all, what is his style of leadership? Is he competent, assertive and communicative? Did he contribute to developing a team spirit? What are his individual attitude towards the Company and personal behavior towards employees? These contents are of high relevance to future companies and can be used as a first comparison to their own working methods and Teamfit.

Furthermore, companies usually measure their executives on the economic consequences of their trade. This means that the tangible benefits of the employee for the company - the achieved (miss) results and results - are assessed and should also be mentioned. These include promotions, increases in sales, restructuring measures, cost savings, team shaping or the fulfillment of targets. Concrete data such as sales growth, market penetration or customer satisfaction are also among the results.

As a rule, the executives concerned have an influence on the work certificate to be completed and proactively contribute to it. In a factual exchange with the personnel or in the preparation of a rough draft, the first testimonial formulations can be knocked down here. It is also advisable to document conversations about agreed targets and to consult them again about composing the work tool. This provides a valid basis for assessment criteria.

5. The reason for termination

The reason for leaving the company should also be stated in a job reference for executives in a neutral and non-career-restricting manner. This part pays special attention to the reader. The phrase “at your own request” is the most common and straightforward way to justify leaving the company. The expression "leaves the company by mutual agreement" sounds benevolent - like the rest of the job reference - but can arouse skepticism among future HR employees.

In particular, the wording “operationally related” strongly suggests internal conflicts and should definitely be explained in more detail. The negative sound can be put into perspective, for example, by making it clear that the manager has no direct influence on the success or failure of a company. Only then can the future employer know that the applicant is not to blame for the risk of insolvency, for example.

6. The end

The key part of the agreement mainly includes the reason why the employee leaves the company. This can be done at your own request, due to the operation or by the expiry of a contract and should be formulated in this way. A neutral presentation of the motivation should be considered. The last part of the testimony closes with delighted future wishes.

The formulation of the work certificate is in principle written in a friendly and positive style. However, this does not mean that no negative aspects are dealt with. Working documents are written in codes which permit conclusions to be drawn on different grades, and this is precisely where the employer is allowed to make a balanced assessment.

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