A small shift in how you evaluate how your employees perform can make a huge difference …
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Transcript
Job references are issued at the end of a work relationship.
Speaker:Sometimes in between, but normally at the end.
Speaker:They are usually a judgment of how well an employee has performed during the
Speaker:period after the work has been done.
Speaker:You are the judge, you evaluate their work and you write up
Speaker:your verdict in a reference.
Speaker:It makes it seem like the responsibility for an employee's performance would
Speaker:be totally theirs, not the leaders.
Speaker:This relationship changes dramatically when you write a job reference at
Speaker:the beginning of your relationship and keep it in your drawer.
Speaker:What would the ideal job reference for that employee look like if it turned
Speaker:out to become a perfect relationship?
Speaker:Really!
Speaker:Write your employee the best reference you can think of – only in advance.
Here's the crucial bit:make it your responsibility that
Here's the crucial bit:they live up to it, not theirs.
Here's the crucial bit:Provide them with the environment and the support they need to thrive.
Here's the crucial bit:Don't blame them if they don't deliver the results.
Here's the crucial bit:Ask yourself, how you can support them better.
Here's the crucial bit:It forces you to be more considerate about whom you hire.
Here's the crucial bit:But more importantly, it forces you to do everything you can to get the
Here's the crucial bit:optimum out of your relationship.
Here's the crucial bit:And in that sense, when you finally write the real reference, the one that
Here's the crucial bit:gets handed over, it's much more a verdict about your performance as a
Here's the crucial bit:leader as it is about their performance.