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