Why I Always Provide Positive References: A Guiding Principle for Employers

Have you ever fired an employee for the cause but later provided them with a positive reference? Absolutely! I have done this not just once, but three times in my professional career. Each instance taught me valuable lessons about leadership, accountability, and the importance of positive guidance.

Frequency and Motivations

On many occasions, I have fired employees only to provide them with a positive reference. The primary reasons for this are:

Simplicity: It is often easier to provide a positive reference than to delve into the reasons for termination, thus avoiding unnecessary conflict. Competition: The most critical reason is that it’s not fair for a former employee to bear the brunt of their shortcomings alone. If they were a problem in my workplace, why should I deprive my competitors of the same opportunity? Should I be the only one to bear the frustration?

But the underlying principle that guides my actions is the belief that people change over time. While I may have fired an employee in the past, they can continue to grow and succeed elsewhere. It’s not about punishing or depriving them; it’s about providing them with the opportunity to flourish.

Personal Experiences with Firing and References

One of the experiences that vividly illustrates this principle is when I fired an employee. In our case, they were entirely oblivious to their impact on their colleagues and their effectiveness in the workplace. They approached goal-setting with a nonchalant attitude and were dismissive of performance gaps, leading to poor outcomes. After consulting with my manager, I took a deep breath and informed them that they were fired. To my surprise, the reaction was a shocked response, followed by tearful promises to do better.

Surprisingly, the same employee went on to achieve great success within the company. Upon reflection, I realized that sometimes providing clear expectations and a change in perspective can lead to positive changes. This was also the case with another employee who was given a second chance, which ultimately resulted in outstanding performance and a long-lasting friendship.

Practical Steps and Advice

To ensure that former employees can find success in their next roles, I provide a balanced reference. I always aim to highlight their positive attributes and experiences, while also mentioning areas where they can improve. The following steps are crucial:

Clear Expectations: Provide a clear and straightforward statement of expectations. Open Dialogue: Encourage open and honest communication to address any gaps in performance. Follow-Up: Ensure that the hiring manager and the employee understand the role and the expectations.

I believe in the wisdom of Peter Drucker, who said, "Sometimes the best thing for a young man is to be fired." This quote emphasizes the importance of providing constructive feedback and ensuring that employees have the opportunity to learn and grow.

The Role of Compassion and Accountability

Peter Drucker’s words underscores the need for a balanced approach. While firing someone can be traumatic for all involved, it may be necessary at times. It is crucial for managers to take ownership of their roles in employee performance and to offer guidance and support.

Providing positive references is a practical way to demonstrate compassion and accountability. It helps to create a positive work environment and supports both the former employee and the hiring manager in identifying the right candidate for the role.

Remember, people change over time. By offering positive references, we are not only helping our former employees but also contributing to a culture of growth and development within the industry.