You should never assume that your former employer is doing what they are supposed to be doing. To determine what they will actually say about you, it is best to use a third party reference checking firm such as Allison & Taylor Reference Checking who will contact your former employers and provide you with documentation on exactly what is being said (again, this input typically comes from Human Resources or your former supervisor). If the input is unfavorable in any respect, you will have remedial options that will almost certainly discourage the negative reference from ever offering such commentary again. As an alternative to remedial options, consider finding a more favorable reference person at your previous places of employment. For example, in addition to a former supervisor, you may have interacted with other managers who might be more complimentary of your performance. Again, it would be prudent to have your own reference check(s) conducted on your reference candidates to ensure that they will be as supportive as you hope (or that at a minimum they will merely confirm your employment dates/title per company policy). Another benefit to checking multiple references at your previous employer is that you will be able to select those who are most favorable when you identify reference contacts to a potential new employer. Be proactive in finding out what your former employers will say before they are contacted by prospective employers. You’ll better ensure there are no unpleasant surprises and that a negative reference won’t eliminate you from contention for a promising new job. CHAPTER 62 Will Sending A Holiday Greeting to Your Boss Guarantee Long Term “Good” Reference? Do’s & Don’ts In Holiday Card Etiquette For Your Career Longevity In the office, the professional methods of communication are generally pretty clear. Pick up the phone, shoot a quick note by text, instant message, email, or make a visit to someone’s office. However – during holiday season – many employees wonder “Should I send members of my management team (not to mention bosses) some sort of holiday greeting card? If so, is it appropriate to dash off an email with holiday wishes, or is a traditional paper card the way to go?” Reference-checking firm Allison & Taylor Reference Checking says yes, it is definitely a good idea to send your boss (and his or her boss) an appropriate holiday greeting. It’s an important way to send the message that you value your relationship with the company, and respect these people as individuals. (Additionally, surveys have shown that they are widely appreciated in the business world as a whole; recipients are more likely to do business with a company or individual that sends holiday greeting cards.) When it comes to e-cards, Allison & Taylor Reference Checking suggests you forgo them for a variety of reasons. Many senior managers are older and may reflect an “old school” mentality. A greeting card sent via electronic means may be regarded by them as inappropriate, perhaps even cavalier. Additionally, such e-cards also tend to lack the “personal touch” of a card mailed individually to the boss’s door; e-cards and social media holiday greetings are often sent en masse, or (in the case of social media greetings) can be done as spur-of-the-moment responses to a comment seen on Facebook or some similar venue. Here are some reasons why a traditional greeting card is a good idea: 1. Connecting with your bosses (or a former boss) will help keep you top-of-mind in their awareness, translating to possible future support or opportunity. 2. Staying in touch with bosses and colleagues via a holiday card is a subtle yet highly effective form of networking. (It’s also less expensive than taking them to lunch, and won’t violate corporate edicts if sent via personal mail.)
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