Stubborn Hesitant So I have to work on those weaknesses in order to not make them matter too much in my life. Everybody has 1 or 2 weaknesses that you have to keep in check. So identify them, and if you are brave enough, write them into the comments below as well! A good business strategy can be to focus your energies on your strength only and try to outsource or delegate tasks that would bring you into your personal weaknesses.
One of the more awkward aspects of writing a recommendation letter for a coworker is what to do about a coworker with work deficiencies.
How to handle this depends on a couple of things: If you're a personal friend of the colleague, or even if you're not but the work relationship is relatively strong or has gone on for some time, it's likely that the coworker — call her X — expects you to "have her back.
There's no one best way of handling this — partly it depends on the nature and severity of the deficiency and partly it depends on how important this friendship is to you. If it's a personal relationship you value highly but X's performance isn't good at all, honesty is the best available policy.
You might say, " X, I really value your friendship, but I don't think I'm the best person to write you a recommendation letter.
I will, if you still want me to, and while I'll certainly stress your strong points, I'd also have to and here you describe the performance problem. If the price of keeping it is costing you your integrity — writing a letter you know to be false — then it probably can't be helped unless you can simply beg off as further noted in the following section, this will probably be interpreted as a performance criticism anyway.
Colleagues With Bad Performance Records The situation is simpler if the person asking for the letter of recommendation isn't a good worker and isn't a close friend. You can simply tell them you can't give them a letter of recommendation, explaining tactfully but honestly why you can't. In this situation, the shorter the explanation, the better.
Drawing it out won't make things better. An alternative is simply begging off with one of a number of reasonable excuses that still make the problem clear. If they ask why, tell them as tactfully as you can and keep it short.
Or just say you can't because you're "really busy right now" or it's not something you're "good at. In some corporate environments, the policy is either never to write an evaluative letter for anyone or, with problematic employees, to write a letter that simply states the employee's name, job position, start date and end date, if applicable.
Colleagues Who Do Some Things Well and Others Not A letter of recommendation for a colleague whose performance varies from quite good to not very good can emphasize the employee's strengths. Going on at length doesn't do anything positive and, again, could expose you or your company to a damage suit.
Know, as well, that HR evaluators get very good at decoding these letters. Even the briefest mention of any deficiency can signal "Don't hire this guy," so in all cases go easy or simply omit an evaluation of the area where your colleague is deficient.
Tip This is partly a tip and partly a warning: Before writing a letter of recommendation for a colleague, and especially if you believe it would be necessary to point out "improvement areas," check your company's recommendation policies first, either with your supervisor or with HR.
Some companies want all letters kept to name, position and dates of employment, even for good workers. If so, in order to make sure that such a letter not be misunderstood, state at the beginning of the letter, "Our company has a policy of limiting responses to all evaluation letters regarding our employees to the facts stated below.
We don't provide performance evaluations under any circumstance. Thank you for your understanding. Professors' Best Kept Secrets. I also have a Ph.The Verb Recognize a verb when you see one. Verbs are a necessary component of all caninariojana.com have two important functions: Some verbs put stalled subjects into motion while other verbs help to clarify the subjects in meaningful ways.
First off, your references should steer clear of any character weaknesses like stubbornness or an inability to control one’s temper.
Second, there is no “get out of jail free” answer but there is a common pitfall: the biggest pet peeve of admissions officers is the “strength disguised as a weakness” answer.
Automatic works cited and bibliography formatting for MLA, APA and Chicago/Turabian citation styles.
Now supports 7th edition of MLA. Paragraphing. New writers often have a bad habit of clumping all of their text into one or two paragraphs, likely because they don’t entirely understand the purpose of paragraphing, and they think it makes their writing look really long and impressive or something.
Welcome to CPARS. CPARS hosts a suite of web-enabled applications that are used to document contractor and grantee performance information that is required by Federal Regulations. Dec 01, · One of the questions is to "briefly describe the candidates strengths and weaknesses" "Weakness" question in reference?
(employee, references, employer, job) - Job Search -Interviews, resumes, recruiters, and more - City-Data Forum.